Chief Human Resource Officer

Jessie Trice community health system inc• Miami, FL, US, FL

17h•$165,000 - $199,000

About The Position

Jessie Trice Community Health is seeking a strategic, visionary, and transformational Executive Vice President & Chief Human Resources Officer (CHRO) to lead the organization’s Human Resources and People & Culture functions and drive a high-performing, mission-driven workforce. Reporting directly to the President & CEO, the CHRO advises executive leadership and the Board of Directors on workforce strategy, organizational culture, leadership effectiveness, talent management, employee engagement, diversity and inclusion, total rewards, succession and workforce planning, and organizational effectiveness. As a member of the Executive Leadership Team, the CHRO advances the organization’s mission, strategic priorities, and growth initiatives by aligning human capital strategies with operational, financial, and patient care objectives. The role leads the evolution of Human Resources into a modern, data-driven, technology-enabled People & Culture function focused on employee experience, retention, engagement, leadership development, and long-term organizational success. The CHRO champions accountability, collaboration, innovation, service excellence, continuous improvement, and an inclusive workplace. The role leads enterprise-wide workforce transformation, including HR technology modernization, workforce analytics, digital process improvements, change management, and leadership development programs. Healthcare experience is required, with a deep understanding of workforce, compliance, credentialing, regulatory, and operational challenges in healthcare and community health environments.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related field required.
Minimum of 10 years of progressive Human Resources leadership experience, including at least 5 years in an executive-level HR leadership role.
Previous experience as a CHRO, Chief People Officer, Vice President of Human Resources, Senior Vice President of Human Resources, or comparable executive leader.
Significant healthcare industry experience required.
Demonstrated success leading large-scale organizational transformation, culture change, employee engagement, retention, and leadership development initiatives.
Proven experience modernizing HR operations, implementing or optimizing HRIS platforms, digitizing processes, and using workforce analytics for strategic decision-making.
Extensive knowledge of compensation, benefits administration, vendor negotiations, employment law, employee relations, talent management, workforce planning, and HR compliance.
Experience developing and managing departmental budgets and evaluating return on investment for workforce initiatives and programs.
Demonstrated capability presenting to executive leadership teams and Boards of Directors and influencing strategic decision-making.
Strong business acumen and ability to connect workforce strategy to organizational performance, quality outcomes, and financial sustainability.
Exceptional leadership, communication, relationship-building, negotiation, and change management skills.
Demonstrated experience preventing and addressing legal employment issues.

Nice To Haves

Master’s degree.
Healthcare experience within a Federally Qualified Health Center (FQHC), community health center, hospital system, ambulatory care organization, or other regulated healthcare environment.
SHRM-SCP, SPHR, or equivalent senior-level HR certification.
Experience overseeing healthcare credentialing and provider workforce compliance processes.

Responsibilities

Partner with the President & CEO, executive leadership team, and Board to develop and execute human capital strategies aligned with organizational goals, growth, quality outcomes, and operational excellence.
Advise on workforce planning, organizational design, succession management, leadership effectiveness, employee engagement, and workforce risk.
Lead culture transformation initiatives that strengthen engagement, accountability, collaboration, inclusion, and service excellence.
Align workforce strategies with organizational priorities and ensure appropriate staffing, talent capabilities, and leadership capacity.
Modernize HR operations through HRIS optimization, digital transformation, workflow automation, employee self-service, and electronic personnel record management.
Evaluate and implement technologies, workforce management solutions, and people analytics capabilities to improve efficiency, decision-making, and employee experience.
Use workforce data and predictive analytics to identify trends, forecast workforce needs, reduce turnover, and improve organizational performance.
Develop and execute recruitment, retention, workforce planning, and succession strategies for clinical, administrative, and operational roles.
Establish sourcing, employer branding, onboarding, and workforce pipeline initiatives to address healthcare workforce shortages and hard-to-fill positions.
Design retention programs informed by employee feedback, engagement data, stay interviews, and workforce analytics.
Build leadership development, management training, career pathway, and succession planning programs.
Establish talent reviews and high-potential employee development programs to strengthen leadership pipelines and organizational readiness.
Oversee performance management systems that promote accountability, professional growth, and organizational performance.
Lead the compensation philosophy, salary administration, incentive programs, and total rewards strategy.
Oversee health insurance, retirement, wellness, and employee benefit programs, including vendor selection, negotiations, renewals, and performance management.
Develop employee programs focused on wellbeing, recognition, professional development, financial wellness, and employee satisfaction.
Lead employee relations, workplace investigations, conflict resolution, policy administration, and workforce compliance.
Ensure compliance with applicable federal, state, local, and healthcare-specific employment regulations and accreditation requirements.
Partner with Legal, Compliance, Risk Management, and Operations leaders to identify and mitigate workforce-related risks.
Oversee and guide healthcare credentialing and workforce regulatory requirements.
Develop and implement strategies that promote diversity, equity, inclusion, and belonging throughout the organization.
Foster an inclusive culture and equitable employment practices across the employee lifecycle.
Monitor workforce demographics and equitable talent practices in support of organizational and community goals.
Present workforce trends, talent strategies, succession plans, culture initiatives, and human capital metrics to executive leadership and Board committees.
Prepare strategic workforce analyses and recommendations for executive and Board-level decision-making.
Serve as staff liaison to designated Board committees related to human capital management and organizational effectiveness.
Establish HR dashboards and metrics for recruitment effectiveness, turnover, retention, engagement, labor costs, diversity, productivity, succession readiness, and workforce performance.
Use data-driven insights to evaluate program effectiveness, identify improvement opportunities, and guide strategic workforce decisions.
Develop and manage departmental budgets and evaluate return on investment for workforce initiatives and programs.
Prevent and address legal employment issues.