Chief People Officer na Delta Dental of Missouri

Job Title: Chief People Officer

Job Code: E1079

Grade Level: NG

FLSA Status: Exempt

Department: Human Resources

Reports To: President and CEO

Date Written: October 2025

Position Summary

The Chief People Officer (CPO) of Delta Dental of Missouri (DDMO) will provide leadership and direction in developing and executing human resource strategy in support of overall business plan and strategic direction for DDMO.  Specific areas of focus include, but are not limited to, succession planning, talent management and engagement, change management, organizational and performance management, training and development, employee relations and well-being, compensation and benefits, and employee-related organizational policies and compliance.  In conjunction with the Director of Human Resources, the CPO is responsible for corporate building and facilities, as well as the leasing arrangements and office needs of all DDMO satellite locations.

The CPO is a key member of the Senior Leadership Team (SLT), and as such, provides strategic leadership by articulating HR needs and plans to the SLT, management team, and the board of directors. The CPO must also be passionate about developing a strong culture based on mutual respect and continuous quality improvement, rooted in a shared commitment to the mission and corporate values which are: integrity, adaptability, service-focused, accountability, curiosity, and community. This position is directly responsible for leading the Director of Human Resources, and indirectly responsible for all employees within the division.

Essential Functions and Responsibilities

· Evolve the vision for human resources in strong partnership with the CEO, SLT, and Board of Directors; be recognized as a trusted advisor and partner in all aspects of human capital leadership.

· Provide leadership to the talent team including attracting, retaining, integrating, and developing individuals.

· Lead Organizational Development efforts and anticipate key issues and opportunities that will enhance value through insights that strengthen the talent infrastructure.

· Assist in leading change that is evident in the planning for and development of the appropriate organizational alignment and structures, architecture, and support systems, to enhance the company’s growth opportunities and objectives.

· Enhance focus on culture to better align with updated core values, challenge traditional approaches, enable team engagement, improve individual and organizational performance, and manage change through simple and effective talent management solutions to achieve business results.

· Act as a proud culture carrier. Play a strong and proactive role in maintaining and enhancing the positive aspects of the company’s culture and values; the CPO must be perceived as a forward-thinking, visionary, valuable, innovative, and uplifting resource.

· Cultivate a results-driven human resources function through technology innovation, process improvement, integrated systems and optimizing shared services.

· Provide overall leadership to the Board’s Compensation Committee and guidance for the total rewards strategy, including executive compensation. Ensure quality processes and delivery related to the annual total rewards cycle.

· Understand and ensure regulatory corporate compliance with all local, state, and federal labor and employment regulations.

· Assist in the development of competitive compensation and benefit packages and oversee the administration of compensation and benefit programs, including health insurance, incentive programs and retirement plans.

· Develop high quality relationships with key external stakeholders and strategic partners to broaden awareness of the brand, including through speaking engagements and human resources association engagements.

· Serve as an ambassador of Delta Dental of Missouri in the industry and the community.

· Enhance succession planning, trickling down the planning to individual functions and teams to plan within their own areas for future leaders.

· Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.

· Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally.

Other Leadership Responsibilities

• Ensure the appropriate staffing to support key strategies and operations, including changes to the overall organizational structure.

• Serve as a key member of the SLT and be committed to developing and maintaining the corporate values of the organization. This individual is expected to inspire others by their behavior, and their behavior should support empowerment and respect of other employees.

• Direct communications and coordinate actions of departments to achieve the strategic and operational goals of the organization.

• Model the established values of DDMO to set the appropriate expectations and conduct for staff.

• Mentor direct reports to develop management capabilities.

• Foster an environment that is conducive to collaborative efforts and teamwork.

• Develop a keen focus on customer service.

• Demonstrate involvement in the community to promote the growth and success of the enterprise.

• Attend SLT and management meetings and actively participate.

• Remain knowledgeable and current in areas of responsibility. Make or propose changes to enhance corporate and department services.

• Maintain professional growth and development through seminars, workshops, outside conferences and professional affiliations.

• Develop staff to embrace additional responsibilities that promote career growth.

Education, Skills, Personal Attributes, and Experience Required

• A BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred.

• A minimum of 15 years of hands-on Human Resources leadership experience with demonstrated expertise acting as a coach, trusted advisor and strategic partner to C-suite executives and board of directors.

• SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.

• Successful operation as an integral part of an executive leadership team, offering insights beyond human resources and effectively operationalizing people strategy, and building engaged and high-performing team cultures.

• Up-to-date knowledge and mastery of human resources trends and best/next practices in domestic and global human resources; has access to network of other human resources leaders to share business intelligence and emerging trends.

• Experience in developing and administering compensation and benefit plans.

• Ability to plan, communicate, collaborate across divisions, and manage in a complex and high change environment. Possess and exemplify a continuous improvement outlook and have the ability to pivot effectively.

• Excellent verbal and written communication skills, including effective conflict resolution skills.

• Ability to effectively communicate complex ideas or difficult messages to a wide range of audiences, including board of directors, senior leadership peers, the workforce and external audiences.

• Demonstrated expertise in organizational design and development; change management; culture and employee experience; management coaching and strategic advising; talent assessment, selection, acquisition, and retention; people development and performance management; and continuous learning.

• Ability to translate broad strategies into clear, specific objectives and plans for teams and individuals.

• Ability to cultivate strong relationships and effective communications at all levels.

• An excellent leader of people who prioritizes managing, motivating, and developing team members at all phases of their careers. Emboldens a team with a sense of belonging.

• A keen sense for people and organizations and the ability to build high-performing and cohesive teams.

• Ability to leverage data, systems, and process orientation to define targets for the human resources function.

• Ability to present ideas effectively in writing, orally, and in group presentations.

• Must be able to maintain confidentiality and work under highly stressful situations.

• Proficient with Microsoft Office Suite or related software.

Environment

This position currently functions as a hybrid role working from both home and in-office environments. Any home office setting must be conducive to all guidelines outlined by the organization. This role is required to regularly attend in-person meetings, the frequency of which is determined by management based on departmental or organizational needs. 

Work Conditions

• General office working conditions which may require sitting for extended periods of time.

• Infrequent overnight travel may be required.

Physical and Other Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Employees must be able to successfully perform the essential functions of this role with or without a reasonable accommodation. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Specific vision abilities require the ability to focus distant and near objects clearly. While performing the duties of this job, the employee is regularly required to sit, talk and hear. The employee is frequently required to use hands and arms to handle, feel and reach as well as operate a personal computer. Prolonged periods of sitting at a desk and working on a computer.

Disclaimer

This job description is designed to provide a general overview of the requirements of the job and does not entail a comprehensive listing of all activities, duties, or responsibilities that will be required. The organization reserves the right to modify this job description at any time; including assigning or reassigning job duties.