Chief Human Resources Officer

Reporting to the President and CEO and serving as a member of the executive leadership team, the Chief Human Resources Officer (CHRO) provides strategic leadership for all aspects of human resources, talent, culture, and workforce development in support of Pacific Clinic's mission, values, and long-term objectives. The CHRO serves as a trusted advisor to executive leadership and the Board, shaping agency-wide people strategies that strengthen organizational effectiveness, foster employee engagement, support leadership development, and ensure our organization attracts, develops, and retains a high-performing workforce capable of advancing the organization's mission and service commitments to the communities we serve. 

The CHRO works within the vision, mission, and philosophy of the agency. Provides leadership and design of new and innovative initiatives to advance HR strategies, policies, and programs. Provides vision and service standards that advance the agency’s goals, mission and strategic initiatives. Provides leadership in key business and planning processes to support the growth and development of the agency as a dynamic, effective organization in line with agency vision and values. Prepares and adheres to annual HR budget. Oversees HR programs including employee retention, talent acquisition, employment, employee relations, compensation, benefits, records oversight, HR systems, and human resources compliance. This is a hands-on strategic operator role – not policy only CHRO with responsibility to professionalize, scale, and future-proof the people function at Pacific Clinics.

The CHRO is responsible for: (1) developing and executing human resources strategy in support of the organization’s overall business plan and strategic direction; (2) ensuring the organization’s compliance with all applicable federal, State, and local labor and employment laws and regulations; and (3) overseeing all human resources functions of the organization including, but not limited to, strategic human resource planning recruiting; retention; employee benefits; workers’ compensation; employee relations; compensation; performance management; succession planning; and employment practices, policies, and procedures. This position also supervises and manages a department of human resource professionals and oversees the development, implementation, maintenance, and coordination of the organization’s computerized human resources information system.

Hybrid Requirements:

This position is a hybrid leadership role and is not eligible for fully remote work. Regular in-person participation is an essential component of the role and is required to support executive collaboration, organizational leadership, strategic planning, and operational effectiveness. Candidates must reside within a reasonable commuting distance of a Pacific Clinics headquarters location and be available to attend onsite meetings, leadership activities, board meetings, regulatory audits and agency crisis response as business needs require. 

Compensation and Benefits We Offer

• The initial compensation for this position ranges from $225,000 - $300,000 per year; depending on experience, location and internal equity considerations
• Benefits eligibility starts on day ONE! 
• We provide a robust benefits package which includes medical, dental & vision
• 401K Employer Match up to 4%
• Competitive Time Off Plans

• Lead and scale a large HR organization across HR Operations, Recruiting, Onboarding, Training, Compensation and Benefits, Employee Engagement, Employee Relations, and Compliance to support the agency’s operational needs and strategic objectives.
• Participate in the development of the organization’s plans and programs as a strategic business partner, with a particular focus on the impact on employees and applicants.
• Function as a key strategic business advisor to the executive/senior management of the organization on key organizational and management issues. Offer strategic vision and develop and sponsor initiatives/projects to improve the employee experience and engagement. Effectively use the agency’s project management model and tools to deliver projects within budget and on time.
• Provide overall leadership and guidance for all human resources functions, using a consultative approach with relevant levels of management on significant human resources issues, presenting possible approaches, discussing legal implications, and modeling communications in line with Pacific Clinics’ culture and practice.
• Collect and use data for decision-making while maintaining an awareness of human resources issues and trends developing within the organization
• Ensure the organization’s compliance with all applicable federal, State, and local labor and employment laws and regulations including, but not limited to the organization’s government-mandated reporting requirements.
• Provide leadership in the areas of recruiting and retention by overseeing the development of creative and cost-effective ways of generating a diverse pool of high-quality candidates and reviewing compensation, benefits, and practices to retain and engage employees.
• Ensure the development and implementation of comprehensive compensation and benefits plans, with emphases on pay equity, budget compliance, and market competitiveness.
• Serve on, and support the work of, the Workforce Engagement and Impact Committee, working collaboratively with the SVP Engagement and Workforce Impact.
• Partner closely with the Pacific Clinics Leadership team to ensure all HR related systems, operations, and daily workflows fully support and meet the needs of employees, consumers and the organization.
• Oversee the development and delivery of Human Resources training for new and current employees in areas such as compliance with applicable labor and employment laws. In coordination with the Director of Strategic Leadership Development, Oversee the development and/or enhancement and implementation of the agency’s management and leadership training program. Oversee the development and implementation of an enhanced performance management system, promoting a culture of accountability.
• Work closely with the Chief Legal Officer to manage and respond to employment-related claims and matters.
• Works in close partnership with the Chief Operations Officer to ensure organizational workforce strategies, talent initiatives, and HR practices effectively support the recruitment, development, engagement, retention, and regulatory compliance requirements of direct service and clinical employees while advancing operational and service delivery goals.
• Participate on organizational committees including, but not limited to, the Executive Strategic Leadership Team, the Workforce Engagement and Impact Committee, the AI Governance Committee, Training Governance & Oversight Committee and various other standing and ad hoc committees.
• Model Pacific Clinics’ approach, mission and core values in all communication and correspondence.
• Communicate effectively in a culturally competent manner to a diverse employee population and promote favorable interaction with managers, co-workers and others.
• Directly oversees any significant merger and acquisition human resources related initiatives including due diligence and blending of policies, programs, employee pay and benefits, HR strategic objective, HR leadership, and budgets.
• Supports a strong, health agency culture and seeks opportunities to advance positive changes to continue to reinforce the culture.
• Collaboratively works with the executive team on agency strategic and tactical business plans and Human Resources strategies and issues.
• Ensures the effective management of human resources operations and procedures, formulating policy, and developing and implementing new strategies and procedures, as necessary.
• Establishes and implements short-term and long-term departmental goals, objectives, policies, and operating procedures.
• Coordinates agency programs and activities to ensure equal access and the ability to achieve diversity and inclusion goals.
• Directs and addresses succession planning throughout the agency, across all levels of employees and regions. Makes recommendations to senior management.
• Perform other duties as assigned.

