chro

Covenant House Texas

<div>
 
 Covenant House Texas
 
 
 
 Houston, Texas
 
 
 Reports to: Chief Executive Officer
 
 
 Member of Executive Leadership Team
 
 
 
 Position Summary
 
 
 
 The Chief Human Resources Officer (CHRO) will serve as the executive leader responsible for building and overseeing a comprehensive, enterprise-level human resources strategy that supports Covenant House Texas&rsquo; mission, growth objectives, and operational excellence.
 
 
 The CHRO ensures organizational integrity through disciplined workforce planning, regulatory compliance, risk mitigation, leadership development, performance management systems, and compensation strategy.
 
 
 This role is responsible for architecting scalable HR infrastructure to support a $50MM+ nonprofit organization serving youth experiencing homelessness in a trauma-informed, highly regulated environment.
 
 
 
 Executive Responsibilities
 
 
 
 <ul>
 <li>
 Enterprise Workforce Strategy:
 </li>
 <li>
 Develop and implement a 3&ndash;5-year workforce plan aligned with revenue and program growth.
 </li>
 <li>
 Create a clear talent map using the 9-box or talent matrix for all senior leaders.
 </li>
 <li>
 Design scalable organizational structures.
 </li>
 <li>
 Lead succession planning across executive and senior leadership roles.
 </li>
 <li>
 Align staffing models with financial projections and program capacity.
 </li>
 <li>
 Compliance &amp; Risk Management (Primary Function):
 </li>
 <li>
 Ensure compliance with federal, state, and local employment laws.
 </li>
 <li>
 Oversee audits, investigations, and employee relations matters.
 </li>
 <li>
 Maintain updated HR policies and employee handbook.
 </li>
 <li>
 Mitigate legal and reputational risk.
 </li>
 <li>
 Partner with external legal counsel as needed.
 </li>
 <li>
 Performance Management &amp; Accountability Systems:
 </li>
 <li>
 Implement structured performance management framework.
 </li>
 <li>
 Establish measurable KPIs by department.
 </li>
 <li>
 Train managers in documentation, corrective action, and coaching
 </li>
 <li>
 Build systems that reinforce accountability and clarity of expectations.
 </li>
 <li>
 Compensation &amp; Benefits Architecture:
 </li>
 <li>
 Conduct compensation benchmarking (nonprofit, housing, healthcare sectors)
 </li>
 <li>
 Design equitable salary bands and pay philosophy.
 </li>
 <li>
 Oversee benefits strategy and vendor relationships.
 </li>
 <li>
 Align compensation with retention and performance goals.
 </li>
 <li>
 Talent Acquisition &amp; Workforce Stability:
 </li>
 <li>
 Oversee recruitment strategy for clinical, programmatic, and administrative roles.
 </li>
 <li>
 Reduce time-to-fill and improve retention in high-impact positions.
 </li>
 <li>
 Strengthen onboarding and orientation processes.
 </li>
 <li>
 Develop workforce stability metrics.
 </li>
 <li>
 Leadership &amp; Management Development:
 </li>
 <li>
 Create supervisory training standards.
 </li>
 <li>
 Develop leadership competency framework.
 </li>
 <li>
 Support executive team development.
 </li>
 <li>
 Strengthen internal promotion and succession pathways.
 </li>
 <li>
 HR Operations &amp; Systems:
 </li>
 <li>
 Oversee HRIS and data integrity.
 </li>
 <li>
 Develop workforce analytics dashboard.
 </li>
 <li>
 Modernize HR processes for efficiency and transparency.
 </li>
 <li>
 Manage HR team structure and budget.
 </li>
 <li>
 Process bi-weekly payroll, quarterly and annual tax reporting.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 
 Required:
 
 
 
 <ul>
 <li>
 12+ years progressive HR leadership experience
 </li>
 <li>
 7+ years in senior HR leadership role
 </li>
 <li>
 Experience leading HR in organizations of 75+ employees.
 </li>
 <li>
 Demonstrated experience in compliance-heavy environments.
 </li>
 <li>
 Experience supporting executive leadership and Board reporting.
 
