Chief People Officer (CPO)

Sonic Healthcare USA•Dallas, TX

19d

About The Position

Sonic Healthcare USA (SHUSA) is seeking an accomplished, enterprise‑minded Chief People Officer (CPO) to lead the people strategy for a growing, multi‑division organization of approximately 7,500 employees. Operating within a unified–federated model, SHUSA preserves strong local market leadership and brand presence while scaling consistent, compliant, high‑quality enterprise processes. As a core member of the executive leadership team, the CPO will shape and execute an enterprise people strategy that drives operational excellence, workforce effectiveness, and employee engagement—while enabling division‑level agility and results. This leader will partner closely with Operations and Laboratory leadership and collaborate across Finance, Legal, Compliance, and other enabling functions.

Requirements

Bachelor’s degree
10+ years of progressive HR leadership experience in enterprise, multi‑site, or multi‑state environments
Proven success balancing local autonomy with enterprise standards
Strong business and financial acumen with comfort using analytics and operational metrics
Demonstrated expertise in organizational design, change management, and scaling shared processes and technology (Workday preferred)
Track record of successful M&A integration and leading through transformation

Nice To Haves

Master’s degree (HR, Organizational Development, Business, or related)
SPHR or SHRM‑SCP
Healthcare industry experience
Experience with self‑funded health plan strategy

Responsibilities

Establish and execute a multi‑year people strategy aligned to SHUSA’s business objectives, growth plans, and values—protecting the federated model while driving enterprise consistency where it creates value.
Serve as a trusted advisor to the CEO and executive leadership on organizational design, talent, culture, and workforce risk.
Build and lead a high‑performing HR operating model (Centers of Excellence + Division HR) with clear governance, service levels, and accountability.
Standardize core HR processes and policies across divisions where appropriate (e.g., job architecture, performance management, analytics, compliance, Workday configuration).
Create mechanisms to identify, share, and scale best practices across the enterprise.
Partner with Finance, Legal, Compliance, and Operational Excellence to strengthen controls, decision‑making, and measurable outcomes.
Own enterprise succession planning, leadership assessment, and talent reviews; expand internal mobility and leadership development.
Lead an end‑to‑end talent strategy across professional and hourly workforces, including recruiting effectiveness, onboarding, retention, and pipeline development.
Champion a performance management approach that drives accountability, capability, and engagement.
Oversee a comprehensive total rewards strategy that is competitive, scalable, compliant, and financially responsible.
Lead compensation design, job leveling, market benchmarking, and pay equity across a multi‑state workforce.
Advance people analytics to support data‑driven decisions related to staffing, retention, labor costs, productivity, and engagement.
Provide executive oversight of benefits programs, including the self‑funded health plan and retirement offerings.
Negotiate and manage national vendor relationships to improve cost, quality, and consistency.
Ensure HR practices comply with federal and state regulations; partner with Legal and Compliance on employee relations, investigations, and dispute resolution.
Lead HR due diligence, risk assessment, Day 1 readiness, communications, and integration/change management.
Integrate acquired entities into SHUSA’s operating model while preserving effective local practices.
Reinforce a service‑oriented culture focused on engagement, quality, patient safety, and fiscal responsibility.
Travel as needed to support divisions and maintain enterprise visibility (approximately 10%).