Chief People Officer - NYC

Chief People Officer - NYC $350000 - $425000 per year | New York, NY | Hybrid | Permanent Chief People Officer role available for NYC Metro candidates offering HYBRID schedule with Lucrative pay and benefits A bit about us: Highly respected Primary care–focused, multi-specialty medical group with over 75 physician practice locations in the greater NYC metro area Why join us? Medical, Dental, and Vision Insurance 401k with Company Match Generous Paid Time Off Paid Holidays/ Floating Holiday(s) Commuter Benefits Health Savings Account/ Flexible Spending Account/ Dependent Care Account Annual Performance Bonus Job Details The Chief People Officer (CPO) is a critical member of the Executive leadership team, responsible for building a mature, scalable people function that advances the organization’s strategy and strengthens execution. MUST LIVE IN NYC Metro area The CPO will shape a distinctive culture, establish and activate employer value proposition, improve employee engagement, and build the leadership and talent capabilities required for sustainable growth. This leader will align workforce priorities, organizational design, talent development, talent acquisition, performance, total rewards, employee relations, and HR operations with company mission and business objectives while ensuring compliance with all relevant employment laws. Qualifications: Bachelor's degree in a related field; master’s degree or relevant certifications (e.g., SPHR, SHRM-SCP) preferred. Extensive experience (10+ years) in progressive HR leadership roles, including strategic planning and execution. Deep understanding of labor laws, employment practices, and best practices in talent management. Proven experience leading organizational change and driving cultural transformation. Effective communication, interpersonal, conflict resolution, and leadership skills. Experience in a high-growth or scaling organization. Inspirational leadership and emotional intelligence. Cross-functional collaboration and executive influence. Primary Responsibilities: Talent Acquisition and Employer Branding Oversee end-to-end talent acquisition and retention strategies to recruit elite medical providers, healthcare administrators, and corporate leaders efficiently. Define and activate Employer Value Proposition (EVP) across digital, academic, and community networks to establish as an employer of choice in healthcare. Human Resources Leadership Assess the maturity of the people function and lead a multiyear transformation roadmap that strengthens its operating model, capabilities, service delivery, and accountability in alignment with strategy and growth. Partner with senior leaders to anticipate workforce needs, clarify organizational structure whilst strengthening leadership effectiveness. Works closely with Chief Compliance and Chief Medical Officer on medical affairs. Build, develop, and lead a high-performing people team with clear roles, scalable processes, strong business partnership, and shared accountability for delivering measurable organizational outcomes. Develops and manages the HR budget in alignment with the organization’s short- and long-term goals. Ensure the organization's HR policies and practices comply with local, state, and federal employment laws. Oversee a progressive employee relations framework that resolves conflicts fairly, protects organization safety, and upholds high ethical standards HR Data and Analytics Modernize HR Information Systems (HRIS), workforce analytics, and dashboard reporting to track retention, turnover, engagement, compensation equity, and labor costs. Strategic Leadership and Planning Partner with the executive leadership team, and Board to translate strategy into an enterprise people agenda, workforce priorities, organizational capabilities, and measurable execution plans that support growth and performance. Employee Engagement and Culture Excellence Evolve enterprise-wide employee engagement strategies that cultivate a unified, inclusive, and high-retention workplace culture. Champion diversity, equity, and inclusion initiatives that reflect the diverse Asian communities serves, embedding cultural competency into the workforce lifecycle. Total Rewards Oversee the architecture, implementation, and maintenance of an equitable, market-competitive total rewards strategy that balances salary, incentive pay, equity, and benefits to attract and retain top clinical and non-clinical personnel. Establish job architectures, salary bands, benchmarked market pricing, and variable compensation frameworks across both corporate roles and diverse clinical practice roles. Talent Development and Performance Development Build scalable learning and talent development programs that nurture clinical, operational, and executive leadership pipelines across all 75+ sites in the NYC metro area Design a modernized, continuous performance enablement process centered on clear accountabilities, objective metrics, real-time feedback, and professional development paths. Drive executive succession planning, high-potential management development, and targeted training for practice managers, medical directors, and administrative supervisors 2 deep succession planning for enterprise wide and MD leadership Jobot is an Equal Opportunity Employer. We provide an inclusive work environment that celebrates diversity and all qualified candidates receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, age (40 and over), disability, military status, genetic information or any other basis protected by applicable federal, state, or local laws. Jobot also prohibits harassment of applicants or employees based on any of these protected categories. It is Jobot’s policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions. #J-18808-Ljbffr Jobot