 
 </li>
 </ul>
 
 Preferred
 
 
 
 <ul>
 <li>
 Nonprofit, healthcare, housing, or social services experience.
 </li>
 <li>
 SHRM-SCP, SPHR, or equivalent certification
 </li>
 <li>
 Experience in growth-stage or scaling organizations
 </li>
 <li>
 Experience in trauma-informed environments
 
 
 </li>
 </ul>
 
 Core Competencies
 
 
 
 <ul>
 <li>
 Enterprise systems thinker
 </li>
 <li>
 Regulatory expertise
 </li>
 <li>
 Executive presence
 </li>
 <li>
 High emotional intelligence
 </li>
 <li>
 Conflict resolution expertise
 </li>
 <li>
 Data-driven decision maker
 </li>
 <li>
 Courageous and clear communicator
 
 
 </li>
 </ul>
 
 Key Performance Indicators (First 12 Months)
 
 
 
 <ul>
 <li>
 Reduce staff turnover by 25+%
 </li>
 <li>
 Reduction in time-to-fill critical roles.
 </li>
 <li>
 Create a 3-year workforce plan linked to strategy.
 </li>
 <li>
 Implementation of updated performance management system
 </li>
 <li>
 Completion of annual compensation benchmarking study
 </li>
 <li>
 Strengthened compliance posture with zero major audit findings.
 </li>
 <li>
 Strong Leadership and Staff Development Plan in Place
 </li>
 <li>
 Create a structured leadership pipeline for succession planning for mid-level and above.
 </li>
 <li>
 Culture Diagnosis and Action Plan with engagement data tied to business outcomes.
 
 
 </li>
 </ul>
 
 Compensation Range
 
 
 
 <ul>
 <li>
 Negotiable and Commensurate with Experience
 </li>
 <li>
 Comprehensive benefits package
 
 
 </li>
 </ul>
 
 What Success Looks Like
 
 
 
 
 By Year Two:
 
 
 
 <ul>
 <li>
 HR is viewed as a strategic executive function, not administrative.
 </li>
 <li>
 Leadership accountability culture is strengthened.
 </li>
 <li>
 Clear compensation philosophy and pay structure implemented.
 </li>
 <li>
 Workforce planning aligned with financial modeling
 </li>
 <li>
 Board has confidence in talent depth and risk management.
 </li>
 <li>
 CEO can focus on growth, knowing internal infrastructure is sound.
 
 
 </li>
 </ul>
 
 About Covenant House Texas
 
 
 
 Covenant House Texas (CHT) opened its doors in 1983 to provide shelter for homeless, abused and abandoned youth ages 18 &ndash; 24. After more than 35 years of service, CHT offers an extensive continuum of care model for homeless youth including mental health and substance abuse counseling, educational and vocational training, transitional and permanent living programs, street outreach and prevention, pastoral ministry and parenting classes in addition to providing the basic necessities of food, clothing, medical care and safe shelter from the streets for youth in crisis.
</div>

Chief Human Resources Officer (CHRO)

