Chief Human Resources Officer

Chief Human Resources Officer (CHRO)

Location: Corona

Department: Human Resources

Reports to: Executive Leadership Team

SUMMARY

The Chief Human Resources Officer (CHRO) serves as the executive leader responsible for designing, executing, and evaluating a comprehensive human capital strategy aligned with the organization’s mission, values, and long-term business objectives. This role provides vision and strategic direction across all HR domains, including talent acquisition, workforce planning, labor relations, organizational development, learning and leadership development, total rewards, employee experience, change management, and compliance.

The CHRO partners closely with the executive team to drive organizational effectiveness, shape culture, and ensure the workforce is capable, engaged, and aligned with system-wide operational priorities across multiple hospitals in a complex healthcare environment.

SUPERVISORY RESPONSIBILITIES

• Provides executive leadership to HR Directors, Managers, and cross-functional HR teams across multiple facilities.
• Oversees the full scope of HR operations and is accountable for HR service delivery and outcomes for all employees within the division.

DUTIES / RESPONSIBILITIES

Strategic Leadership & Organizational Alignment

• Develop and execute an enterprise-wide HR strategy that supports organizational growth, financial performance, and operational excellence.
• Advise senior leadership on workforce trends, organizational effectiveness, and leadership needs.
• Lead change-management initiatives that support organizational transformation, system integration, and continuous improvement.

Labor Relations & Workforce Compliance

• Lead labor relations strategy and serve as the executive authority on all union matters, including negotiations, contract administration, and grievance resolution.
• Ensure system-wide compliance with employment laws, healthcare regulatory standards, and labor obligations.

Talent Management, Succession, and Workforce Planning

• Establish and drive a comprehensive succession planning and leadership development framework.
• Direct talent acquisition strategies to meet current and future workforce needs.
• Oversee workforce planning, skills analysis, talent mobility, and staffing optimization across facilities.

Compensation, Benefits & Total Rewards

• Oversee the development and continual refinement of competitive, equitable, and cost-effective compensation and benefits programs.
• Ensure total rewards programs support performance, retention, and long-term workforce sustainability.

Employee Experience, Culture & Engagement

• Advance a culture of equity, accountability, and organizational well-being.
• Champion DEI initiatives, employee engagement strategies, and communication frameworks that strengthen workplace culture.

Learning, Development & Performance Optimization

• Provide executive oversight of training, leadership development, and performance management systems.
• Implement strategies that increase workforce capability and support the organization’s transition toward a learning-centered model.

General Executive Responsibilities

• Maintain strong HRIS oversight and lead HR process optimization through technology.
• Deliver HR metrics, analytics, and dashboards to inform executive decision-making.
• Perform additional executive duties as required.

REQUIRED SKILLS / ABILITIES

• Exceptional written, verbal, and executive-level communication skills.
• Advanced interpersonal, negotiation, and conflict-resolution abilities.
• Strong analytical, organizational, and problem-solving capabilities with excellent attention to detail.
• Demonstrated success leading HR operations across multi-site or multi-hospital environments.
• Required experience in unionized settings, including negotiation and grievance administration.
• Deep knowledge of federal, state, and local labor/employment laws and healthcare regulations.
• Proficiency with HRIS systems, data analytics, and modern HR technology platforms.
• Strong leadership presence, sound judgment, and high emotional intelligence.

EDUCATION & EXPERIENCE

• Master’s degree required in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or related field.
• Minimum of 15 years of progressive HR leadership experience, with at least 7 years in senior management roles within healthcare or a similarly complex industry.
• Experience working in a unionized environment is required; healthcare labor relations strongly preferred.
• SPHR/SHRM-SCP certification preferred.