Chief Human Resources Officer; CHRO

Position Overview

Our client is seeking a Chief Human Resources Officer (CHRO) who serves as a senior HR leader, responsible for setting the enterprise people strategy and strengthening culture, leadership effectiveness, and organizational performance. This role partners closely with executive leadership to align talent, engagement, change management, compensation strategy, and HR capabilities with business priorities and growth needs. The CHRO provides strategic direction and oversight across core HR functions while ensuring consistent execution, measurable outcomes, and strong employee experience through scalable frameworks, data-driven insights, and accountable leadership practices.

• Lead strategy to support business priorities, growth, and day-to-day operational needs.
• Lead organizational development efforts that strengthen clarity, collaboration, accountability, and overall organizational effectiveness.
• Serve as executive sponsor for operating framework (including EOS), ensuring consistent adoption of organizational disciplines, tools, and performance practices across teams.
• Coach and advise executive and senior leaders on leading teams effectively, strengthening accountability, and driving performance through clear communication and change leadership.
• Assess organizational health and capability gaps and drive solutions that improve scalability, consistency, and execution across the company
• Lead change management efforts to ensure successful adoption of new systems, processes, structures, and cultural shifts.
• Partner with the Manager, Organizational Learning to provide strategic oversight of leadership development initiatives, ensuring development pathways support leaders at all levels and align with organizational expectations.
• Own employee engagement and listening strategy; analyze trends, guide action planning, and ensure accountability for improving engagement, retention, and employee experience.
• Lead compensation strategy and governance, including philosophy, benchmarking approach, structure design, and guidance to ensure equitable and competitive compensation practices.
• Oversee HR functional execution across talent acquisition, performance management, employee relations, payroll, benefits, training, compliance, and workforce planning—ensuring an integrated, consistent employee experience.
• Ensure HR policies, practices, and decisions remain compliant, risk-balanced, and consistent with company values and culture expectations.
• Partner cross-functionally to align workforce needs, talent strategies, and organizational structure with business direction and operational performance objectives.
• Leverage people analytics, survey data, and operational metrics to inform HR strategy, identify trends, and measure organizational impact.
• Champion modernization of HR infrastructure through process improvement, automation, and HR systems optimization.
• Reinforce and model company leadership expectations and cultural standards, promoting transparency, accountability, inclusion, and continuous improvement.

• Active Listening:
  The ability to fully engage with and understand others through attentive listening, fostering clear communication and collaboration.
• Benefits Administration:
  The management, oversight, and communication of employee benefits programs, including enrollment, compliance, issue resolution, and employee engagement to ensure understanding and satisfaction.
• Change Management: A structured approach to transitioning individuals, teams, and organizations to a desired future state while minimizing resistance.
• Compensation Strategy and Market Analysis:
  The ability to evaluate pay structures, analyze market data, and guide the development of competitive and equitable compensation practices.
• Conflict Resolution:
  The process of addressing and resolving disputes or disagreements constructively to maintain relationships and achieve positive outcomes.
• Conflicts of Interest and Confidentiality:
  The ability to identify, manage, and resolve situations where personal or organizational interests may compromise confidentiality or ethical standards.
• Effective Delegation Practices:
  The ability to assign tasks appropriately and empower team members while maintaining accountability and ensuring objectives are met.
• Employee Engagement and Motivation:
  Strategies and practices to inspire and engage employees, improving satisfaction, productivity, and retention.
• Employee Relations:
  The management of relationships between employees and the organization to promote a positive work environment and resolve conflicts.
• Human Resources Analytics:
  The use of data and metrics to assess workforce trends, performance, and strategies for improving HR decision-making.
• Human Resources Policies and Procedure:
  The use of data and metrics to assess workforce trends, performance, and strategies for improving HR decision-making.
• Leadership and Team Development:
  The ability to inspire, guide, and develop teams to achieve their…