Ingredion

<div>Company Background:
Ingredion is a Fortune 500 provider of ingredient solutions that helps nourish, comfort, sustain, and delight people around the world. Ingredion&rsquo;s wide range of ingredient solutions is strategically designed to address changing consumer trends and preferences. Our specialty portfolio includes starch-based texturizers, clean and simple ingredients, plant-based proteins, sugar reduction and specialty sweeteners, and food systems. Our innovative ingredient solutions are used by consumers in everyday products, from foods and beverages to paper and pharmaceuticals. And we do it all in a planet-friendly sustainable manner.<div>
The Chief of Staff to the CHRO &amp; HRBP for HR is a trusted advisor, strategic operator, and execution leader for the global HR function. This role partners closely with the CHRO and HR leadership team to translate strategy into action, drive enterprise alignment, and ensure disciplined execution of the HR agenda.
Blending HR Business Partner leadership with enterprise operating rigor, this role shapes talent, organization effectiveness, and transformation outcomes while serving as the operational backbone of the CHRO&rsquo;s office. The position has broad visibility, significant influence, and direct impact on how HR delivers value to the business.</div>
What you will do:
Strategic Alignment &amp; Planning<div><ul><li>
Partner with the CHRO to set and execute the HR strategy, operating plan, and transformation roadmap.</li><li>
Translate enterprise priorities into actionable plans across COEs, HR Operations/IGS, and regions.</li><li>
Track progress, surface risks, and drive decisions to ensure delivery of high‑impact outcomes.</li><li>
Prepare executive and Board‑level materials, insights, and updates.</li></ul></div>
HRBP for HR<div><ul><li>
Lead succession planning, talent development, and performance outcomes for the HR function.</li><li>
Advise HR leaders on organization design, workforce planning, and change execution.</li><li>
Ensure strong employee relations, compliance, and consistent application of HR policies.</li><li>
Champion culture, values, and continuous capability building within HR.</li></ul></div>
Operational Excellence &amp; PMO Leadership<div><ul><li>
Run the CHRO&rsquo;s office with focus, rigor, and follow‑through on top priorities.</li><li>
Oversee HR PMO governance, prioritization, and execution discipline.</li><li>
Partner with Finance and HR Operations on goals, budget, headcount, and reporting.</li><li>
Simplify structures, processes, and governance to improve speed and effectiveness.</li></ul></div>
AI Adoption<div><ul><li>
Advance responsible AI adoption across HR, including governance, ethics, and value realization.</li><li>
Translate AI opportunities into practical use cases that improve talent and HR outcomes.</li><li>
Build AI literacy and adoption across HR in partnership with Digital HR and DTS.</li><li>
Serve as an executive voice for disciplined, value‑driven innovation.</li></ul></div>
Communications &amp; Stakeholder Engagement<ul><li>
Act as a conduit between the CHRO and key internal and external stakeholders, ensuring consistent and timely communication.</li><li>
Partner with Corporate Communications to align HR storytelling and branding with company-wide messaging and strategy.</li><li>
Represent the CHRO and HR function in key meetings as needed, ensuring follow-up and alignment of deliverables.</li></ul>
Leadership &amp; Team Enablement<ul><li>
Build trusted relationships with HREC members and cross-functional partners to foster collaboration, transparency, and accountability.</li><li>
Support the CHRO in driving leadership team effectiveness, including meeting cadence, agenda design, offsites, and follow-through on key decisions.</li><li>
Enable HREC and broader HR team development through engagement activities, change management strategies, and performance enablement.</li><li>
Champion a culture of inclusion, agility, and continuous improvement within the HR organization.</li></ul>
What you will bring:<div><div><ul><li>
15+ years of progressive experience across HR, business operations, strategy, or transformation, leading enterprise‑scale, cross‑functional initiatives.</li><li>
Proven HR Business Partner experience, including senior‑leader advisory and end‑to‑end ownership of the employee lifecycle.</li><li>
Experience operating in enterprise enablement models, including HR COE, Chief of Staff, Business Operations, PMO, or HR Transformation roles, driving execution and governance.</li><li>
Deep functional HR expertise across talent, compensation, employee relations, org design, workforce planning, and change management.</li><li>
Demonstrated people leadership, with success building and developing high‑performing teams in global, matrixed environments.</li><li>
Strong enterprise influence, navigating complexity and partnering effectively with HR, Finance, Legal, Digital, and business leaders.</li><li>
Experience managing budgets, operating plans, and headcount, with strong financial discipline.</li><li>
Bachelor&rsquo;s degree required; Master&rsquo;s preferred.</li><li>
PMP preferred; Agile/Scrum experience a plus.</li></ul></div></div>
Who you are:<div><ul><li>
Strategic Integrator &amp; Advisor: Connects enterprise strategy to execution; anticipates CHRO needs, maintains trust, and aligns AI and HR priorities.</li><li>
Influential Enterprise Leader: Operates with consulting agility; manages complex stakeholders, drives results through others, and works effectively across all levels.</li><li>
Data‑Driven Capability Builder: Leverages analytics and insight to advise on talent and development; coaches HR executives and people leaders with impact.</li><li>
Operational &amp; Compliance Leader: Brings strong portfolio and project discipline while ensuring adherence to HR, enterprise, and legal frameworks.</li><li>
Change‑Ready Communicator: Thrives in ambiguity; delivers clear, tailored messaging and drives momentum through change with digital and AI acumen.</li></ul></div>
We are an equal opportunity employer and value diversity at our company. Ingredion seeks to provide a work environment that is free from harassment and discrimination. We will not tolerate any form of discrimination based on race, color, religion, age, gender, gender identity, gender expression, national origin, ancestry, handicap or disability&mdash;mental or physical&mdash;marital status, sexual orientation, veteran status, disability resulting from military service, or any other classification protected by law (&ldquo;protected classifications&rdquo;). We are committed to establishing and maintaining a work environment where everyone is treated with dignity and respect.
Ingredion provides accommodations to job applicants with disabilities throughout the hiring process. If a job applicant requires an accommodation during the application process or through the selection process, we will work with the applicant to meet the job applicant's accommodation needs.
Ingredion uses AI-enabled tools to support parts of the recruitment process, including resume screening and interview scheduling. These tools help match candidate skills to job requirements and streamline communication. All AI-assisted decisions are reviewed by our Talent Acquisition team to ensure fairness and compliance with applicable laws. By applying, you acknowledge that AI may be used to support your application journey.
Relocation Available:
Yes, Within Country
Pay Range:
$181,400.00-$241,866.67 Annual
This pay range is not a guarantee of compensation or salary. Final base salary will be determined based on several factors which may include but are not limited to responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data and applicable bargaining agreement (if any).
Incentive Compensation:
As a part of the total compensation package, this role may be eligible for the Ingredion Annual Incentive Plan or a role-specific commission/bonus.
Benefits:
Full-time roles are eligible for our comprehensive benefits package which includes medical, dental and vision coverage as well as a 401(k) plan with an competitive company match.</div>

