Chief Performance & Compliance Officer

Frontera Healthcare•Menard, TX

2d•Hybrid

About The Position

The Chief Performance and Compliance Officer (CPCO) is a senior executive responsible for enterprise performance, quality, compliance, and workforce systems at Frontera Healthcare Network. This role ensures that the organization consistently meets HRSA, NCQA, CMS, and other regulatory requirements while building sustainable systems that support high performance, leadership development, workforce stability, and continuous improvement. The CPCO provides strategic leadership over quality, compliance and risk, human resources, workforce pipeline development, career progression, and organizational performance measurement, ensuring Frontera operates with integrity, accountability, and long-term sustainability—particularly within rural and underserved communities. This role is intentionally separate from operations to maintain strong performance oversight, risk management, and people system integrity. Abide by Frontera’s Mission, Vision and Values daily.

Requirements

Bachelor’s degree required; Master’s degree strongly preferred (Healthcare Administration, Public Health, Human Resources, Nursing, Business, or related field)
7–10 years of progressive leadership experience in healthcare, preferably in community health, rural health, or value-based care environments.
Proven ability to lead complex systems and influence executive-level outcomes.
Demonstrated expertise in healthcare quality and compliance systems
Demonstrated expertise in HR leadership and workforce strategy
Demonstrated expertise in career development and leadership pipeline design
Demonstrated expertise in performance improvement and analytics
Executive judgment and strategic decision-making
Systems thinking and performance accountability
Regulatory and compliance expertise
Workforce and leadership development
Data-informed leadership
Change management and continuous improvement
High integrity, discretion, and accountability

Nice To Haves

Master’s degree strongly preferred (Healthcare Administration, Public Health, Human Resources, Nursing, Business, or related field)

Responsibilities

Lead the organization’s enterprise performance framework, aligning quality, safety, and operational performance metrics with strategic priorities.
Oversee the quality department, ensuring accurate data collection, reporting, benchmarking, and performance improvement.
Ensure quality strategies support clinical excellence, operational efficiency, and readiness for value-based care.
Develop and maintain performance dashboards used by the CEO and Executive Leadership Team.
Establish clear performance expectations and accountability structures across departments.
Familiar with PCMH standards and work as part of the medical team to provide patient-centered care.
Perform other duties as assigned to support the overall success of the organization.
Maintain continuous, proactive oversight of organizational compliance, including HRSA Health Center Program requirements, NCQA recognition standards, CMS and other applicable federal and state regulations.
Lead enterprise risk management systems, identifying, monitoring, and mitigating compliance and operational risk.
Ensure sustained audit readiness, not episodic or reactive preparation.
Oversee internal investigations, corrective action plans, and compliance improvement initiatives as needed.
Advise the CEO on regulatory risk, compliance posture, and mitigation strategies.
Provide executive leadership for all human resources functions, including recruiting and hiring strategy, employee relations and HR operations, policy development and HR compliance, performance management systems, and compensation and classification collaboration (in coordination with the CFO).
Ensure people systems promote accountability, retention, engagement, and leadership readiness.
Lead the use of HR analytics to inform decision-making, including turnover trends, vacancy risks, hiring timelines, and workforce stability.
Design and oversee career mapping and laddering frameworks across departments and roles.
Ensure employees have clear, achievable career pathways aligned with organizational needs and performance expectations.
Lead the development and implementation of leadership development systems, including emerging leader identification, leadership readiness and succession planning, and ongoing leadership skill development.
Partner with executive leaders to support career development planning for leadership, management, and key roles.
Ensure career and leadership development efforts support retention, succession planning, and long-term organizational stability.
Lead workforce pipeline strategy with a focus on rural health sustainability.
Oversee partnerships with academic institutions, training programs, and community stakeholders.
Strengthen recruitment and retention through strategic pipeline development and career progression opportunities.
Ensure rural workforce initiatives align with organizational performance goals, compliance requirements, and long-term staffing and leadership needs.
Serve as a member of the Executive Leadership Team, bringing a people, performance, and compliance lens to strategy and decision-making.
Model accountability, integrity, and executive leadership aligned with Frontera’s mission, vision, and values.
Support the CEO through clear, timely, and accurate performance, workforce, and compliance reporting.
Partner closely with the COO on operational performance integrity and sustainability, the CFO on financially responsible people systems and compliance alignment, and the CSO on strategy execution and organizational readiness.