The Chief Human Resources Officer (CHRO) demonstrates executive-level experience, providing strategic leadership for all Human Resource (HR) functions, partnering with the CEO to establish organizational direction and ensure compliance with federal and state regulations. The CHRO serves as a key member of the Executive Team.  This role oversees labor and employee relations, including collective bargaining, grievance resolution, and equal employment compliance, while advising leadership on complex personnel issues. The CHRO oversees recruitment and workforce planning, administers competitive compensation and benefits programs, and serves as Plan Administrator for the retirement plan, ensuring operational accuracy and regulatory compliance. Additional responsibilities include directing training and development initiatives, managing HR budgets, overseeing HRIS and personnel records, analyzing workforce trends, and preparing executive reports. As a key member of the executive team, the CHRO promotes organizational mission and goals, participates in board and committee meetings, fosters cross-department collaboration, and represents the organization at local, state, and national levels.

Reports to: Chief Executive Officer 

To perform effectively in this position, the employee is expected to have:

Education & Professional Credentials
•    Bachelor’s degree in Human Resources, Business Administration, or a management-related field required; Master’s degree preferred.
•    Minimum of five years of increasingly responsible HR and labor relations experience at the Director or Manager level. Healthcare industry experience preferred.
•    Professional HR certification strongly preferred, such as SPHR, SHRM-SCP, SHRM-CP, PHR, or HRCI equivalent.

Preferred Experience
•    Experience in a human services or nonprofit organization is highly desirable.
•    Demonstrated success in managing bargaining unit contracts, including negotiations and dispute resolution.  Experience managing healthcare union relationship experience preferred.

Compliance & Legal Requirements
•    Working knowledge of federal and state employment laws and regulations, including COBRA, Wage and Hour laws, FLSA, EEO, OSHA, Workers’ Compensation, ADA, FMLA, CFRA, and related compliance requirements.

Strategic & Technical Expertise
•    Strong knowledge of strategic planning, succession planning, and workforce forecasting.
•    Ability to develop and implement HR programs that support organizational objectives (e.g., retention, compensation, benefits, employee services).
•    Proficiency in HRIS systems and Microsoft Office Suite (Word, Excel, PowerPoint).
•    Solid understanding of budgeting, compensation analysis, and performance metrics.

Leadership & Communication Skills
•    Exceptional oral and written communication skills, including the ability to write comprehensive reports, interpret legal documents, and deliver presentations to management, boards, and public audiences.
•    Ability to communicate tactfully and empathetically with cultural sensitivity to staff, applicants, and visitors.
•    Demonstrated ability to influence others positively, model organizational values, and foster collaboration.
•    Proven management and leadership skills to supervise staff and contribute effectively to senior management teams.

Core Competencies
•    Ability to work independently and make sound business decisions.
•    Strong project management skills and ability to manage multiple priorities.
•    Demonstrated ability to maintain strict confidentiality.
•    Effective team player with flexibility to adapt in a changing environment.
•    Sensitivity to diverse cultures and backgrounds.

Other Requirements
•    Must successfully complete and pass the Department of Justice (DOJ) Live Scan background check for Custodian of Records clearance and maintain this clearance in good standing throughout the duration of employment or engagement in this role.
•    Current California driver’s license, appropriate insurance coverage and a driving record acceptable to the NEVHC’s insurance carrier (if required to drive on the job).

ESSENTIAL DUTIES

Strategic Leadership & Policy Development
•    Collaborates with the CEO to establish the strategic direction for HR; develops and implements HR policies and procedures ensuring compliance with federal and state laws.
•    Develops and implements a forward-thinking, people and culture strategy the supports the organizations strategic goals and enhances organizational performance.
•    Builds a diverse, innovative, and highly skilled workforce; forecasts future leadership needs and designs succession planning strategies.
•    Ensures all HR activities align with the organization’s mission, vision, and values.
•    Maintains comprehensive knowledge of corporate policies, regulatory requirements, and industry standards to ensure ongoing compliance.

Labor & Employee Relations
•    Directs all labor and industrial relations activities; negotiates collective bargaining agreements; oversees grievance procedures; and consults with labor attorneys as necessary.
•    Leads employee relations for union and non-union staff, including grievance resolution, counseling, and disciplinary oversight.
•    Ensures equal employment practices comply with applicable laws and provides training to supervisory staff.
•    Advises management on complex employee issues and potential organizational liabilities.

Recruitment & Workforce Planning
•    Oversees recruitment, selection, and employment activities for all positions; forecasts staffing needs and budgets; and provides guidance on hiring strategies.
•    Drives initiatives that enhance employee engagement, inclusion, and retention, ensuring that the organization remains the employer of choice in the communities served. 

Compensation & Benefits
•    Develops, implements, and administers competitive compensation, benefits, and retirement programs; negotiates with partners to ensure cost-effective, high-quality offerings.
•    Serves as Plan Administrator for the organization’s retirement plan, managing day-to-day operations including recordkeeping, participant account management, and plan transactions. Ensures compliance through required testing, prepares and distributes participant notices (e.g., summary plan descriptions and annual reports), applies plan terms for participation, contributions, and distributions, and files all required forms and documents with the IRS and Department of Labor. Monitors market trends in compensation and benefits practices and recommends adjustments to maintain competitiveness.

Training & Development
•    Partners with leadership to identify training needs; oversees development and implementation of training programs, including comprehensive onboarding and orientation; and monitors effectiveness.
•    Develops and manages HR department budgets, ensuring fiscal responsibility.
•    Maintains expertise in labor laws and HR best practices through continuous professional development.
•    With direct reports, conducts performance evaluations and fosters staff development.

Compliance, Reporting & HRIS Management
•    Analyzes workforce trends related to turnover, hiring, promotions, claims, and grievances; prepares detailed reports for executive leadership.
•    Supervises the maintenance of personnel files and manages the Human Resources Information System (HRIS) to ensure accurate data, confidentiality, and compliance with reporting requirements.
•    Ensures timely submission of employee information to government agencies in accordance with legal mandates.

Organizational Engagement & Executive Leadership
•    Conducts regular visits to facilities to assess employee morale and engagement; oversees internal communications and morale-enhancing initiatives.
•    Acts as a member of the executive management team to strengthen and support the programmatic, financial, and operational goals of the organization.

Northeast Valley Health Corporation provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Northeast Valley Health Corporation complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities.

Compensation details: 210000-260000 Yearly Salary

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