Chief of Staff to the CHRO & HRBP for HR

Human Capital Enterprises

<div>For more information, please visit our Bend-La Pine CHRO Landing Page. (https://humancapitalenterprises.com/job-openings/bend-lapine-chro/)
Bend-La Pine Schools is seeking a strategic and forward-thinking Chief Human Resources Officer to help shape the future of one of Oregon's most dynamic school districts. Located in the heart of Central Oregon, Bend offers an unparalleled lifestyle&mdash;where mountain views, outdoor recreation, and a vibrant community create a place people are proud to live and work. Few opportunities combine the chance to shape districtwide HR systems, partner with a highly collaborative executive leadership team, live in one of the most desirable communities in the Pacific Northwest and make a lasting impact for more than 16,000 students.
Few opportunities combine the chance to shape districtwide HR systems, partner with a highly collaborative executive leadership team, and live in one of the most desirable communities in the Pacific Northwest.
The Chief Human Resources Officer will play a critical leadership role in shaping the systems and strategies that support more than 2,000 employees across our district. Reporting directly to the Superintendent and serving on the Executive Team, the CHRO will guide talent strategy, labor relations, leadership development, and organizational systems and practices that allow our schools and staff to thrive.
This is an especially compelling moment to join Bend-La Pine Schools. The district is continuing to strengthen its HR systems and structures while deepening collaboration across HR, finance, and teaching and learning. Leaders throughout the organization recognize the importance of strong HR systems and are eager for a strategic partner who advance this work and support the district's continued growth.</div>

Chief Human Resources Officer, Bend-La Pine Schools

Caring Health Center

<div><div><div><div><div><div><div><div>Job Category: Executive Position
</div></div><div><div>Requisition Number: CHIEF001129</div></div></div><div><div><div><div> 
</div></div></div></div></div></div></div></div><div><div><div><div><div><div>ing Details</div>
<ul><div><ul><div>ed: March 18, 2026
</div></ul></div>Full-Time
On-site
<div><div><div>Locations</div>
<div>Showing 1 location
</div><div>Springfield, MA 01103, USA 

</div></div></div></ul></div><div><div><div><div>Job Details</div>
</div><div>Description
</div><div><div>General Description:

The Chief Human Resources Officer (CHRO) plays a strategic role in aligning the HR function with the company's overall business goals. The CHRO works closely with other C-suite executives, including the CEO, CFO, CMO, and CEVP, to ensure that the HR strategy aligns with the overall business strategy. The CHRO is responsible for directing all of the people functions of the organization in accordance with the policies and practices of Caring Health Center, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations.

The CHRO is responsible for developing and executing the human resource strategy of the overall strategic plan and strategic direction, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. This position will also be responsible for the strategic human resource planning to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of policies, practices and trends within the industry. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team and Board of Directors.

