Description

Position Overview:Our client is seeking a Chief Human Resources Officer (CHRO) who serves as a senior HR leader, responsible for setting the enterprise people strategy and strengthening culture, leadership effectiveness, and organizational performance. This role partners closely with executive leadership to align talent, engagement, change management, compensation strategy, and HR capabilities with business priorities and growth needs. The CHRO provides strategic direction and oversight across core HR functions while ensuring consistent execution, measurable outcomes, and strong employee experience through scalable frameworks, data-driven insights, and accountable leadership practices.

Key Responsibilities

• Lead strategy to support business priorities, growth, and day-to-day operational needs.
• Lead organizational development efforts that strengthen clarity, collaboration, accountability, and overall organizational effectiveness.
• Serve as executive sponsor for operating framework (including EOS), ensuring consistent adoption of organizational disciplines, tools, and performance practices across teams.
• Coach and advise executive and senior leaders on leading teams effectively, strengthening accountability, and driving performance through clear communication and change leadership.
• Assess organizational health and capability gaps and drive solutions that improve scalability, consistency, and execution across the company
• Lead change management efforts to ensure successful adoption of new systems, processes, structures, and cultural shifts.
• Partner with the Manager, Organizational Learning to provide strategic oversight of leadership development initiatives, ensuring development pathways support leaders at all levels and align with organizational expectations.
• Own employee engagement and listening strategy; analyze trends, guide action planning, and ensure accountability for improving engagement, retention, and employee experience.
• Lead compensation strategy and governance, including philosophy, benchmarking approach, structure design, and guidance to ensure equitable and competitive compensation practices.
• Oversee HR functional execution across talent acquisition, performance management, employee relations, payroll, benefits, training, compliance, and workforce planning—ensuring an integrated, consistent employee experience.
• Ensure HR policies, practices, and decisions remain compliant, risk-balanced, and consistent with company values and culture expectations.
• Partner cross-functionally to align workforce needs, talent strategies, and organizational structure with business direction and operational performance objectives.
• Leverage people analytics, survey data, and operational metrics to inform HR strategy, identify trends, and measure organizational impact.
• Champion modernization of HR infrastructure through process improvement, automation, and HR systems optimization.
• Reinforce and model company leadership expectations and cultural standards, promoting transparency, accountability, inclusion, and continuous improvement.

 Role-Specific Competencies:

• Active Listening: The ability to fully engage with and understand others through attentive listening, fostering clear communication and collaboration.
• Benefits Administration: The management, oversight, and communication of employee benefits programs, including enrollment, compliance, issue resolution, and employee engagement to ensure understanding and satisfaction.
• Change Management: A structured approach to transitioning individuals, teams, and organizations to a desired future state while minimizing resistance.
• Compensation Strategy and Market Analysis: The ability to evaluate pay structures, analyze market data, and guide the development of competitive and equitable compensation practices.
• Conflict Resolution: The process of addressing and resolving disputes or disagreements constructively to maintain relationships and achieve positive outcomes.
• Conflicts of Interest and Confidentiality: The ability to identify, manage, and resolve situations where personal or organizational interests may compromise confidentiality or ethical standards.
• Effective Delegation Practices: The ability to assign tasks appropriately and empower team members while maintaining accountability and ensuring objectives are met.
• Employee Engagement and Motivation: Strategies and practices to inspire and engage employees, improving satisfaction, productivity, and retention.
• Employee Relations: The management of relationships between employees and the organization to promote a positive work environment and resolve conflicts.
• Human Resources Analytics: The use of data and metrics to assess workforce trends, performance, and strategies for improving HR decision-making.
• Human Resources Policies and Procedure: The use of data and metrics to assess workforce trends, performance, and strategies for improving HR decision-making.
• Leadership and Team Development: The ability to inspire, guide, and develop teams to achieve their full potential and organizational objectives.
• Leadership Coaching and Mentoring: The practice of providing guidance, feedback, and support to individuals to enhance their professional growth and leadership skills.
• Operational Performance Optimization: The continuous improvement of processes and systems to enhance efficiency, productivity and overall performance.

Innovative Ideas. Better Lives.

• Performance Management: The process of setting goals, evaluating performance, and implementing strategies to enhance individual and organizational effectiveness.
• Stakeholder Communication: The ability to clearly communicate and collaborate with internal and external stakeholders to ensure alignment and support
• Talent Acquisition and Recruitment: The strategic process of attracting, selecting, and hiring the best talent to meet organizational objectives.

Core Competencies:

• Adaptability and Flexibility: The capacity to adjust to changing conditions, priorities, or environments while maintaining productivity and focus.
• Attention to Detail: The ability to ensure accuracy and thoroughness in tasks and processes, consistently delivering high-quality results.
• Professional Development: A commitment to ongoing learning and skill enhancement to stay current with industry trends and maintain professional competence.
• Data Privacy and Security: The implementation of measures to protect sensitive data from unauthorized access and ensure compliance with privacy regulations.
• Digital and Technological Proficiency: The ability to effectively use and adapt to digital tools and technologies to enhance productivity and innovation.
• Emotional Intelligence: The capacity to understand and manage one's emotions and to recognize and influence the emotions of others to foster positive interactions.
• Interpersonal and Professional Communication: The ability to convey information clearly and effectively while building positive relationships in a professional context.
• Self-Motivation: The ability to independently drive oneself toward achieving goals and maintaining productivity without external prompting.
• Teamwork and Collaboration: Ability to work effectively within teams and foster collaborative environments to achieve shared goals.
• Time and Priority Management: The ability to prioritize tasks and manage time effectively to maximize productivity and meet deadlines.
• Workplace Professionalism and Ethical Conduct: The demonstration of responsible, respectful, and ethical behavior in professional settings to uphold organizational standards.

Qualifications – Education, Experience, Certifications:

• Bachelor’s degree in human resources, Organizational Development, Business Administration, Organizational Psychology, or related field; Master's preferred.
• 10+ years of progressive leadership experience in Human Resources, organizational development, or related disciplines, including experience leading HR strategy at a senior level.
• Demonstrated experience driving culture, engagement, organizational effectiveness, leadership development, and change management at the enterprise level.
• Experience advising executive leaders and influencing enterprise decision-making across all levels of an organization.
• Experience supporting HR operations and compliance within a multi-state workforce and a highly regulated industry such as healthcare, pharmacy, or technology.

Key Performance Metrics:

• Improved organizational clarity, alignment, and leadership effectiveness as measured through employee listening tools, EOS tools, and operational performance indicators.
• Successful adoption and sustainment of change initiatives demonstrated through readiness indicators, engagement outcomes, and measurable business results.
• Increased leadership capability and bench strength as evidenced by talent assessments, performance outcomes, and feedback from development initiatives.
• Strengthened employee engagement, retention, and communication effectiveness through year-over-year improvements and successful follow-through on action plans.
• Measurable improvement in HR operational effectiveness, consistency, and scalability through improved processes, standards, and employee experience outcomes.

Working Conditions and Physical Demands

• Remote/hybrid work may be available based on company policy.
• May require occasional travel.