Chief Human Resources Officer

Overview

Reporting to the President and CEO and serving as a member of the executive leadership team, the Chief Human Resources Officer (CHRO) provides strategic leadership for all aspects of human resources, talent, culture, and workforce development in support of Pacific Clinic's mission, values, and long‑term objectives. The CHRO serves as a trusted advisor to executive leadership and the Board, shaping agency-wide people strategies that strengthen organizational effectiveness, foster employee engagement, support leadership development, and ensure our organization attracts, develops, and retains a high‑performing workforce capable of advancing the organization's mission and service commitments to the communities we serve.

Pay Range

$225,000 – $300,000 annually

Job Summary

The CHRO works within the vision, mission, and philosophy of the agency. Provides leadership and design of new and innovative initiatives to advance HR strategies, policies, and programs. Provides vision and service standards that advance the agency’s goals, mission and strategic initiatives. Provides leadership in key business and planning processes to support the growth and development of the agency as a dynamic, effective organization in line with agency vision and values. Prepares and adheres to annual HR budget. Oversees HR programs including employee retention, talent acquisition, employment, employee relations, compensation, benefits, records oversight, HR systems, and human resources compliance. This is a hands‑on strategic operator role – not policy only – with responsibility to professionalize, scale, and future‑proof the people function at Pacific Clinics.

Hybrid Requirements

This position is a hybrid leadership role and is not eligible for fully remote work. Regular in‑person participation is essential and required to support executive collaboration, organizational leadership, strategic planning, and operational effectiveness. Candidates must reside within a reasonable commuting distance of a Pacific Clinics headquarters location and be available to attend onsite meetings, leadership activities, board meetings, regulatory audits, and agency crisis response as business needs require.

Compensation and Benefits

• Initial compensation ranges from $225,000 – $300,000 per year, depending on experience, location, and internal equity considerations.
• Benefits eligibility starts on day one.
• Robust benefits package includes medical, dental, and vision.
• 401(k) employer match up to 4%.
• Competitive time‑off plans.

Responsibilities

• Lead and scale a large HR organization across HR operations, recruiting, onboarding, training, compensation and benefits, employee engagement, employee relations, and compliance to support the agency’s operational needs and strategic objectives.
• Participate in the development of the organization’s plans and programs as a strategic business partner, focusing on impacts on employees and applicants.
• Serve as a key strategic business advisor to executive/senior management on key organizational and management issues. Offer strategic vision and sponsor initiatives/projects to improve the employee experience and engagement. Deliver projects within budget and on time using the agency’s project management model and tools.
• Provide overall leadership and guidance for all human resources functions, consulting with relevant levels of management on significant human resources issues, presenting possible approaches, discussing legal implications, and modeling communication in line with Pacific Clinics’ culture and practice.
• Collect and use data for decision‑making while staying aware of emerging human resources issues and trends.
• Ensure compliance with all applicable federal, state, and local labor and employment laws and regulations, including government‑mandated reporting requirements.
• Lead recruiting and retention, overseeing creative and cost‑effective strategies to generate a diverse pool of high‑quality candidates and reviewing compensation, benefits, and practices to retain and engage employees.
• Develop and implement comprehensive compensation and benefits plans, emphasizing pay equity, budget compliance, and market competitiveness.
• Serve on, and support, the Workforce Engagement and Impact Committee in collaboration with the SVP Engagement and Workforce Impact.
• Partner closely with the Pacific Clinics Leadership team to ensure all HR‑related systems, operations, and daily workflows fully support and meet the needs of employees, consumers, and the organization.
• Oversee the development and delivery of HR training for new and current employees, including compliance with labor and employment laws. In coordination with the Director of Strategic Leadership Development, oversee the development or enhancement of the agency’s management and leadership training program and an enhanced performance‑management system.
• Manage and respond to employment‑related claims and matters in partnership with the Chief Legal Officer.
• Work with the Chief Operations Officer to ensure workforce strategies, talent initiatives, and HR practices effectively support recruitment, development, engagement, retention, and regulatory compliance for clinical employees while advancing operational goals.
• Participate on organizational committees, including the Executive Strategic Leadership Team, Workforce Engagement and Impact Committee, AI Governance Committee, Training Governance & Oversight Committee, and other standing and ad‑hoc committees.
• Model Pacific Clinics’ approach, mission, and core values in all communication and correspondence.
• Communicate effectively and culturally competently to a diverse employee population, promoting favorable interactions.
• Directly oversee major merger and acquisition HR initiatives, including due diligence and blending of policies, programs, employee pay and benefits, HR strategic objectives, leadership, and budgets.
• Support a strong health agency culture and seek opportunities to advance positive changes.
• Collaborate with the executive team on agency strategic and tactical business plans and HR strategies and issues.
• Ensure effective management of HR operations and procedures, formulating policy and implementing new strategies and procedures as needed.
• Establish short‑term and long‑term departmental goals, objectives, policies, and operating procedures.
• Coordinate agency programs and activities to achieve diversity and inclusion goals.
• Direct succession planning throughout the agency, across all levels and regions, and recommend actions to senior management.
• Perform other duties as assigned.