Reports to: President/CEO

Supervises: Human Resources, Payroll, Credentialing staff

Salary/Status: Exempt

Minimum Requirements:
<div>
<ul><li>Masters' degree or equivalent; or 10 to 15 years of related experience and/or training; or equivalent combination of education and experience.</li></ul>
<ul><li>SHRM-SCP certification or ability to obtain certification within 12 months of hire.</li></ul>
<ul><li>Ability to communicate effectively, both orally and in writing, with a diverse group of employees at all levels and external stakeholders.</li></ul>
<ul><li>Excellent interpersonal and organizational skills are required.</li></ul>
<ul><li>Proficiency in MS Office and Excel</li></ul>
<ul><li>Familiarity with UKG workforce operating platform preferred</li></ul>
<ul><li>Demonstrated knowledge of Federal and state employment law preferred.</li></ul>
</div>
Essential Responsibilities and Duties:
<div>
<ul><li>Establish and implement HR efforts that effectively communicate and support the company's mission and strategic vision.</li></ul>
<ul><li>Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation.</li></ul>
<ul><li>Acts as a resource to the Senior/Executive Management Team on personnel issues.</li></ul>
<ul><li>Works with the organization&rsquo;s Senior/Executive Management Team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company.</li></ul>
<ul><li>Directs the development and delivery of human resource or licensure related employee training programs.</li></ul>
<ul><li>Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of the strategic goals.</li></ul>
<ul><li>Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective.</li></ul>
<ul><li>Administers all CHC benefit programs.</li></ul>
<ul><li>Conduct immediate/ appropriate response to any serious occurrence/complaint representing actual or potential, visitor or employee injury. Monitor and take subsequent actions to ensure learning, compliance and documentation.</li></ul>
<ul><li>Serve as liaison to external regulatory agencies for purposes of patient and physician reporting, event investigation and response.</li></ul>
<ul><li>Stay informed with labor laws to prevent costly penalties, litigation, and reputational damage, as federal, state, and local regulations change frequently.</li></ul>
<ul><li>Remain current with legal and compliant risks related to employment practices and employee relations.</li></ul>
<ul><li>Ensure maximum protection from discovery of all claims/potential claims materials. Coordinate claims investigation and legal defense processes</li></ul>
<ul><li>Acts as a resource for employees on personnel issues.</li></ul>
<ul><li>Play a pivotal role in shaping and maintaining the company culture. This includes promoting diversity and inclusion, ensuring employee engagement, and developing programs that enhance employee satisfaction and productivity.</li></ul>
<ul><li>Develops working relationships with community and governmental agencies and educational institutions.</li></ul>
<ul><li>Embrace technology working with key staff in advancements in HR technology, including the use of HR analytics, AI, and automation to streamline processes and make data-driven decisions.</li></ul>
<ul><li>Participates in Board meeting as requested</li></ul>
<ul><li>Participates as a member of the Senior Management Team.</li></ul>
<ul><li>Performs other related duties as assigned.</li></ul>
</div>
Physical Requirements:
<ul>
<li>Prolonged periods of sitting at a desk and writing on a computer.</li>
<li>Requirements include lifting and carrying objects weighing 5-20 pounds on average.</li>
<li>Frequent standing and walking.</li>
</ul>
Professional Memberships

Current membership and active participation in local and regional human resources professional organizations is encouraged.

Confidentiality

Respect for, and maintenance of applicant and staff confidentiality is required.

This position requires compliance with Caring Health Center&rsquo;s compliance standards, including its Standards of Conduct, Compliance Program, and policies and procedures. Such compliance will be an element considered as part of the Chief Human Resource Officer&rsquo;s regular performance evaluation.

Salary Range: $140,000 to $192,250</div>
</div></div><div><div>Equal Opportunity Employer 
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</div></div></div></div></div></div></div></div>

Chief Human Resources Officer

ICBD

<div>
 
 
 Chief Human Resources Officer - ICBD
 
 
 
 
 Downtown Fort Lauderdale, FL HQ - In-Office
 
 
 
 
 
 
 About ICBD
 
 
 
 ICBD is a robust single-family office focused on private investment and business development, supporting exceptional companies in healthcare, technology, and beyond.
 
 
 We own and operate a growing portfolio of high-performance businesses united by a shared commitment to people, operational excellence, and long-term value creation. But we're not just building businesses&mdash;we're building a legacy of leadership, innovation, and purpose.
 
 
 Joining ICBD means you'll be part of the team behind some of the fastest-growing companies in healthcare, technology, and business services. We are proudly self-funded, committed to sustainable growth, and led by visionary thought leaders&mdash;including our CEO and Founder, the 2024 Ernst &amp; Young U.S. Entrepreneur Of The Year&reg; National Overall Award winner.
 
 
 Our most visible success is ABA Centers, a revolutionary leader in autism care and diagnostics, ranked #5 on the 2024 Inc. 5000 list of fastest-growing private companies in the U.S.
 
