Chief People Officer

Strategic Leadership

• Serve as a trusted advisor to the CEO and executive leadership team on workforce planning, organizational development, and talent strategies.

• Lead initiatives to foster a culture of engagement, accountability and sense of community.

• Develop HR strategies aligned with hospital goals, including retention, recruitment, and leadership succession planning.

Talent Acquisition & Workforce Development

• Oversee recruitment and retention strategies for non-physician clinical and non-clinical staff, addressing workforce shortages common in healthcare.

• Partner with department leaders to ensure staffing models meet patient care and operational needs.

• Lead employee learning and development programs, including leadership training and career pathways.

• Partner with educational institutions from high school through university to build the future talent pipeline.

People Relations & Engagement

• Promote open communication, consistency, and employee well-being.

• Provide guidance on people relations, conflict resolution, and complaint management.

• Conduct regular employee engagement surveys and develop action plans.

• Manage the workers compensation plan and renewal process.

• Serve as executive sponsor for Board Compensation Plan. Manage the evaluation process for the CEO and executive compensation decisions.

• Oversee compensation strategy, benefits programs, and recognition initiatives to remain competitive in the market.

• Ensure compliance with federal and state employment laws, healthcare regulations, and hospital policies.

• Partner with finance leadership to align HR budgets with hospital priorities.

• Build compensation models and financial impact analysis.

• Manage benefit plans for three organizations including State Retirement Plan and State Deferred Comp Plan; two retirement plans; and six deferred compensation plans.

• Manage the organization's UI plan including hearings and appeals.

Operational Oversight

• Lead HR operations including payroll, HRIS, credentialing, and performance management.

• Manage HR staff, providing coaching, professional development, and accountability.

• Serve as the executive lead for workplace safety, employee health, cultural transformation, and employee recognition.

Bachelor’s degree in Human Resources, Business Administration, or related field (master’s preferred).

• 8–10+ years of progressive HR leadership experience, with at least 3–5 years in healthcare preferred.

• Strong knowledge of employment law, healthcare regulations, and HR best practices.

• Demonstrated success in recruitment, retention, and employee engagement initiatives.

• Excellent communication, problem-solving, and relationship-building skills.

• SHRM-SCP, SPHR, or similar certification preferred.

• Maintain the human touch within the organization.

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