Serving Our People, Serving Our Communities, Part. 1

While Craft3 has focused on serving the increasing needs of disadvantaged communities across the Pacific Northwest, as we have grown we’re reminded just how important it is to better serve the closest to home: our staff. Quite simply, our ability to meet our mission requires a talented, engaged, and collaborative workforce – and that means doing more to empower and support our staff and proactively foster an inclusive organizational culture.  

One way we are doing this is by hiring our first-ever Chief People Officer (CPO). This role is increasingly standard in organizations and companies that understand the connection between the successful pursuit of results and an equitable and inclusive team. While recruitment is still underway, we wanted to talk with our hiring manager, Maggie Kirby Weiland, Chief Development Officer and  Chief of Staff, about this search and how it supports Craft3’s ongoing efforts to retain incredible team members who make the pursuit of our mission possible.

‍Carl Seip: Let’s start with something easy. What is a Chief People Officer?

Maggie Kirby Weiland: You’d be surprised how many people have asked me this. At Craft3, about a dozen of us worked together to define what this position means at our organization. We’re seeking a strategic, people-focused leader that is not just an expert in human resources, but also in organizational development and fostering a culture aligned with our values: conscientious, effective, and engaged. We’re also looking for some intangible skills like a spirit of service to community and a passion for change.  

‍CS: Why is Craft3 creating this new position?

MKW: The simple answer is that we know we must care for, support, and encourage our internal team as they work to support our external customers and advance our mission and strategy. As we continue to expand our programs and services, we have grown substantially. Ten years ago, we had 46 employees. Today, we have more than 80. That growth has increased our ability to serve others, and also means we’ve needed to become more intentional in how we foster a workplace that offers opportunities to advance and incorporates our stated values into day-to-day operations.  

‍CS: So, what did you come up with?

MKW: The Chief People Officer will be our top people strategist. That means they’ll ensure our human resources strategies are integrated, coherent and consistent across all levels of Craft3. They will oversee human resources (talent acquisition, employee development, knowledge sharing and training, and performance management) and develop and steward our culture. Our CPO will also be the executive sponsor of our Supervisor team and diversity, equity, inclusion and belonging initiatives at Craft3, which includes working with and supporting our staff Anti-Racism Committee.

‍CS: Where will the CPO sit in the organization?

MKW: It is important to us that we bring on someone that can drive organizational change from the highest level. From day one, the CPO will sit on our Leadership Committee whose members represent all functions at Craft3.

‍CS: Are there any specific things you imagine the CPO will accomplish in the first 90 days?

MKW: Of course, there are tactical things we need immediate support on – ongoing hiring and recruitment, performance management and training, refinement of benefits, and the like. But one of our main goals for the first 90 days is that the CPO spends time listening and meeting with employees to understand their concerns, aspirations, and dreams for their own professional development and how we can all work together to advance the mission and strategy of Craft3.  

‍CS: It sounds like they have a lot on their plate!

MKW: They will, but our Leadership Committee and other leaders in the organization will partner with the new CPO to determine the appropriate priorities and pace to avoid overwhelm and balance smaller short-term projects and larger longer-term initiatives. There is a ton of opportunity at Craft3, and the person we hire is going to be able to really put their stamp on material, immediate improvements that support our employees and help them grow both as people and as professionals.

‍CS: What are the next steps?

MKW: The interview process is well underway, and we are targeting a hire in the next few months. Once they’re onboard, we’ll introduce them in Part 2 of this series!