Chief Human Resources Officer

The Chief Human Resources Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of talent management, change management, organizational and performance management, learning and development, and compensation and benefits.

The CHRO provides strategic leadership by articulating Human Resources (HR) needs and plans to the executive management team, shareholders and the board of directors. The CHRO will comply and navigate with all local, state, and federal regulations for HR.

The CHRO holds a strategic role in understanding and shaping a company’s culture, as well as managing its workforce.

Duties/Responsibilities:

• Establish and implement HR efforts that effectively communicate and support the company’s mission and strategic vision.
• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Provide overall leadership and guidance to the HR team by overseeing talent acquisition, retention, career development, succession planning, training, leadership development, compensation and benefits.
• Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues.
• Responsible for the design and development and is accountable for the personnel policies and procedures that govern the employees of Partner For Quality (PFQ) and its subsidiaries.
• Work with the company's executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company.
• Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of the agency.
• Provide HR support to subsidiary companies to maintain accreditation and certifications.
• Manage and oversee benefits programs, including health insurance, supplemental insurances, retirement plans and other employee perks and wellness programs.
• Oversee compliance with labor laws and regulations, as well as monitoring and staying updated with new developments in HR laws and practice.
• Ensure the company’s diversity and inclusion efforts are effective and aligned with company values. Acts as an advisor for committee(s) addressing these initiatives.
• Provide counsel, guidance, assistance and overall employee relations direction to PFQ and its subsidiaries.
• Point of contact with legal counsel works closely to mitigate any potential legal risks.
• Responsible for resolution of disputes between employees and between employees and direct reports
• Oversee and manage a performance appraisal system that drives high performance.
• Other duties as assigned by the Chief Executive Officer

• Full Time employees enjoy a comprehensive benefits package:
• Health, Dental and Vision Insurances
• $1,200 cash payout option in lieu of Health Insurance coverage
• Healthcare Flexible Spending Account
• Dependent Care Flexible Spending Account
• 16 to 26 Paid Days Off / year
• Wellness Days (2 per year)
• Sick Time
• 8 Paid Holidays
• Short Term Disability
• Long Term Disability
• Life Insurance
• Optional 401(k) with Employer match

• Paid orientation and training
• Free parking (select locations)
• Employee Activities, Rewards and Recognition Programs
• Comprehensive Employee Assistance Program

• A Bachelors’ degree from an accredited college/university plus 5 years of experience in non-profit Human Resources with 5 additional years of experience in behavioral health and intellectual disability field (total of 10 years of experience)

• Masters' degree in Personnel/Human Resources Management plus three (3) years’ experience in Human Resources Management
• Five (5) years management experience required
• Proficient in various HR platforms, digital tools and databases required
• Three (3) years’ experience supporting people with disabilities with residential services/supports preferred
• Excellent references, both personal and professional
• Valid driver’s license with acceptable driving record
• SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.