 
 The ICBD portfolio includes these dynamic organizations united by strategic vision, operational expertise, and unwavering commitment to excellence:
 
 <ul>
 <li>
 ABA Centers - The leading provider of autism care in the U.S., with 13 regional brands and 70+ operating areas.
 </li>
 <li>
 GateHouse Treatment - A comprehensive network of substance use disorder programs that address the full spectrum of recovery needs from medical treatment to supportive housing and respite services.
 </li>
 <li>
 Marquis MD - A concierge medicine concept redefining healthcare by prioritizing convenience, connection, and care powered by advanced technology.
 </li>
 <li>
 Exact Billing Solutions - Innovative revenue cycle management and advanced billing support systems for healthcare providers.
 </li>
 <li>
 Curative AI - A next-generation platform using AI to disrupt and transform the healthcare system by providing new solutions for revenue cycle management, scheduling, medical documentation, clinical and diagnostic support, and more.
 </li>
 <li>
 The Christopher M. Barnett Family Foundation - The philanthropic heart of ICBD, advancing programs that address autism care, food insecurity, homelessness, women's empowerment, and underserved children.
 </li>
 </ul>
 
 
 
 
 Recognition &amp; Awards
 
 
 
 At ICBD, our commitment to operational excellence, ethical leadership, and transformative care has earned us recognition across industries. Our portfolio companies and leadership team have been honored with multiple awards, including:
 
 <ul>
 <li>
 Inc. 5000 - 5th Fastest-Growing Private Company in America (2024).
 </li>
 <li>
 Financial Times - #1 on "The Americas' Fastest Growing Companies."
 </li>
 <li>
 EY Entrepreneur Of The Year&reg; U.S. Overall.
 </li>
 <li>
 South Florida Business Journal's Top 100 Companies.
 </li>
 <li>
 Florida Trend Magazine's 500 Most Influential Business Leaders.
 </li>
 <li>
 Inc. Best in Business, Health Services.
 </li>
 </ul>
 
 
 About the Role
 
 
 
 ICBD is currently in a transformational growth phase and is hiring a new Chief Human Resources Officer (CHRO) to partner with the CEO and executive leadership team on this journey. Already operating five subsidiaries, the CHRO will define the HR function for Curative AI, a newly created business. This individual will also stand up the people side of Marquee MD, a newly created company, offering concierge medicine.
 
 
 The CHRO will lead the development and implementation of the HR strategy and core practices, for the existing holding organization, consisting of approximately 300 employees today. Given the mission-orientation of the business, this person will build upon the Company's already strong purpose-led foundation. A top initiative for the CHRO will be focusing on the building of cultural incentives for all employees of ICBD, exemplifying the organization's prioritization of philanthropy.
 
 
 This leader will play a key role in ensuring consistent alignment between the organization as well as full time employees of ICBD, including the following functions: talent acquisition, total rewards, human resources, risk, and people management and development.
 
 
 The CHRO will help set the standard for the portfolio's platform of companies, process discipline and shared culture. She/he will deliver an integrated human resources agenda including talent acquisition, culture, engagement, succession, talent development, performance management, diversity, equity and inclusion, total rewards, organizational design, HR operations, as well as HR policy and governance. This leader will build functional capability for the future, creating best-in-class talent processes, HR service delivery and employee experience.
 
 
 
 Key Responsibilities
 
 
 
 &middot;
 
 Business Strategy
 
 : Work closely with the executive team in shaping the strategy and advising on organization design, change management, performance and organizational capabilities.
 
 
 &middot;
 
 Functional Strategy:
 
 Develop and scale the HR function to support transformational growth, effectively aligning resources to deliver on near-term priorities, while building an effective, long-term foundation for core human resources and talent practices that can be scaled and delivered consistently across the business. Anticipate changing market and business conditions and align/shift people strategy and investments appropriately.
 
 
 &middot;
 
 Culture and Employee Experience:
 
 Partner closely with the Executive Team to further shape, cascade and scale a long-held mission to build organizations that will better the patient experience in healthcare. Invest in, measure and evolve employee well-being and the employee value proposition including positive impact on patient experience. Develop a leading employee relations vision and capability.
 
 
 &middot;
 
 C-Suite Effectiveness:
 
 Function as a business advisor and coach to the CEO and Executive Team regarding key organizational, talent and business issues. Sets the example for cross-functional collaboration and teaming. Delivers expert Executive Talent, C-level Succession Planning and Executive Compensation advice and materials.
 
 
 &middot;
 
 Talent Management:
 
 Design and deliver next-generation talent management processes. Scale and refine a highly effective recruitment capability. Invest in career development, aligning meaningful career ladders, mobility and development deeper into the organization. Implement succession planning, leadership development, and performance management.
 
 
 &middot;
 
 Process and Data:
 
 Develop process rigor and measurement capability. Align priorities to business needs and desired impact.
 
