Chief Human Resources Officer Jobs

About The Position

Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field required.
• 10+ years of progressive leadership experience in organizational development, talent management, learning and development, or human resources.
• Proven success leading enterprise-wide organizational transformation and leadership development initiatives.
• Experience partnering with executive leadership teams in complex, fast-paced environments.
• Strong background in change management, organizational design, and workforce strategy.
• Strategic thinking and business acumen
• Executive presence and influence
• Leadership development and coaching expertise
• Organizational design and effectiveness
• Change management and transformation leadership
• Data analysis and workforce analytics
• Excellent communication and facilitation skills
• Relationship-building and collaboration
• Project and program management
• Emotional intelligence and cultural awareness

Nice To Haves

• Master’s degree or advanced certification in Organizational Development, Leadership, or Business preferred.
• SHRM-SCP or SPHR
• Prosci or Kotter Change Management Certification
• Certified Professional in Learning and Performance (CPLP/ATD)
• Organizational Development or Executive Coaching certifications
• International Coaching Federation (ICF) Executive Coaching Certification
• Six Sigma Green Belt or Lean Certification
• Hogan Assessment Certification
• DiSC, MBTI, or other behavioral assessment certifications
• Society for Organization Development (OD Network) certification
• Project Management Professional (PMP)

Responsibilities

• Develop and execute comprehensive organizational effectiveness and people development strategy aligned with business objectives.
• Serve as a trusted advisor to executive leadership on organizational design, workforce planning, talent strategy, and culture amplification.
• Lead enterprise change management initiatives anchored in organizational agility, adoption and talent readiness.
• Establish metrics and analytics to assess organizational health, leadership effectiveness, colleague engagement, and learning outcomes.
• Assess organizational structures, workflows, and team effectiveness to identify opportunities for optimization; partner to implement outcomes.
• Design and implement scalable organizational development programs and interventions.
• Lead succession planning and talent review processes across the organization.
• Facilitate strategic planning sessions specific to talent in partnership with strategy team, team effectiveness workshops, and leadership alignment initiatives.
• Drive continuous improvement initiatives that enhance productivity, collaboration, career growth & development for colleagues and operational efficiency.
• Oversee enterprise learning and development strategy, including leadership development, coaching, onboarding, and career growth programs.
• Create high-potential talent programs and leadership pipelines to support future organizational needs.
• Review and elevate competency frameworks and professional development pathways.
• Champion a culture of continuous learning, accountability, inclusion, and colleague growth.
• Partner with department leaders to identify skill gaps and development priorities.
• Partner with clinical leadership to deploy ongoing clinical development programs across the nation.
• Lead initiatives that strengthen colleague engagement, retention, and organizational culture.
• Lead Engagement and Culture council ensure culture initiatives shape and anchor a sense of belonging and celebration throughout the organization through leadership education and culture initiatives.
• Conduct organizational assessments and colleague feedback initiatives to inform strategic improvements.
• Foster an environment that supports innovation, collaboration, and high performance.
• Partner closely with HR Vice Presidents of HR, Talent Acquisition, Operations, and executive leadership to align people strategies with organizational goals.
• Manage external consultants, facilitators, and learning vendors as needed.
• Present organizational insights and strategic recommendations to executive leadership and boards when applicable.
• Own deck creation for board reporting associated with updates on talent strategy, programs and results.