Chief Human Resources Officer

This executive role provides enterprise-wide leadership and strategic direction for people, culture, communications, and community-facing functions at Hillsboro Medical Center. The position oversees Human Resources, Employee Health, Marketing & Communications, Community Relations, and Volunteer Services, aligning workforce strategy, organizational culture, and community engagement with HMC’s mission, vision, and operational priorities. Serving as a trusted advisor and thought partner to the CEO and Executive Team, the role champions inclusive, high-performing people practices; leads labor and workforce strategy; drives talent attraction, retention, and development; and integrates technology, automation, and data analytics to enhance employee experience and organizational effectiveness. The position plays a critical role in enterprise strategy, change management, and external partnership development, ensuring HMC is positioned as an employer, partner, and healthcare provider of choice.

Functional Leadership

Leads and oversees assigned departments/functions to support strategic initiatives, achieve operational objectives, and ensure the overall health and success of the organization. Examples of functional responsibilities include, but are not limited to:

Executive Leadership & Strategic Governance: Provides high-level advisory and ensures the organization is sound and aligned with long-term goals.

• Functions as a strategic advisor to the Executive Team and Board of Directors on key organizational, management, and people-centric issues.
• Partners with the executive team to define metrics, assess capabilities, and develop plans to bridge operational gaps.
• Directly oversees the strategic and operational aspects for Human Resources, Employee Health, Marketing, Community Relations, and Volunteer Services.

Comprehensive Human Resources & Talent Management: Manages the full employee lifecycle, from innovative sourcing to data-driven retention.

• Oversees recruiting, compensation, benefits, and HR operations to ensure competitive talent support.
• Implements evidence-based strategies and learning pathways to improve employee stability and long-term engagement.
• Utilizes analytics to monitor trends, forecast future staffing needs, and optimize recruitment efforts.
• Leads talent reviews, succession planning, and leadership development to ensure a continuous pipeline of talent.

Labor Relations & Workforce Strategy: Manages the complex relationship between the organization, its workforce, and labor unions.

• Actively partners in negotiations and manages collective bargaining agreements and labor relationships.
• Develops labor strategies that align with the overall organization’s mission and financial goals.
• Provides leadership guidance on workforce and labor issues, ensuring a productive and compliant work environment.

Legal and Regulatory Compliance; Stay updated on federal, state, and local laws regarding compensation, wages and overtime; discrimination and harassment, family/medical/disability leaves of absence and accommodations; workplace safety and injuries; collective bargaining; as well as other areas of labor and employment law, regulatory and contractual compliance.

• Policy Development & Training
• Investigations & Litigation Support

AI, Automation & Digital Transformation: Directs the modernization of the workforce through technology and change management.

• Directs the strategy for integrating AI and automation into core workforce operations to improve efficiency.
• Applies systems thinking and stakeholder engagement to guide the organization through complex technological shifts.

Community Engagement & Brand Advocacy: Serves as the external face of the organization to build trust and regional partnerships.

• Represents the organization externally to promote health initiatives and strengthen public trust.
• Cultivates relationships with schools, non-profits, civic leaders, and public health agencies, and serves on the Health and Education District Committee

Operational Excellence & Team Development: Ensures day-to-day operations are efficient and staff are empowered to succeed.

• Guides subordinate directors and managers in developing initiatives, coaching them to implement work plans effectively.
• Oversees contracted service providers to ensure service levels and contractual obligations are met.

People Management

Leads and manages assigned departments/teams to support workforce satisfaction and engagement and efficient operations. Executes leadership and supervision tasks in an accurate, equitable, timely and effective manner to meet service and performance expectations. People management tasks include, but are not limited to:

• Serves as a trusted advisor to executive leadership, fostering adaptability, resilience, and continuous improvement across the organization.
• Manages employees from selection and hiring/onboarding through offboarding/separation. Establishes clear expectations and fosters an environment that supports good communication.
• Coaches, mentors, and supports staff at all levels of the organization.
• Actively monitors and manages employee satisfaction, engagement, and turnover.