 
 &middot;
 
 DEI:
 
 Imbed DEI best practices in the company's culture, strategy and processes. Have a view on the external market including best-in-class strategies.
 
 
 &middot;
 
 People Leadership:
 
 Provide overall leadership on all HR and talent-related matters. Lead and manage a highly impactful and results-oriented HR team. Set enterprise-level service thinking and deep process discipline as a core operating standard for HR and for the rest of the organization.
 
 
 &middot;
 
 Total Rewards:
 
 Provide leadership on total rewards design that aligns with the growth strategy. Establish appropriate and market-savvy incentives to attract, reward and retain outstanding performers. Align compensation and benefits practices across the organization, delivering a more consistent employee value proposition and align performance and reward expectations.
 
 
 &middot;
 
 Corporate Accountability:
 
 Maintain awareness on government influences on management, policies, processes and practices, and work to ensure that the Company follows all applicable laws and regulations concerning employment practices, employee health and safety, as well as employee and labor relations.
 
 
 &middot;
 
 Communication:
 
 Serve as a spokesperson for the company on human resource issues, demonstrating sophistication in dealing with both internal and external stakeholders. Function as both a Company and employee advocate, staying close to the employee base while keeping the best interests of the Company in mind.
 
 
 
 Requirements
 
 
 
 The ideal candidate will have the capacity to easily shift between strategy and action. This leader must have proven capability to design and deliver a next-generation people and talent agenda across a fast growing, geographically dispersed portfolio. In addition to a strong foundation in human resources, the CHRO will have a passion for delivering and scaling a highly mission-driven culture that is embedded across each of ICBD's portfolio companies.
 
 
 The successful candidate will possess the following key personal and professional characteristics:
 
 
 &middot; Has experience and is passionate about organizations in a phase of intense growth and transformation.
 
 
 &middot; Has a vision for achieving best-in-class solutions but is also capable of handling fast-paced day-to-day change.
 
 
 &middot; Prior experience with a distributed workforce across multiple organizations or portfolios.
 
 
 &middot; Focused on talent management and building talent practices that align employee performance with purpose. Has been highly successful in delivering talent acquisition and learning and development at scale.
 
 
 &middot; Experience with workforce planning and analytics and can deliver meaningful and actionable insights to the business regarding strategic staffing requirements as well as employee engagement, quality of hire, retention, etc.
 
 
 &middot; Has delivered meaningful advancement with employee experience, employee well-being and engagement.
 
 
 &middot; Experience overseeing the employee lifecycle (onboarding to offboarding); ensuring all systems and services supporting this provide a superior level of employee experience.
 
 
 
 Education:
 
 An undergraduate degree is required, and an advanced degree is preferred.
 
 
 
 
 
 At ICBD, we believe leadership, innovation, and purpose go hand in hand. Be part of a team where your work drives lasting impact and your career reaches new heights.
 
 
 
 
 
 
 ICBD participates in the U.S. Department of Homeland Security E-Verify program.
 
 
 
 
</div>

Magnet

<div>
 
 
 Employer Overview
 
 
 
 A leading Construction and Real Estate development company with a strong legacy spanning more than two decades, operating across prime locations in West Cairo, East Cairo, and the North Coast. The organization is recognized for delivering award-winning residential, commercial, retail, and mixed-use developments, creating integrated communities that serve tens of thousands of residents. It is publicly listed and operates under robust corporate governance standards, with a strong focus on sustainability, quality, and long-term value creation.
 
 
 
 
 
 
 Job Summary
 
 
 
 The
 
 Chief Human Resources Officer (CHRO)
 