EDUCATION and/or EXPERIENCE:

• Bachelor’s Degree (B.A./B.S.) in related field. MBA preferred. A minimum of 15 years of broad, progressive and proactive HR Generalist experience with focus in HR strategy, employee relations, recruitment/retention, training, people and organizational development, and succession planning or equivalent combination of education and experience.
• At least five (5) years in top management role with broad leadership and management responsibility.
• Demonstrated success leading HR strategy and operations in a complex organization employing 2,000+ staff across diverse functions and locations.
• Background in behavioral health services organization or other complex regulated industries is a plus.
• Extensive knowledge of employment and labor laws.
• Strong supervisory and leadership skills.
• HRIS experience preferred. Experience with the implementation of HRIS system preferred.
• Excellent verbal and written communication skills.
• Excellent organizational and interpersonal skills, including ability to resolve disputes and maintain confidentiality.
• Experience in the use of Microsoft Office Suite.
• Meets deadlines; accomplishes work in order of priority; maintains composure and effectiveness under pressure and changing conditions.
• Negotiates conflicts and maintains constructive working relationships with people at all levels of an organization, both internally and externally.
• Reads and understands budgetary information.
• Must possess a valid California driver's license and maintain an insurable driving record under the Clinics' liability policy.
• Other Specific Requirements:
• Prior leadership and managerial experienced required that demonstrates ability to build a Human Resources leadership team and organization, influence and partner across the organization, establish key relationships and develop rapport and trust among all levels of the organization.
• Demonstrated experience or ability to provide Human Resources leadership in an organization of comparable size and complexity.
• Excellent verbal, interpersonal and written communication skills with the ability to make executive and Board level presentations
• Strong analytical, problem-solving and judgment skills.
• Keen ability to understand and contribute to the business and its strategies.
• High personal integrity and values.
• Strongly demonstrated ability to contribute to a high-performance, employee- friendly culture.
• Leadership and collaborative skills to motivate and challenge individuals and teams.
• Knowledge and experience with mergers and acquisitions.
• Knowledge of applicable federal, State, and local labor and employment laws and regulations.
• Availability and willingness to travel to other Agency offices and sites.
• Experience in strategic planning and execution.
• Knowledge of contracting, negotiating, and change management.
• Ability to interpret and advise on the application of employment laws.
• Ability to analyze and assess training and development needs and design training content.
• Knowledge of organizational development theory and practices.
• Experience in design, development and implementation of salary administration plans and benefit programs.
• Knowledge of computerized information systems used in human resources applications.
• Advanced professional written and verbal communication and interpersonal skills.
• Ability to motivate teams to produce quality materials within tight timeframes and simultaneously manage several projects. Ability to participate in and facilitate group meetings.
• Work requires willingness to work a flexible schedule.

Other Specific Requirements:

• Prior leadership and managerial experienced required that demonstrates ability to build a Human Resources leadership team and organization, influence and partner across the organization, establish key relationships and develop rapport and trust among all levels of the organization.
• Demonstrated experience or ability to provide Human Resources leadership in an organization of comparable size and complexity.
• Excellent verbal, interpersonal and written communication skills with the ability to make executive and Board level presentations
• Strong analytical, problem-solving and judgment skills.
• Keen ability to understand and contribute to the business and its strategies.
• High personal integrity and values.
• Strongly demonstrated ability to contribute to a high-performance, employee-friendly culture.
• Leadership and collaborative skills to motivate and challenge individuals and teams.
• Knowledge and experience with mergers and acquisitions.
• Knowledge of applicable federal, state, and local labor and employment laws and regulations.
• Availability and willingness to travel to other Agency offices and sites.
• Experience in strategic planning and execution.
• Knowledge of contracting, negotiating, and change management.
• Ability to interpret and advise on the application of employment laws.
• Ability to analyze and assess training and development needs and design training content.
• Knowledge of organizational development theory and practices.
• Experience in design, development and implementation of salary administration plans and benefit programs.
• Knowledge of computerized information systems used in human resources applications.
• Advanced professional written and verbal communication and interpersonal skills.
• Ability to motivate teams to produce quality materials within tight timeframes and simultaneously manage several projects. Ability to participate in and facilitate group meetings.
• Work requires willingness to work a flexible schedule.