Chief HR Officer

Love Where You Work•Provo, UT

10h

About The Position

The Chief Human Resources Officer (CHRO) serves as a key member of the executive leadership team and is responsible for shaping the organization’s overall talent philosophy, culture, and workforce capability to enable long-term business success. This role ensures that people strategy is not a support function, but a competitive advantage—driving performance, strengthening leadership, and positioning the organization to scale and adapt in a changing environment. The CHRO provides enterprise-wide leadership across all aspects of human capital management, influencing how the organization attracts, develops, engages, and retains talent. As a trusted advisor to the CEO, the CHRO offers insight on organizational health, leadership effectiveness, succession readiness, and workforce risk. The role plays a critical part in aligning structure, talent, and culture with strategic priorities, ensuring that the organization has the right people, in the right roles, with the right capabilities. Beyond operational oversight, the CHRO serves as a steward of culture and values, fostering an environment of accountability and high performance. The position drives organizational effectiveness during periods of growth, transformation, or disruption, ensuring that change initiatives are thoughtfully designed and successfully implemented.

Requirements

Bachelor’s degree in HR, Business Administration, or a related field.
7-10 years of experience in Human Resources, with a significant time in a leadership role.
Experience in the financial services industry, particularly within credit unions or banks, is highly valued.
Proven track record in developing and implementing successful human resources strategies.
Strong understanding of talent processes and systems, HRIS tools, and world class HR processes.
Excellent leadership, communication, coaching, and interpersonal skills.
Ability to think strategically and execute tactically.
Strong analytical skills and experience with developing HR metrics.

Nice To Haves

MBA preferred.

Responsibilities

Develops and executes a comprehensive people strategy that aligns directly with the organization’s business objectives.
Serves as a strategic advisor to the CEO and executive team, translating enterprise goals into workforce plans, talent priorities, and organizational design decisions that drive performance.
Oversees enterprise-wide recruiting strategy and ensures the organization attracts and retains high-caliber talent.
Leads workforce planning efforts, building succession pipelines, and aligning hiring strategies with future growth and capability needs.
Strengthens leadership capability at all levels of the organization.
Designs and drives leadership development programs, implements robust succession plans for critical roles, and coaches senior executives to enhance performance and long-term readiness.
Shapes and sustains a culture aligned with the company’s values and strategic direction.
Improves employee engagement, strengthens retention, and leads initiatives to ensure a high-performing and inclusive workplace.
Oversees compensation, benefits, and incentive programs, including executive pay structures.
Designs and manages performance management systems that align individual accountability with business outcomes while ensuring pay practices remain competitive, equitable, and compliant.
Leads HR operations, governance, and policy development while ensuring compliance with labor laws and regulatory requirements.
Oversees HR technology platforms, people analytics, and reporting to support informed decision-making.
Drives organizational effectiveness and enterprise change initiatives, including growth, transformation, restructuring, and M&A integration.
Acts as a change agent, guiding leadership through periods of disruption and ensuring the organization remains agile, productive, and aligned.