SVP, Chief People Officer New! Administration | Full-Time | Phoenix ...Read More Quick Apply! A[...]

The Chief People Officer (CPO) is a strategic executive leader responsible for developing and implementing a comprehensive people strategy that aligns with the organization’s mission, values, and business objectives. The CPO oversees all aspects of human resources, talent management, organizational development, employee engagement, diversity and inclusion, compensation and benefits, workforce planning, and culture transformation. As a key member of the executive leadership team, the CPO partners with business leaders to attract, develop, retain, and empower a high-performing workforce while fostering an inclusive, innovative, and employee-centric culture. The CPO also leads the responsible integration of AI-enabled HR technologies and analytics to improve workforce planning, talent acquisition, employee experience, and data-driven decision-making while ensuring appropriate governance and change management.

Position Duties

Strategic Leadership

• Develops and executes an enterprise people strategy aligned with organizational priorities, workforce needs, and long-term business objectives.
• Serves as the principal strategic advisor to the EVP, Chief Administrative Officer and executive leadership team on human capital strategy, organizational effectiveness, workforce risks, and talent initiatives.
• Establishes enterprise people metrics and workforce analytics to support executive decision-making, organizational performance, and continuous improvement.

Talent Acquisition and Workforce Planning

• Directs enterprise workforce planning strategies to ensure the organization has the talent, capabilities, and capacity necessary to achieve strategic objectives.
• Oversees talent acquisition strategies that strengthen the organization’s ability to attract, recruit, and retain high-performing, mission-driven employees.
• Partners with executive and operational leaders to forecast workforce needs, address critical talent gaps, and develop long-term staffing strategies.

AI Strategy and HR Technology Integration

• Leads the strategic adoption, governance, and optimization of AI-enabled HR technologies to improve workforce planning, talent acquisition, employee experience, and operational efficiency.
• Establishes policies and governance frameworks that promote the ethical, secure, and responsible use of artificial intelligence, automation, and workforce data.
• Champions innovation through evaluation and implementation of emerging HR technologies that enhance workforce insights, service delivery, and data-driven decision-making.

Workforce Pipeline

• Develops innovative workforce pipeline strategies through partnerships with educational institutions, professional associations, community organizations, and workforce development programs.
• Expands recruitment channels and employer branding initiatives to attract diverse, highly qualified candidates for critical and hard-to-fill positions.
• Establishes long-term workforce development programs including internships, fellowships, apprenticeships, residency partnerships, and leadership pipeline initiatives.

Talent Development and Performance Management

• Leads enterprise leadership development, succession planning, organizational learning, and performance management strategies that strengthen leadership capability and workforce readiness.
• Oversees programs that identify, develop, and retain high-potential employees while building organizational leadership capacity.
• Promotes a high-performance culture by aligning performance expectations, coaching, accountability, and career development with organizational objectives.

Employee Experience, Engagement, & Inclusion

• Develops and executes enterprise strategies that enhance the employee experience across the employment lifecycle while fostering a culture of engagement, inclusion, well-being, and belonging.
• Leads the organization’s diversity, equity, inclusion, and belonging (DEIB) strategy by establishing measurable goals, accountability frameworks, and inclusive leadership practices that strengthen workforce diversity and organizational culture.
• Partners with executive and operational leaders to cultivate a collaborative, equitable, and employee-centered workplace that supports engagement, retention, innovation, and high performance.
• Monitors organizational culture and employee experience through engagement surveys, workforce analytics, employee feedback, and other performance indicators to identify opportunities for continuous improvement.
• Collaborates with internal and external stakeholders to advance equitable talent practices, reinforce organizational values, and strengthen the organization’s reputation as an employer of choice.

Compensation, Benefits, and Total Rewards

• Directs enterprise compensation, benefits, and total rewards programs for physicians, advanced practice providers, and staff to support recruitment, retention, internal equity, and market competitiveness.
• Partners with executive leadership in the development and administration of executive compensation and incentive programs, as assigned.
• Ensures total rewards programs comply with applicable regulations and align with organizational philosophy, financial objectives, and workforce strategy.

