Chief Human Resources Officer

Summary

The Chief Human Resources Officer (CHRO) serves as a senior leader responsible for the overall strategy, management, and administration of the Human Resources Department. This position provides executive leadership and direction for all human resources functions, including talent acquisition, employee relations, compensation and benefits, labor relations, payroll/HRIS oversight, training and development, workers’ compensation, employee health, compliance, credentialing, and employee services. The CHRO leads and supervises a team of HR professionals and support staff, ensuring the effective delivery of HR services across the organization. This role is responsible for developing and implementing strategic workforce initiatives that support recruitment, retention, employee engagement, succession planning, and professional development to ensure a highly qualified and mission‑driven workforce. The CHRO reports directly to the Chief Executive Officer and serves as a strategic advisor to executive leadership and management on all HR matters, organizational development initiatives, and employment‑related compliance issues.

Qualifications

• Minimum of five (5) years of Human Resources experience, including managing and supervising HR staff and department operations.
• Bachelor’s degree in management, business administration or human resources related field.
• Master’s degree strongly preferred.
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) is preferred.
• Demonstrated leadership, communication, problem-solving, and team management skills.
• Minimum of five (5) years of Human Resources leadership experience required.

Essential Duties and Responsibilities

• Provides leadership, direction, and oversight for all HR Department operations and staff, ensuring efficient and effective delivery of HR services organization‑wide.
• Supervises, mentors, develops, and evaluates HR team members, fostering a collaborative, service‑oriented, and high‑performing department culture.
• Develops, implements, and administers human resources strategies, policies, programs, and procedures aligned with organizational goals and regulatory requirements.
• Plans, organizes, directs, and evaluates all departmental activities, including recruitment, onboarding, employee relations, compensation, benefits administration, payroll/HRIS oversight, credentialing, compliance, training, and employee engagement initiatives.
• Develops and implements strategic recruitment, retention, and workforce planning initiatives to ensure the organization attracts and retains qualified personnel.
• Oversees recruitment activities for exempt, non‑exempt, temporary, and student personnel, including candidate sourcing, screenings, background checks, onboarding, orientation, and exit interview processes.
• Maintains strong employee relations and communication practices that promote employee engagement, organizational transparency, and a positive work environment.
• Coordinates employee recognition, appreciation, wellness, and holiday programs to support employee morale and organizational culture; oversees the organization’s volunteer program, onboarding, and record maintenance.
• Oversees compensation and performance management programs, including salary surveys, compensation analysis, job description development and updates, and performance evaluation processes.
• Collaborates with the Finance Department regarding payroll administration and HRIS functions to ensure accuracy and compliance.
• Serves as Credentialing Manager for the organization and oversees the credentialing process for all clinical personnel in compliance with applicable regulations and standards.
• Develops, recommends, updates, and implements personnel policies and procedures; maintains the employee handbook and ensures compliance with federal, state, and local employment laws. Coordinates departmental training, annual compliance training, leadership development, and staff education initiatives.
• Oversees employee benefits administration, including vendor coordination, claims resolution, invoice approvals, annual policy evaluations, and employee communication regarding benefits programs.
• Establishes and maintains departmental records, reports, and personnel files in compliance with organizational standards and audit requirements.
• Participates in administrative leadership meetings, board meetings, trainings, seminars, and other organizational activities as requested by the Chief Executive Officer.
• Prepares and presents monthly HR reports and updates to the CEO regarding departmental operations, workforce metrics, compliance matters, and strategic initiatives.
• Evaluates departmental performance and recommends new strategies, systems, policies, and procedures to improve operational effectiveness, compliance, and employee services.
• Investigates workplace incidents and accidents, prepares required reports, and participates in performance improvement and safety initiatives to support employee health, wellness, and workplace safety.
• Manages relationships and contracts with external vendors and staffing agencies that provide employee‑related services, including temporary staffing and locum tenens personnel.
• Participates in emergency preparedness and disaster response activities as required. All staff members are expected to support organizational emergency response and safety programs, which may include assignments to an emergency response team.
• Performs additional duties and special projects assigned by the Chief Executive Officer.