CHRO - Chief Human Resources Officer

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People & Culture Ops New York, NY, US

25 days ago Requisition

Salary Range: $ To $ Annually

The CHRO is a senior HR executive responsible for leading a high‑performing, data‑driven human resources function across a complex, multi‑site organization. The role is accountable for strengthening workforce stability, employee engagement, talent acquisition, talent development, retention, and HR operations in support of the organization’s mission and operational goals.

The CHRO will directly oversee a team of approximately 15 HR professionals across HRBP, Talent Acquisition, Total Rewards, HRIS, Employee Engagement, and related functions, supporting a workforce of more than 850 employees across multiple sites and operational functions throughout New York City.

This role requires a hands‑on leader who combines strategic judgment with strong operational execution across workforce planning, employee relations, compliance, talent management, organizational development, and HR service delivery.

The CHRO will lead the organization’s people strategy while ensuring HR operations are responsive, consistent, compliant, and aligned with operational needs. The role is accountable for strengthening employee engagement, supporting effective managers and teams, improving workforce stability, and building confidence in the HR function across the organization.

The CHRO will provide timely, accurate, and actionable workforce insights to executive leadership and the Board while ensuring HR practices are practical, operationally informed, and consistently applied across all sites and departments.

The CHRO must understand the realities of operating a 24/7 organization serving vulnerable populations, where workforce stability, responsiveness, sound judgment, and consistent execution directly impact operations and client care.

This is a leadership role that requires both strategic thinking and direct operational ownership. Success in the role requires the ability to translate data into clear insights, make practical recommendations, and drive follow‑through across HR and operational leadership.

• Lead end‑to‑end HR service delivery across 22 sites and departments.
• Ensure consistency, quality, and responsiveness across employee relations, performance management, time and attendance practices, leave administration, benefits coordination, and related HR functions.
• Streamline HR processes and strengthen accountability across HR and operational leadership.
• Partner closely with leadership to ensure HR decisions, employee relations practices, and workforce strategies are operationally informed, consistently applied, and supportive of effective site operations and staff retention.
• Improve the employee experience by ensuring HR is responsive, transparent, solutions‑oriented, and service driven.

• Lead organization‑wide strategies focused on workforce stability, employee engagement, retention, and talent development.
• Identify and address drivers of turnover and workforce instability.
• Oversee Talent Acquisition, onboarding, and retention strategies to strengthen workforce stability, hiring outcomes, and employee experience across the organization.
• Implement targeted retention and engagement strategies, including onboarding improvements, manager coaching, stay interviews, and site‑specific interventions.
• Support leadership development and internal growth opportunities across the organization.

• Directly lead and develop the HRBP function as true business partners and field operators.
• Ensure HRBPs are actively engaged with site operations and addressing issues in real time.
• Establish clear expectations regarding case management, escalation protocols, communication standards, operational consultation, and manager support.
• Strengthen partnership and collaboration between HR, Program leadership, and site leadership.