Chief Human Resources Officer (CHRO)

Catholic Charities Archdiocese of New Orleans•New Orleans, LA

7d•$100,000 - $120,000•Onsite

About The Position

The Chief Human Resources Officer (CHRO) is a mission-driven executive responsible for leading the people and culture strategy for Catholic Charities Archdiocese of New Orleans and its affiliated ministries, serving an organization of approximately 300 employees. The CHRO ensures human capital practices reflect the organization’s Catholic identity, commitment to human dignity, and dedication to serving vulnerable populations. The CHRO oversees all aspects of Human Resources, including talent strategy, organizational culture, employee relations, leadership development, compensation and benefits, compliance, and workforce planning. The role ensures policies, systems, and practices meet regulatory requirements, including those related to government-funded programs, while fostering a workplace culture rooted in compassion, service, accountability, and excellence. The CHRO serves as a strategic advisor to the President/CEO and executive leadership team and works with ministry leaders to align mission, culture, and human capital practices. This executive leads strategic workforce planning, organizational development, recruitment and retention, leadership pipelines, professional development, HR operations, policy development, employee engagement, and workplace investigations. The CHRO also supports board governance with HR reporting and recommendations; oversees reviews and audits of HR and payroll systems; provides guidance on employment laws and policies; and leads the internal people-response during emergencies. The position is full-time, exempt, Monday through Friday, with travel requirements of 30% local and 10% non-local; the remaining 60% is on-site.

Requirements

Master’s degree in human resources, business administration, organizational leadership, or a related field.
At least 10 years of human resource management experience, including executive-level responsibility.
Deep commitment to the mission and values of Catholic Charities and Catholic Social Teaching.
Strategic thinking and ability to translate mission and vision into effective people strategies.
Strong leadership and relationship-building skills, with the ability to influence across diverse teams and ministries.
Expertise in employment law, compliance, and HR best practices.
Experience navigating complex organizational structures and multiple reporting relationships.
High emotional intelligence and ability to lead with compassion, discretion, and integrity.
Exceptional communication and organizational leadership skills.
Proven problem-solving expertise.
Budget management skills.
Computer proficiency for necessary tasks using common office and HR programs.
SHRM-SCP, SPRHR, or comparable HR leadership certification.
Reliable transportation.
Valid driver’s license.
Ability to meet stated travel requirements: 30% local travel, 10% non-local travel, and 60% on-site.
Ability to complete required professional development, follow safety protocols, protect confidential information, and adhere to the organization’s Code of Conduct and Faith and Moral Policy.

Nice To Haves

Experience leading HR functions within large, complex organizations; organizations with 300 or more employees are preferred.
Experience working within a nonprofit or social-services organization.
Demonstrated experience managing compliance requirements associated with government-funded programs.

Responsibilities

Develop and implement a comprehensive human capital strategy aligned with the organization’s mission, strategic priorities, and growth.
Advise the President/CEO and executive leadership team on organizational culture, workforce planning, and leadership development.
Lead strategic workforce planning and organizational development efforts, and develop workforce metrics and HR analytics.
Foster a workplace culture reflecting Catholic Social Teaching, human dignity, service to vulnerable people, and stewardship of resources.
Lead recruitment, onboarding, retention, leadership pipeline, and succession-planning strategies across multiple programs and service locations.
Design and oversee professional development programs that support employee growth, leadership capacity, and mission integration.
Lead, mentor, and develop the Human Resources team and ensure high-quality HR service delivery.
Advise managers and employees on workplace concerns, performance management, and conflict resolution.
Conduct HR investigations and guide leadership on grievances, disciplinary actions, and terminations.
Act as the escalation point for complex workplace disputes and pursue fair, empathetic, documented resolutions, using restorative justice frameworks where possible.
Oversee HR operations, including compensation strategy, benefits administration, HRIS systems, policy management, and performance management processes.
Lead job classification, position grading, pay-range development, and role evaluations.
Use people data to track turnover, tenure, and demographic trends and inform executive decisions and objectives.
Develop, evaluate, implement, and communicate HR policies, procedures, and practices.
Provide guidance on employment policies and regulations, including FMLA, ADA, FLSA, workers’ compensation, and background screening.
Modernize and maintain Employee Handbooks and arrange regular legal review of proposed handbook revisions.
Lead the internal people-response during emergencies and events affecting staff well-being.
Promote collaboration, respect, accountability, well-being, and mission-centered service; lead engagement, well-being, and communication initiatives, including surveys and stay interviews.
Establish onboarding and offboarding strategies that support engagement, knowledge transfer, and a positive employee experience.
Gather and analyze employee experience and engagement data to inform culture-building and organizational improvements.
Work with legal counsel, finance, and compliance teams to support compliance with federal, state, and local employment laws and regulations.
Monitor HR best practices and regulatory requirements and adapt policies, procedures, and workforce strategies accordingly.
Support board governance by preparing HR reporting, workforce metrics, and policy recommendations for executive leadership and board committees.
Establish consistent employment practices across affiliated agencies while accommodating differing programmatic and operational needs.
Oversee periodic internal reviews and audits of HR, payroll, and related systems to ensure accuracy, strengthen controls, and support quality improvement.
Complete assigned professional development and ensure staff complete required professional development in a timely manner.
Respect the cultural and socioeconomic characteristics of the service population and follow safety training and protocols.
Protect confidential client, donor, investigative, and financial information.
Take a solution-oriented approach and promote collaboration and commitment to the organization’s mission and vision.
Adhere to the Code of Conduct and Faith and Moral Policy.
Perform other duties as assigned by the President/CEO.