Outcomes & Financial Management

Ensures the operational and financial performance of assigned departments/functions through appropriate strategies and objectives.

• Leads cross-functional teams across HMC and OHSU/partner organizations to achieve desired outcomes and key performance indicators (KPIs).
• Uses effective methods and metrics to measure and monitor performance.
• Communicates departmental status updates transparently and consistently.

Strategy & Planning Leadership

Contributes functional and leadership expertise to lead and support strategic, operational, and fiscal planning for the organization.

• Develops and leads implementation organization-wide strategies and work plans.
• Guides and supports subordinate staff in the development of department/function-specific initiatives, goals and objectives. Coaches and develops directors and managers as they implement work plans. Ensures that systems are in place to document progress and results.
• Inspires commitment and leads others to implement and execute plans.

Organizational Duties & Responsibilities

Supports and represents Hillsboro Medical Center’s mission, vision, and values.

• Compassion: Creates a welcoming environment of kindness, inclusivity, and responsiveness
• Collaboration: Works with others to improve the health and wellness of Hillsboro & Washington County
• Excellence: Provides the highest quality of care and service
• Integrity: Demonstrates honesty, transparency, and accountability in every task and every interaction

Decision Making & Budgetary Responsibilities

• Develop and manage the annual operating budget for assigned departments, ensuring financial targets are met or exceeded.
• Acts as a decision maker at the organizational level. Analyzes data and uses sound judgement in making independent decisions.

Education & Experience

REQUIRED:

• Master’s degree in business administration or human resources management, OR bachelor’s degree with equivalent experience.
• Ten (10) years of directly relevant progressive leadership experience in human resources management.
• Seven (7) years in healthcare and/or human resources leadership/ decision making roles.
• Minimum of five (5) years’ experience in managing personnel.
• Minimum five (5) years’ union labor experience.

PREFERRED:

• Juris Doctorate (JD) degree (law degree).
• Healthcare industry and community hospital experience.

Licenses & Certifications

REQUIRED:

• N/A

PREFERRED:

• PHR/SPHR and/or SHRM-SCP/CP

Required Knowledge, Skills, and Abilities

Knowledge of:

• Advanced HR Practices: Comprehensive understanding of human resources programs, regulatory compliance, and workforce sustainability.
• Financial & Fiscal Stewardship: Strong financial acumen, including budget management and methods for improving organizational financial performance.
• Labor Strategy: Deep knowledge of operating within complex, unionized healthcare environments.
• Organizational Development (OD): Theory and practice of OD and change management frameworks to ensure institutional agility.
• Technology Systems: High proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint), EMR (Epic preferred), and specialized HR information system functionalities (Workday preferred).

Skill in:

• Strategic Communication: High-level verbal and written communication tailored for leadership, board members, and community stakeholders.
• Leadership & Coaching: Proven skill in facilitation, delegation, and mentoring to support the professional success of others.
• Interpersonal Relations: Advanced customer service and relationship-building techniques to engage patients and employees alike.
• Conflict Resolution & Negotiation: Navigating diverse interests to build strategic alliances and partnerships.
• Analytical Problem-Solving: Applying systems-thinking and independent judgment to resolve complex organizational issues.

Ability to:

• Be the Voice of Culture: Serve as a visible, employee-facing leader who inspires a shared sense of purpose and embodies organizational values.
• Lead Through Change: Guide the organization through shifting healthcare landscapes using effective change management strategies to translate concepts into practical, scalable solutions.
• Foster Inclusivity: Build a high-performing, engaged, and inclusive workforce capable of delivering equitable healthcare.
• Collaborate Strategically: Cultivate effective working relationships with board members, providers, and healthcare partners to execute business strategies.
• Work Autonomously: Prioritize and organize a wide variety of high-level assignments while maintaining focus on fiscal and mission-driven goals.

Preferred Knowledge, Skills and Abilities

Experience with process improvement methodologies.