29 days old

Chief Human Resource Officer

Company Confidential
  • Job Type
  • Job Status
    Full Time

Position Summary

The Chief Human Resources Officer is responsible for providing the overall leadership and people strategy for the company (6000+ employees). As a key member of the executive management team, this individual plays a significant role in ensuring consistent operational excellence and achieving company’s growth imperatives. This role reports directly to the President. In close coordination and collaboration with other members of the Executive Team, and with the support of the Human Resource organization, the Chief Human Resources Officer will ensure that the business attracts, develops, and retains a competitively advantaged, talented and engaged workforce. The CHRO must epitomize the company’s passionate, caring culture, provide visionary leadership for the Human Resources department and organization, coach and mentor the Executive Team on management best practices, and ensure quality and consistency across the growing platform.


Ideal Experience

  • Experience in a multi-state and multi-site company or division experiencing rapid growth, with oversight for a geographically distributed employee population of at least 1,000 full-time employees.
  • 15-20+ years of human resources experience with 5+ years’ experience at the executive level. 
  • Demonstrated track record as a thought partner to Executive Leadership, handling talent management issues, creating accountabilities and growth drivers, and partnering on strategic planning. 
  • Experience guiding top divisional leadership with their talent management strategies through periods of significant change and disruption. 
  • Significant experience implementing an organizational development strategy that enabled a company to meet its short and long-term business objectives. 
  • Oversight for the entire array of human resource functions and processes, including talent acquisition and management, compensation, benefits, performance management, human resources information systems, diversity, learning and leadership program delivery, succession planning, workforce planning and organizational alignment, support for acquisition activity, operational staffing, human resources measurement and metrics, and employee event planning activities. 
  • Experience working in service industries focused on delivering a best-in-class customer experience (e.g., hospitality, retail)


Ideal Personal Profile

  • Leadership: Creates a vision for his or her team and manages, coaches, and mentors them to deliver with quality, consistency, timeliness, innovation, and strategic perspective beyond the expectations set for their levels. 
  • Strategic and Systems Thinking: Develops and executes HR strategies to meet the needs of the evolving organization. Understands the connections and relationships across functions and is sensitive to the needs of internal and external constituencies; can oversee development of plans for complex projects and ensure successful execution. 
  • Data-driven: Makes timely and effective decisions using data. Understands the limits of data to make and support decisions and demonstrates the humility and confidence to change direction when appropriate. 
  • Change Leadership: Initiates and/or sponsors change efforts; aligns resources; overcomes resistance and engages, or motivates, others to implement and sustain change efforts. 
  • Results-oriented: Does what is necessary to improve performance; balances the resources necessary to produce desired outcomes; tracks and monitors performance. 
  • Confidence and Initiative: Operates with foresight, asserts a willingness to perform in challenging situations, and learns from mistakes and from feedback from others. 
  • Partnership: Engages others to identify mutual goals, develop solutions, make decisions, and achieve outcomes. Is a beacon for breaking down silos and leaning in to help whenever needed to meet the needs of the organization, demanding the same of his/her team. 
  • Service-oriented: Focuses and aligns actions and decisions on ways to deliver exceptional customer service. 
  • Communication: Sends the right messages and information to appropriate audiences, keeps people informed, and adapts communication style to the needs of the audience. 
  • Influence: Persuades others to pursue important courses of action, which they may not have been initially inclined to accept, by obtaining buy-in and developing relationships. 
  • Reward and Recognition: Acknowledges others for their effort to reinforce and motivate desired behaviors.


  • Employee Relations
  • Employment/Recruitment
  • HR Generalist
  • Organizational Development
  • Training/Development

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