Chief Human Resources Officer

Overview

APPOINTMENT TYPE: Full-Time Regular

LOCATION: Oak Ridge, TN

SALARY RANGE: $206,668.80 - $304,054.40

PURPOSE: The Chief Human Resources Officer (CHRO) serves as a member of the executive leadership team and reports directly to the Chief Executive Officer (CEO). The CHRO leads the organization’s human capital strategy by aligning talent, culture, leadership, and workforce initiatives with business objectives and long-term growth. This role provides strategic leadership and operational oversight for all Human Resources (HR) functions and serves as a trusted advisor to executive leadership.

Responsibilities

Executive Leadership & Human Capital Strategy:

• Leads the development and execution of enterprise-wide HR and human capital strategies aligned with organizational objectives, business priorities, and long-term growth.
• Provides executive leadership in organizational development, talent and workforce planning, and enterprise HR strategy.
• Serves as management liaison to the Board Compensation Committee, providing strategic guidance, analysis, and support related to executive compensation, total rewards, talent strategy, succession planning, and broader human capital initiatives.

Talent, Culture & Organizational Effectiveness:

• Partners with executive and operational leadership to provide strategic guidance in organizational design, workforce planning, talent acquisition and retention, total rewards, succession planning, employee development, training, performance management, employee engagement, and initiatives that strengthen organizational culture, leadership effectiveness, and alignment with organizational values.
• Champions a positive, ethical, and high-performing workplace culture and promotes HR best practices throughout the organization.

Executive Advising and Employee Relations:

• Serves as a strategic advisor and subject matter expert to the CEO and senior leadership team on workforce planning, organizational effectiveness, change management, employee relations, and sensitive personnel matters, including employee corrective actions and separations.
• Anticipates organizational and workforce challenges and recommends proactive solutions aligned with company policies and applicable laws and regulations.
• Develops and implements employee relations strategies and practices that foster employee engagement, positive employee-employer relationships, and a culture of accountability, collaboration, and high performance.

HR Operations & Continuous Improvement:

• Provides leadership and oversight for all HR functions, operations, and HR information systems.
• Plans, develops, and evaluates short- and long-term HR initiatives, systems, technologies, and organizational structures to align with evolving business objectives and operational needs.
• Drives continuous improvement, operational effectiveness, organizational capability, and data-informed decision-making across the HR function.

Compliance, Risk Management & External Relations :

• Ensures compliance with applicable employment laws, regulations, and reporting requirements.
• Establishes and maintains effective relationships with employees, managers, government agencies, regulatory authorities, and external partners while safeguarding the interests of the organization and its workforce.

Qualifications

Master’s degree and more than 10 years of experience. An equivalent combination of education and experience performing duties as described may be substituted for the minimum requirements. Leadership skills and abilities commensurate with the position.

• Must possess leadership capabilities commensurate with the responsibilities of the position.
• A minimum of ten years of progressively responsible HR experience across multiple HR disciplines is required.
• A minimum of five years of senior-level HR leadership experience is required, including responsibility for strategic human capital initiatives, supervision of professional staff, and oversight of HR operations.
• Comprehensive knowledge of HR principles, practices, and employment laws across multiple HR disciplines, including compensation and total rewards, benefits, employee relations, talent acquisition and retention, workforce and succession planning, organizational development and effectiveness, employee engagement, training and development, performance management, HR operations and information systems, compliance, and risk management.
• Demonstrated experience developing and implementing HR strategies aligned with organizational priorities and workforce needs, including organizational effectiveness, workforce planning, employee engagement, policy development, compliance activities, and process improvement initiatives.
• Experience advising executive leadership, managing sensitive and complex employee matters, leading organizational change initiatives, and balancing operational, financial, legal, and workforce considerations is required.
• Strong business acumen and analytical skills, with the ability to evaluate complex issues, balance operational, financial, legal, and workforce considerations, and make sound decisions in a dynamic environment.
• Exceptional leadership, communication, relationship-building, and influence skills, with the ability to effectively engage and collaborate with individuals from diverse backgrounds, professional disciplines, and organizational levels.
• Must be able to handle sensitive and confidential matters with professionalism and discretion.
• Experience managing budgets, forecasting resource needs, and working collaboratively with executive leadership, managers, employees, regulatory agencies, and external partners preferred.
• Strong judgment, professionalism, discretion, and the ability to balance empathy with accountability are essential.
• Must have the ability to obtain and maintain a DOE “Q” security clearance.
• Must be able to work from the Oak Ridge, TN campus four days a week (80%), with the option of one telework day.

*The candidate’s starting salary will be determined upon hire and ORAU will use salary survey data, internal comparators, and the candidate’s qualifications to determine salary.

TOTAL REWARDS:

ORAU has a strategic approach to providing total rewards to employees through a fair, equitable, and competitive total compensation package. The goal of our total rewards system is to integrate compensation, benefits, work-life balance, performance, recognition, development, and career opportunities to attract, engage, and retain the talent required to achieve ORAU’s business objectives. The benefit component of our total rewards program supports business goals by offering the following benefits based on employee eligibility:

• Legally required benefits
• Group Health insurance including: Medical, Prescription, Dental, and Vision
• Retirement plan contribution matching
• Disability insurance
• Group life insurance
• Travel Accident Insurance
• Section 125 reimbursement accounts
• Other voluntary employee paid benefit and insurance offerings

The ORAU total reward package also promotes work-life balance. Mindful of the need for employees to care for themselves and their families, ORAU offers the following additional work-life benefits based on employee eligibility:

• Telework
• Paid Time Off (PTO)
• Paid Holidays
• Flexible work schedules or compressed work weeks
• Occupational Health and Wellness Programs
• Employee Assistance Program