Chief Human Resources Officer (CHRO)

Position Overview

We are seeking a strategic and highly experienced Chief Human Resources Officer (CHRO) to lead the organization’s global people strategy, talent management, organizational development, and culture transformation initiatives. This executive role is responsible for shaping a high-performance workforce, strengthening leadership capability, and aligning human capital strategy with overall business objectives.

The ideal candidate is a senior HR executive with deep expertise in organizational design, talent acquisition, employee relations, compensation strategy, and large-scale workforce transformation across complex, fast-growing organizations.

Location Requirement

To support executive leadership collaboration and organizational oversight, candidates must currently reside in one of the following metropolitan areas in the United States:

• Dallas, Texas

• Houston, Texas

• Austin, Texas

• Atlanta, Georgia

• Jacksonville, Florida

• Miami, Florida

• Nashville, Tennessee

• Charlotte, North Carolina

• Phoenix, Arizona

Candidates outside of these locations will not be considered.

Key Responsibilities

People Strategy & Organizational Leadership

• Define and execute the organization’s overall people and talent strategy

• Align HR initiatives with business goals, growth strategy, and operational needs

• Lead organizational design, workforce planning, and restructuring initiatives

• Develop scalable people systems for a growing enterprise environment

• Shape culture, values, and employee experience across the organization

Talent Acquisition & Workforce Planning

• Oversee global talent acquisition strategy and executive hiring

• Ensure pipeline development for critical and leadership roles

• Drive employer branding and recruitment marketing strategies

• Optimize hiring processes for speed, quality, and diversity

• Partner with leadership to forecast workforce needs and capacity planning

Performance Management & Leadership Development

• Design and implement performance management frameworks

• Develop leadership training, coaching, and succession planning programs

• Identify and cultivate high-potential talent across the organization

• Establish career development pathways and competency frameworks

• Ensure accountability and performance alignment at all organizational levels

Compensation, Benefits & Total Rewards

• Oversee compensation strategy, salary structures, and incentive programs

• Ensure competitive and equitable benefits programs

• Manage executive compensation and equity programs (if applicable)

• Conduct market benchmarking and compensation analysis

• Align rewards strategy with performance and retention goals

Employee Relations & Organizational Culture

• Foster a positive, inclusive, and high-performance workplace culture

• Oversee employee relations, conflict resolution, and workplace investigations

• Ensure compliance with labor laws, policies, and HR regulations

• Drive employee engagement and satisfaction initiatives

• Promote diversity, equity, inclusion, and belonging (DEIB) initiatives

Compliance, Risk & HR Governance

• Ensure compliance with federal, state, and local labor laws

• Maintain HR policies, governance frameworks, and ethical standards

• Oversee HR audits, reporting, and risk mitigation strategies

• Ensure proper handling of employee data and privacy compliance

• Collaborate with Legal and Compliance teams on workforce issues

HR Analytics & Digital Transformation

• Implement HR technology platforms (HRIS, ATS, performance systems)

• Leverage workforce analytics to support data-driven decision-making

• Improve HR operational efficiency through automation and AI tools

• Track key workforce metrics (turnover, engagement, productivity)

• Modernize HR systems and digital employee experience platforms

Executive Leadership & Cross-Functional Collaboration

• Serve as a key member of the executive leadership team

• Partner with CEO, COO, CFO, and other executives on organizational strategy

• Advise leadership on workforce risks, capabilities, and culture health

• Represent HR strategy at board-level meetings when required

• Support mergers, acquisitions, and organizational integration efforts

Organizational Development & Change Management

• Lead large-scale organizational change initiatives

• Support cultural transformation and leadership alignment programs

• Guide organizations through growth, restructuring, or transformation phases

• Develop change management frameworks and communication strategies

• Strengthen organizational agility and resilience

Qualifications

Required

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field

• Master’s degree (MBA, HRM, or related) strongly preferred

• 12+ years of progressive HR leadership experience

• 5+ years in senior executive roles (CHRO, VP HR, Head of HR, or equivalent)

• Strong knowledge of labor laws, compliance, and HR best practices

• Proven experience leading large-scale workforce and cultural transformation

• Strong executive communication and leadership skills

• Experience managing HR teams across multiple functions

• Must currently reside in one of the approved locations listed above

Preferred (Nice-to-Have)

• Experience in healthcare, enterprise, or multi-site organizations

• Strong background in organizational design and workforce planning

• Experience leading global or distributed HR teams

• Familiarity with HR technology platforms (Workday, SAP SuccessFactors, Oracle HCM, etc.)

• Experience in mergers, acquisitions, and organizational integration

• Strong background in DEIB strategy and implementation

• Experience working with boards and executive compensation committees

• Coaching or executive leadership development certifications

Key Performance Indicators (KPIs)

Talent & Workforce Performance

• Employee retention and turnover rates

• Time-to-hire and quality-of-hire metrics

• Leadership pipeline strength and succession readiness

• Workforce productivity and engagement scores

Organizational Health

• Employee engagement and satisfaction scores

• Culture alignment and survey results

• Internal mobility and career progression rates

• Diversity, equity, and inclusion metrics

HR Operational Efficiency

• HR service delivery performance (response times, resolution rates)

• HR system adoption and automation efficiency

• Reduction in manual HR processes

• Compliance audit performance

Business Impact

• Alignment of workforce strategy with business growth goals

• Cost efficiency in compensation and benefits programs

• Reduction in turnover-related costs

• Contribution to organizational performance improvement

Reporting To

• Chief Executive Officer (CEO)

• Board of Directors (in some organizations)

• Executive Leadership Committee

Employment Type & Work Setup

• Full-Time

• On-site / Hybrid executive leadership role

• Occasional travel for executive meetings, leadership retreats, and organizational initiatives

• Participation in executive leadership and board-level discussions

• On-call availability for major organizational or workforce issues

Work Environment & Conditions

• Executive-level corporate or enterprise leadership environment

• High-impact role shaping company culture and workforce strategy

• Collaboration with C-suite executives, directors, and business leaders

• Fast-paced, transformation-driven organization

• Strong focus on people, performance, and organizational excellence

• Opportunity to shape long-term culture and leadership development strategy