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This position is located in any of the three states we currently operate: SC, NC, or GA. Travel to other offices will be required as necessary to achieve the objectives listed below.

The Chief Talent Officer for Poulin | Willey | Anastopoulo, LLC will lead our efforts in recruiting, developing, and retaining our extraordinary people. Working as part of the PWA Executive Team, they will develop and execute the firms talent strategy for our hundreds of colleagues across the country.

As an integral member of the Executive Team, this role is instrumental in setting the organizations people strategy, determining and delivering innovative people solutions and helping build a high performing culture that promotes our Core Values:

1. We put our clients first.

2. We have each others back.

3. We practice extreme ownership.

4. We communicate with clarity and candor.

5. We act with reasoned intent.

6. We are formidable and relentless.

7. We demand dynamic growth.

The leader will inspire those around them by setting clear direction, embodying the Poulin | Willey Leadership Mindset, and empowering teams to perform.

The CTO is responsible for People, Leadership & Culture. The CTO will exert ownership for all aspects of Talent Management, including the design and implementation of key processes related to recruitment, performance management, talent review, leadership and development, succession planning, and mobility strategies across the organization and leads a dynamic team that will equip people and managers with tools and frameworks they need to be successful in a purposeful performance-driven culture.

They will have a strategic mind, and solid cultural change and coaching skills. This person will perform day-to-day HR Operations and will interact with all levels of staff.

Direct Reports:

- Director of Talent Development and Training

- Talent, Learning and Inclusion Leaders

What we Count on You to Do:

• Create and implement enterprise-wide strategies around talent and inclusion, fostering best practices and driving operational excellence and organizational impact.
• Design metrics to measure impact of talent programs and practices, accounting for regional variation, program design and desired outcomes and behaviors.
• Develop our organizations talent process to be more employee-centered, streamlined, and action-oriented as we break through traditional approaches in favor of innovative, agile approaches
• Oversee the development and execution of employee communication plans that clearly articulate objectives
• Enhance employee surveys and develop a process to generate actionable steps to solution outcomes
• Create and administer scheduled talent and performance review processes, designed to deliver meaningful developmental conversations between managers and employee
• Deliver expertise and insights to support leadership development, engagement, performance management, talent and succession planning and all colleague career development.
• Leverage expert knowledge, thorough best-practice awareness, and resources to oversee and direct large-scale program and project plan design to influence long-term business goals and strategy.
• Build and effectively lead an exceptional team; ensure they are technically strong, possess a high level of business acumen, and are effective partners capable of delivering results on time and at quality.

• Lead and manage a team responsible for designing talent management processes and frameworks, including quality conversations, talent reviews, succession planning, high-potential talent identification, career management, proper organizational framework, etc.
• Design and work closely with the HR Leadership team to create best-in-class training and onboarding experience for all levels of the organization
• Transform and manage our internal marketplace for talent by leading strategic initiatives around employee mobility, 4Insite, engagement, organization culture, and recognition and retention efforts
• Partner with HR Operations to assess and utilize field to support learning and talent programs; define metrics to measure program effectiveness
• Other tasks may be assigned

Requirements

• Bachelors degree required.
• SHRM or GPHR Certification preferred
• Experience in high-growth, progressive organization.
• Experienced supervisor.
• 10+ years of HR / talent management; specifically, in two or more of the following practice areas: talent management, career development, organizational design, workforce planning, performance management, and employee engagement.
• Exceptional executive presence, with the ability to engage in dialogue and make high-impact presentations at the C-suite level.
• Proven ability in successfully operating in a matrixed (geographic / functional) decentralized work environment. We have hundreds of employees scattered across dozens of offices in multiple states.
• Commercially focused with the ability to take the business strategy and translate that into a talent strategy
• Exemplifies the Poulin | Willey | Anastopoulo Vivid Vision and Core Values.
• Proven leadership experience in delivering innovative people solutions, developing and managing teams that operate in an agile way with an ability to handle multiple complex workstreams simultaneously.
• Exemplary recruitment skills to include building of hiring funnels and direct face-to-face recruiting at the highest levels.
• Strong business acumen with a commercial approach; exceptional business insight and strategic orientation.
• We are a trial law firm, and you should be aware that often times the most successful trial lawyers (which will constitute a significant portion of our firm), are very likely to have extremely serious personality issues (some combination of extreme risk taking, profanity usage, narcissism, extreme aggression, abrasiveness, verbal elbow throwing, bizarre work habits, and the like). More importantly, these issues are often a key ingredient in their success(link removed) So we dont necessarily want to tame them. A lot of otherwise good CTOs would not be able to deal with the rambunctiousness of our highest performers.
• Expertise and deep experience in driving transformation to achieve specific business imperatives.
• Provide deep market expertise and direct experience in developing and implementing the very best talent and leadership strategy, solutions, and programs in technology, software, data analytics, financial services, and management consulting organizations.
• Demonstrated experience influencing, working with, and coaching effectively at all levels of the organization.
• Analytical thinking able to measure the impact of talent programs on the organization and the resulting financial impact
• Proven ability to translate and set a clear and compelling vision into action and lead transformation at pace, ensuring colleague followership and business stability.
• Distinguished advisory and consulting skills combined with pragmatism regarding solutions.
• Developer of strong partnerships with cross-business and functional partners that facilitate outcomes for our colleagues and company.
• Proven ability to develop talent, build high performing teams and an inclusive culture.
• High-learning agility and strategic mindset with innovative thinking around talent and leadership development.
• Change management expertise with an innate desire to drive for impact and create change.
• A passion for working across teams and through others, with ability to work at the most senior levels of an organization and able to take people on a journey.
• Ability to use sound judgment when problem-solving and present ideas in a clear, concise, and compelling manner

Benefits

The base pay offered will be determined on factors such as experience, skills, training, location, certifications, education, and any applicable minimum wage requirements. Decisions will be determined on a case-by-case basis. In addition to the base salary, this position may be eligible for performance-based incentives.