Qualifications

• Bachelor’s Degree (B.A./B.S.) in a related field; MBA preferred.
• Minimum 15 years of progressive HR generalist experience with a focus on strategy, employee relations, recruitment/retention, training, organizational development, and succession planning.
• At least 5 years in a top management role with broad leadership and management responsibility.
• Demonstrated success leading HR strategy and operations in a complex organization with 2,000+ staff.
• Background in behavioral health services or other regulated industry is a plus.
• Extensive knowledge of employment and labor laws.
• Strong supervisory and leadership skills.
• HRIS experience preferred, including implementation.
• Excellent verbal and written communication skills.
• Excellent organizational, interpersonal, and conflict‑resolution skills with confidentiality.
• Proficiency in Microsoft Office Suite.
• Ability to manage competing priorities and work under pressure.
• Strong analytical, problem‑solving, and judgment skills.
• Valid California driver’s license and insurable driving record.
• Ability to build a high‑performance HR leadership team and influence across the organization.
• Experience in mergers and acquisitions.
• Knowledge of federal, state, and local labor and employment laws.
• Willingness to travel to other agency offices and sites.
• Experience in strategic planning and execution.
• Knowledge of contracting, negotiating, and change management.
• Ability to interpret and advise on application of employment laws.
• Ability to assess training and development needs and design training content.
• Knowledge of organizational development theory and practices.
• Experience in designing, developing, and implementing salary administration plans and benefit programs.
• Knowledge of computerized information systems used in HR applications.
• Advanced professional written and verbal communication and interpersonal skills.
• Ability to motivate teams and manage multiple projects simultaneously.
• Flexible schedule to accommodate work demands.

Job Competencies

• Communication: Effectively and consistently communicates contract and compliance information to leadership and employees, encourages interactive discussions, and maintains open‑door policy.
• Relationships & Attitude: Models professionalism, maintains relationships, follows policies, and approaches challenges proactively.
• Problem Solving: Anticipates and analyzes problems and implements solutions.
• Confidentiality: Maintains confidentiality of all agency matters.

Physical Requirements and Work Environment

The employee is occasionally exposed to moving mechanical parts and outside weather conditions. The noise level is usually moderate. Local travel is required. The employee must be able to stand or sit, use hands for documentation, and lift or move up to 5 pounds regularly and up to 10 pounds occasionally. The job requires familiarity with moving mechanical parts, outside weather, and moderate noise.

Level of Contact with Children

No unsupervised contact with children.

Driving Privileges

May be required to drive on agency business. Requires acceptable motor vehicle record and appropriate insurance coverage.

Training

Must successfully complete all required agency training for this position.

EEOC Statement

We are an Equal Opportunity Employer and provide reasonable accommodations for individuals with a disability. Qualified applicants with criminal histories will be considered in compliance with ordinance 184652 Sec.189.04(a) and San Francisco Police Code, Article 49, Section 4905.