Rayburn’s rapid growth naturally positioned the culture to be more project-oriented with a group of high performing personnel capable to execute under stress and tight timelines, carry high accountability and ownership as natural principles, and be creative to meet the challenging demands of reliable and affordable power supply service. While the organization benefitted from leadership and personnel that excelled in this environment, leadership would like to begin a transition toward a more value based corporate environment while maintaining its positive attributes and better-define cultural imperatives to continue its track record of success. In addition to ensuring strong fundamentals in HR, the CHRO will be tasked with collaborating with executive leadership and board members to define long-term mission and goals, to develop a roadmap for the organization’s future with human capital, and to support the organization’s mission through talent management. The CHRO will also bring a more stringent focus to ensuring the organization’s culture maintains identified core values of respect, integrity, excellence, and innovation. Rayburn operates as a relatively flat organization chart with little adherence to hierarchy, a family-oriented culture, and a strong orientation to engage formally in strategic planning and utilize the strategic plan to guide decision making with each division supporting all others in execution of their goals. Candidates should offer a natural goal orientation and be driven to align departmental goals and quantifiable metrics to the broader strategic plan. Rayburn carries the mantra of “status quo is not company policy” and anticipates executives with a continuous improvement drive that are willing to respectfully challenge tradition and innovate to find ways to best serve the membership. Candidates should offer a management and leadership style oriented toward partnership and teamwork with strong tendencies to empower subordinates and teammates to take ownership of their tasks, enhance performance through communications in all directions, and facilitate an environment that reinforces such tendencies from others. The relatively small staff of the organization also necessitates experience and skills in managing external consultants effectively. Rayburn’s current HR team of two is highly effective at fundamental HR practices but it is desired that candidates bring a breadth of HR experience in areas such as training, benefits, payroll, health and wellness, recruitment, compensation, HR administration and planning, diversity and inclusion, and HR information systems. Success developing and executing a succession plan for an organization is desired as well as experience leading an organization through generational shifts. Experience working with a utility (or publicly elected) board of directors is desired. Ideally, candidates will offer experience in the electric cooperative or electric utility realm; however, candidates with broader technical industry experience that support a business model of customer ownership are encouraged to apply. Ideal candidates will display a track record of success in a progressive, collaborative, and transparent environment where the HR function is considered to be a strong contributor and service provider. Candidates should offer a history of engaging with a larger network of HR professionals and capable to develop such partnerships to assist in benchmarking exercises and measuring and improving performance against industry standards. Rayburn will soon be recruiting and onboarding its first group of field personnel in linemen functions. Individuals that offer experience administering human resources functions directly with utility field personnel are desired. Among the topics listed above, candidate qualifications include at least ten years of progressive human resources management experience at the managerial level and measurable success in leading progressive business initiatives in an applicable environment. A bachelor’s degree in an applicable discipline is required and an advanced degree is desired. Human resources certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP is desired. Additional requirements: - Demonstrated experience consulting and advising senior-level executives in broad areas of human resources and administration.
- Demonstrated commitment to an inclusive and collaborative leadership style that is strong in teamwork.
- Demonstrated strategic planning, implementation, and evaluation expertise.
- Evidence of the practice of a high-level confidentiality
- Interpersonal skills
- General knowledge of employment laws and practices
- Excellent verbal and written communication skills
- Excellent organizational skills
BENEFITS Compensation is open dependent upon experience and Rayburn offers relocation support. Other benefit details are listed at the end of a provided search description, please inquire. Rayburn also offers annual incentive compensation up to one week of salary to all personnel. TIMELINE - March 19 – Application Deadline
- By April 16 – Virtual Semi-Finalist Interviews completed
- By May 7 – Finalist candidate interviews completed on-site in Rockwall, TX
- Late May/early June start date
CONTACT INFORMATION Mr. Patrick Prouse - Senior Recruiter ~ Mycoff Fry Partners LLC ~ (800) 525-9082 pprouse@mfpllc.us *Resumes and cover letters preferred in PDF format.* | 
