Chief People Officer; CPO

Job Functions, Duties, Responsibilities and Position

Qualifications:

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Sonic Healthcare USA (SHUSA) is seeking an accomplished, enterprise-minded Chief People Officer (CPO) to lead the people strategy for a growing, multi-division organization of approximately 7,500 employees.

Operating within a unified‑federated model, SHUSA preserves strong local market leadership and brand presence while scaling consistent, compliant, high‑quality enterprise processes.

As a core member of the executive leadership team, the CPO will shape and execute an enterprise people strategy that drives operational excellence, workforce effectiveness, and employee engagement—while enabling division‑level agility and results. This leader will partner closely with Operations and Laboratory leadership and collaborate across Finance, Legal, Compliance, and other enabling functions.

Location: Dallas, TX 75204
Reports to: Chief Executive Officer
Employment Type: Full‑time, benefits‑eligible
Relocation: Final candidate must reside in or relocate to the Dallas‑Fort Worth area

The CPO provides enterprise leadership and accountability for HR strategy, shared services, and governance—while empowering Division HR leaders to deliver strong local execution.

• Division HR Business Partners and HR leadership
• Talent Acquisition & Workforce Planning
• Compensation, Job Architecture & Pay Practices
• Benefits & Wellbeing (including self‑funded medical plan strategy)
• Workday HRIS & People Analytics
• Learning & Leadership Development
• Payroll
• Employee Relations & Performance Management
• M&A due diligence, integration, and change management

• Establish and execute a multi‑year people strategy aligned to SHUSA’s business objectives, growth plans, and values—protecting the federated model while driving enterprise consistency where it creates value.
• Serve as a trusted advisor to the CEO and executive leadership on organizational design, talent, culture, and workforce risk.
• Build and lead a high‑performing HR operating model (Centers of Excellence + Division HR) with clear governance, service levels, and accountability.

• Standardize core HR processes and policies across divisions where appropriate (e.g., job architecture, performance management, analytics, compliance, Workday configuration).
• Create mechanisms to identify, share, and scale best practices across the enterprise.
• Partner with Finance, Legal, Compliance, and Operational Excellence to strengthen controls, decision‑making, and measurable outcomes.

• Own enterprise succession planning, leadership assessment, and talent reviews; expand internal mobility and leadership development.
• Lead an end‑to‑end talent strategy across professional and hourly work forces, including recruiting effectiveness, onboarding, retention, and pipeline development.
• Champion a performance management approach that drives accountability, capability, and engagement.

• Oversee a comprehensive total rewards strategy that is competitive, scalable, compliant, and financially responsible.
• Lead compensation design, job leveling, market benchmarking, and pay equity across a multi‑state workforce.
• Advance people analytics to support data‑driven decisions related to staffing, retention, labor costs, productivity, and engagement.

• Provide executive oversight of benefits programs, including the self‑funded health plan and retirement offerings.
• Negotiate and manage national vendor relationships to improve cost, quality, and consistency.
• Ensure HR practices comply with federal and state regulations; partner with Legal and Compliance on employee relations,…