The Opportunity:
Greater Cincinnati Foundation (GCF) seeks a high EQ, collaborative leader to join its executive team in a newly created Chief of Staff role. GCF is gearing up for substantial growth to activate our 2,000 donors in making Greater Cincinnati a more vibrant, opportunity rich, and equitable community. Reporting to the CEO, the Chief of Staff will operate across the organization to drive improvement in operations, human capital strategy, culture building, data-driven decision making, and strategic planning. She/he/they must be comfortable leveraging both formal and informal authority to set big goals, build buy-in, and create measurable outcomes.
The ideal candidate comfortably navigates between setting strategy and executing against it, even as an individual contributor at times. Your colleagues may refer to you as an operations ninja, change management guru, culture & equity champion, or resident data maven. In the end, you thrive on improving organizations and have a clear track record of doing so throughout your career. This opportunity allows you to join one of the region’s most iconic institutions as we build out the human capital and internal infrastructure to scale, reposition ourselves in the marketplace, and drive sustained community impact.
What You’ll Do:
- Drive an organizational development strategy that better aligns people, teams, data, and culture to deliver exceptional value to our donor partners and create sustainable community impact.
- Lead, coach, and develop the human capital team to evolve HR beyond blocking and tackling into an internal consultancy focused on developing people, activating talent, and making GCF the most sought-after social sector employer in the region.
- Curate a learning culture that leverages data, celebrates innovation, encourages appropriate risk-taking, and obsessively focuses on results when deploying our limited time and resources internally or externally.
- Mobilize the C-Suite, and people managers across the organization, to drive annual planning, goal setting, and strategic planning through the Entrepreneurial Operating System (EOS).
- Partner deeply with the CEO around culture & equity, organizational effectiveness initiatives, board relations, succession planning for key executives, and integrating Supporting Organizations into our framework for donor and community impact.
Who You Are:
- Learner. You seek to understand the world around you, challenge your own viewpoints, and continually think about how to deliver better results with your team, colleagues, and partners.
- Data-Driven. You use data as a flashlight to inform strategy, adjust course when necessary, and make the tough calls. You’re accomplished in building that competency in others, too.
- Integrator. You stitch together themes, teams, and initiatives to improve efficiency, drive results, and ensure the organization stays on track to accomplish big goals.
- Action-Oriented. You easily synthesize data and input to develop strategies and work plans, communicate your work/progress, and always close-the-loop on outstanding commitments.
- Coach. You’re comfortable coaching colleagues – within or outside of your direct management line – to create alignment, accelerate performance, and surmount obstacles.
- Flexible. Ambiguity doesn’t faze you; it invigorates you. You’re energized by being the first in a role, developing and executing new strategies, and delivering tangible value for colleagues.
- Inclusive. You understand that diversity, equity, and inclusion aren’t “nice to have,” but critical to enabling positive results. You insist on diversity of race/ethnicity, socioeconomic status, and lived experiences as you build coalitions.
Requirements and Qualifications
- Bachelor’s degree required; MBA highly preferred; PMP and/or SHRM certification a plus
- At least 10 years of professional experience; 3 years in a leadership level position primarily focused on HR, Organizational Development, or strategy development