Chief Human Resources Officer (CHRO)

Are you looking for your new career? We are now hiring a Chief Human Resources Officer (CHRO) to be the newest member of our awesome team!Salary Range: $250k-350kAre you ready to contribute to a team, committed to excellent customer service and dedicated to everyone’s unique talent?If Yes, How You Will Contribute To The TeamSUMMARY: The Chief Human Resources Officer (CHRO) is responsible for the development and execution of a holistic people strategy that drives business growth by fostering a positive culture, improving employee engagement and retention, and aligning talent with organizational objectives. Key responsibilities include shaping HR policies, designing leadership development programs, managing talent pipelines, ensuring legal compliance, and acting as a trusted strategic advisor to the CEO and C-suite, using metrics like engagement rates to measure success.SUPERVISORY RESPONSIBILITIES: This position is directly responsible for leading the HR division.Strategic Leadership & AlignmentDevelop and implement forward-looking HR strategies that align with the organization’s mission, values, and long-term business objectives across all service lines, including Skilled Nursing, Behavioral Health, Home Health, Hospice, and Assisted Living.Serve as a key member of the executive leadership team, contributing to the overall direction, culture, and performance of the organization.Organizational Development & Workforce PlanningLead organizational design and change management initiatives to ensure the HR infrastructure effectively supports scalable growth and evolving service models.Collaborate with operational leaders to assess workforce needs and develop integrated staffing and workforce planning strategies across clinical and non-clinical areas.Talent Acquisition, Development & RetentionOversee the development of comprehensive talent acquisition strategies to attract high-quality clinical and administrative talent in a highly competitive healthcare labor market.Implement innovative retention strategies, including employee engagement programs, recognition systems, career pathing, and leadership development pipelines.Champion a culture of continuous learning by overseeing training and professional development programs that enhance staff competency, compliance, and leadership readiness.Succession Planning & Leadership DevelopmentPartner with Core Leadership to design and implement a robust leadership succession plan, ensuring business continuity and strategic leadership bench strength.Mentor and coach senior leaders to strengthen executive capabilities and drive a high-performance culture.Total Rewards, Compensation & BenefitsDesign and maintain competitive, equitable, and cost-effective total rewards programs that support employee well-being, satisfaction, and performance.Regularly benchmark compensation and benefits to ensure alignment with industry standards and regulatory requirements.Employee Relations, Culture & EngagementFoster a values-based, inclusive workplace culture that promotes respect, accountability, diversity, equity, and inclusion.Develop and oversee employee relations strategies that maintain high morale, resolve workplace conflicts, and ensure fairness and consistency in practices and policies.Compliance, Risk Management & Policy DevelopmentEnsure full compliance with all applicable federal, state, and local employment laws and regulations, including those specific to healthcare settings (e.g., CMS, OSHA, HIPAA, and state labor regulations).Lead the development, communication, and enforcement of HR policies, procedures, and systems that support operational consistency and mitigate organizational risk.Data-Driven HR & Technology IntegrationLeverage HRIS and analytics to measure HR effectiveness, track workforce trends, and support data-driven decision-making.Identify and implement HR technologies and tools that improve employee experience, streamline HR operations, and enable scalable growth.Labor Relations Manage labor relations strategies, including collective bargaining and union negotiations, in partnership with legal counsel and operations, when applicable.Ensure consistent application of labor policies while maintaining productive relationships with union representatives.Required Skills/AbilitiesUnderstanding of business strategy, finance, and market dynamics to ensure people initiatives support overall business goals.Excellent verbal and written communication skills. Strong interpersonal and communication skills to build trust and inspire teams.Ability to interpret data, anticipate future trends, and develop long-term strategies for human capital. Excellent organizational skills and attention to detail.Strong analytical and problem-solving skills.Strong supervisory and leadership skills.Thorough knowledge of employment-related laws and regulations.Knowledge of and experience with varied human resource information systems.Proficient with Microsoft Office Suite or related software.Education And ExperienceA BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred.A minimum of 15 years of HR experience, with at least five years of executive HR experience. Senior Professional in Human Resources (SPHR), SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification strongly preferred.How We ShineWe believe inTeamworkCreativityRespectAppreciationHonestyIntegrityWhat makes us special?Competitive Wages!Great benefits – Medical, dental, and vision coverageGrowth OpportunitiesContinuing Education / Training OpportunitiesReferral Bonus ProgramEqual Opportunity EmployerAll qualified applicants will be considered for employment without regard to race, color, religion, sex, gender identity, sexual orientation, age, national origin, veteran or disability status, or any other characteristic protected by law.Pay Transparency StatementCompensation for roles varies depending on a wide array of factors including but not limited to the location, role, skill set and level of experience. As required by state or local law, we provide a reasonable pay scale to include the hourly or salary range that we reasonably expect to pay for roles, as stated above.AAP/EEO StatementNewGen provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.