 will lead the company&rsquo;s people strategy, culture, and organizational effectiveness agenda. The role partners closely with the CEO and executive leadership to drive talent, performance, and workforce strategies that support business growth and operational excellence.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Develop and execute a comprehensive HR strategy aligned with the company&rsquo;s business objectives and growth plans.
 </li>
 <li>
 Act as a strategic partner to the CEO and executive leadership on organizational design, workforce planning, and talent strategy.
 </li>
 <li>
 Lead talent acquisition, succession planning, leadership development, and employer branding initiatives.
 </li>
 <li>
 Oversee performance management, compensation, benefits, and rewards frameworks.
 </li>
 <li>
 Drive culture, engagement, and change management initiatives across the organization.
 </li>
 <li>
 Ensure compliance with labor laws, governance standards, and HR policies.
 </li>
 <li>
 Lead HR transformation, digitalization, and HR systems implementation.
 </li>
 <li>
 Manage employee relations, organizational risk, and workforce sustainability.
 </li>
 <li>
 Build and lead a high-performing HR leadership team.
 </li>
 <li>
 Provide regular people analytics, insights, and recommendations to executive management and the Board.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 MBA or a Master&rsquo;s degree in HR Management.
 </li>
 <li>
 Professional HR certifications (e.g., SHRM-SCP, SPHR, CIPD).
 </li>
 <li>
 Minimum of 15&ndash;20 years of progressive HR experience.
 </li>
 <li>
 Proven experience as a CHRO, HR Director, or equivalent senior leadership role.
 </li>
 <li>
 Strong background in large organizations, in real estate, construction, or project-based industries.
 </li>
 <li>
 Experience working within listed companies or organizations with strong governance frameworks is highly desirable.
 </li>
 <li>
 Strategic thinking and strong business acumen.
 </li>
 <li>
 High integrity, professionalism, and confidentiality.
 </li>
 <li>
 Influential leadership and strong stakeholder management skills.
 </li>
 <li>
 Change leadership and resilience in complex environments.
 </li>
 <li>
 Excellent communication and decision-making abilities.
 </li>
 <li>
 HR strategy and workforce planning.
 </li>
 <li>
 Talent management and succession planning.
 </li>
 <li>
 Organizational design and development.
 </li>
 <li>
 Performance management and rewards.
 </li>
 <li>
 Labor law compliance and employee relations.
 </li>
 <li>
 Change management and HR transformation.
 </li>
 <li>
 People analytics and HR governance.
 </li>
 <li>
 Advanced proficiency in HRIS and people analytics tools.
 </li>
 <li>
 Strong command of Microsoft Office (Excel, PowerPoint).
 </li>
 <li>
 Ability to influence Board and executive-level decisions.
 </li>
 <li>
 Strong judgment in sensitive and complex HR matters.
 </li>
 <li>
 Ability to translate people data into strategic business actions.
 </li>
 </ul>
</div>

ATG - The Human Intelligence

<div>
 
 
 Job&nbsp;&nbsp;Summary:
 
 
 
 The Chief Human Resource 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 succession planning, talent management, change management, organizational and performance management, training and development, and compensation.&nbsp;The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team, shareholders and the board of directors.
 
 
 
 
 
 
 
 Supervisory Responsibilities:
 
 
 
 <ul>
 <li>
 This position is directly responsible for leading managers of the division and indirectly responsible for all employees within the division.
 </li>
 </ul>
 
 
 
 
 
 
 &nbsp;Duties/Responsibilities:
 
 
 
 <ul>
 <li>
 Establish and implement HR efforts that effectively communicate and support the company's mission and strategic vision.
 </li>
 <li>
 Develop HR plans and strategies to support the achievement of the overall business operations objectives.
 </li>
 <li>
 Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues.
 </li>
 <li>
 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.&nbsp;
 </li>
 <li>
 Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.
 </li>
 <li>
 Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective.
 </li>
 <li>
 Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally.&nbsp;
 </li>
 </ul>
 
 
 
 
 
 
 Required Skills/Abilities:
 
 
 
 <ul>
 <li>
 Excellent verbal and written communication skills.
 </li>
 <li>
 Excellent interpersonal and conflict resolution skills.
 </li>
 <li>
 Excellent organizational skills and attention to detail.
 </li>
 <li>
 Strong analytical and problem-solving skills.
 </li>
 <li>
 Strong supervisory and leadership skills.
 </li>
 <li>
 Thorough knowledge of employment-related laws and regulations.
 </li>
 <li>
 Knowledge of and experience with varied human resource information systems.
 </li>
 <li>
 Proficient with Microsoft Office Suite or related software.
 </li>
 </ul>
 
 
 
 
 
 
 Education and Experience:
 
 
 
 <ul>
 <li>
 A BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred.
 </li>
 <li>
 A minimum of 15 years of HR experience, with at least five years of executive HR experience and at least five years of international HR experience.
 </li>
 <li>
 SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP)&nbsp;certification preferred.
 </li>
 </ul>
 
 &nbsp;
 
 
 
 
 Physical Requirements:
 
 
 
 <ul>
 <li>
 Prolonged periods of sitting at a desk and working on a computer.
 </li>
 <li>
 Must be able to lift up to 15 pounds at times.&nbsp;
 </li>
 </ul>
 
 
 
</div>

Chief Human Resources Officer -Dubai

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