HR Operations and Compliance

• Provides executive oversight of HR operations, ensuring efficient, compliant, and customer-focused delivery of human resources services across the organization.
• Ensures compliance with applicable federal, state, and local employment laws, accreditation standards, labor regulations, and organizational policies.
• Oversees HR governance, workforce policies, risk management, data privacy, and audit readiness to support operational integrity and regulatory compliance.

Culture and Organizational Effectiveness

• Leads enterprise change management and organizational effectiveness initiatives that strengthen culture, leadership capability, workforce resilience, and operational performance.
• Partners with executive leaders to design organizational structures and workforce strategies that improve collaboration, effectiveness, and organizational agility.
• Champions continuous improvement and organizational transformation initiatives that enhance employee engagement, innovation, and long-term organizational success.

• Performs miscellaneous job related duties as requested.

Phoenix Children’s Mission, Vision, & Values

Mission

To advance hope, healing and the best healthcare for children and their families

Vision

Phoenix Children’s will be the leading pediatric health system in the Southwest, nationally recognized for exceptional care, innovative research and advanced medical education.

We realize this vision by:

• Offering the most comprehensive care across ages, communities and specialties
• Investing in innovative research, including emerging treatments, tools and technologies
• Advancing education and training to shape the next generation of clinical leaders
• Advocating for the health and well-being of children and families

Values

• We place children and families at the center of all we do
• We deliver exceptional care, every day and in every way
• We collaborate with colleagues, partners and communities to amplify our impact
• We set the standards of pediatric healthcare today, and innovate for the future
• We are accountable for making the highest quality care accessible and affordable

Position Qualifications

Please review the following qualifications and specify whether you meet each of the requirements listed.

Education

• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 1. Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field. Required
• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 2. Master's degree in Human Resources, Business Administration (MBA), Organizational Development, or related field. Preferred

Experience

• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 1. Eight (8) years of progressive HR leadership experience, including senior executive-level responsibility. Required
• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 2. Demonstrated success leading people strategy in a complex organization. Required
• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 3. Experience leading organizational transformation and change management initiatives. Required
• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 4. Experience supporting multinational or rapidly growing organizations. Preferred

Special Skills

• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 1. Strong knowledge of employment laws, HR best practices, workforce planning, and emerging workforce trends. Required
• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 2. Exceptional executive leadership, executive presence, communication, influence, and relationship-building skills with the ability to partner effectively with senior leaders across the organization. Required
• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 3. Strong strategic thinking, business acumen, and organizational development capabilities, including experience aligning people strategies with enterprise objectives. Required
• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 4. Ability to leverage workforce analytics, AI-enabled technologies, and data-driven insights to support strategic decision-making and improve workforce outcomes. Required
• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 5. Demonstrated ability to lead enterprise change, foster an inclusive and engaging culture, develop talent, and drive organizational effectiveness through collaboration and innovation. Required

Additional Requirements

• Do you meet this requirement or have the ability to obtain it within the timeframe listed in the requirement? 1. SHRM-SCP, SPHR, or equivalent professional certification. Preferred

Physical Requirements & Occupational Exposure/Risk Potential

1. Physical Requirement - Climbing Occasionally
2. Physical Requirement - Feeling (sensing textures and temperatures) Occasionally
3. Physical Requirement - Fine Motor Skills (pinching, gripping, etc) Occasionally
4. Physical Requirement - Hearing Constantly
5. Physical Requirement - Pushing/pulling Occasionally
6. Physical Requirement - Reaching Occasionally
7. Physical Requirement - Sitting Frequently
8. Physical Requirement - Standing Occasionally
9. Physical Requirement - Stooping/crouching/kneeling/crawling Occasionally
10. Physical Requirement - Talking Constantly
11. Physical Requirement - Walking Frequently
12. Physical Requirement - Near Vision Constantly
13. Physical Requirement - Far Vision Occasionally
14. Physical Requirement - Color Discrimination Occasionally
15. Physical Requirement - Use of keyboard, mouse and/or computer equipment Constantly
16. Physical Requirement - Lift up to 35 pounds without assistance Occasionally
17. Occupational Exposure/Risk Potential - Inside office environment Applicable
18. Occupational Exposure/Risk Potential - Airborne communicable diseases Applicable

I have reviewed the qualifications, physical requirements and occupational exposure/risk potential for this position and wish to apply. I Agree