PRIMARY JOB FUNCTION(S):- Serve as a member of the Senior Leadership Team and advise the Chief Administrative Officer, Chief Executive Officer, and other senior leaders on workforce strategy, organizational effectiveness, culture, talent, and human capital risk.
- Develop and lead an enterprise human resources strategy aligned with Chimes' mission, strategic plan, growth objectives, and operational priorities across affiliates, programs, and shared services.
- Establish HR governance, priorities, performance expectations, key performance indicators, and accountability measures; evaluate organizational and HR performance and recommend actions based on workforce data and trends.
- Lead enterprise workforce planning, organizational design, succession planning, leadership development, talent management, and strategies to strengthen the leadership pipeline and organizational capability.
- Provide executive leadership for culture, employee engagement, organizational change, and enterprise initiatives that strengthen Chimes as an employer of choice.
- Oversee the development of enterprise compensation, benefits, performance management, recruiting, retention, and employee relations strategies, ensuring programs remain competitive, sustainable, equitable, and aligned with organizational objectives.
- Provide leadership and oversight to the Vice President of Human Resources and designated HR leaders/functions; establish clear roles, decision rights, service expectations, and accountability across the HR organization.
- Serve as the senior HR escalation point for significant or high-risk workforce matters, including complex employee relations, executive-level matters, organizational restructuring, and issues with enterprise, legal, financial, or reputational implications.
- Partner with Legal, Compliance, Finance, Operations, and other leaders to identify and mitigate employment, workforce, regulatory, and organizational risks and ensure consistent application of HR policies and practices.
- Lead the HR components of affiliations, acquisitions, and other strategic growth initiatives, including due diligence, workforce assessment, organizational design, leadership and staffing evaluation, compensation and benefits analysis, employee transition planning, and post-affiliation HR integration.
- Develop and oversee the Human Resources operating model and budget, including staffing, technology, external resources, and investments required to support current operations and future growth.
- Ensure HR policies, practices, systems, and programs comply with applicable employment laws and regulatory requirements and are implemented consistently across Chimes.
- Maintain current knowledge of employment law, workforce trends, human resources practices, and emerging technologies; translate relevant developments into enterprise strategy and action.
SECONDARY FUNCTION(S):- Represent Chimes in appropriate professional, community, and industry forums and maintain external relationships that strengthen HR capabilities and organizational reputation.
- Participate in professional development and networking activities that support continued executive and functional leadership growth.
- Perform other duties as assigned.
REPORTING STRUCTUREReports to: Chief Administrative Officer
Supervises: Vice President of Human Resources and designated HR Directors, Managers, and support staff
REQUIREMENTS:Minimum Experience and/or Education:- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; master's degree, MBA, or law degree highly preferred.
- At least fifteen years of progressively responsible human resources experience required, including significant senior HR leadership experience in a complex, multi-site or multi-entity organization.
- Demonstrated experience leading enterprise workforce strategy, organizational change, talent management, and HR operations; experience supporting mergers, acquisitions, affiliations, or significant organizational integrations strongly preferred.
- SPHR and/or SHRM-SCP strongly preferred.
Qualifications:- Executive-level leadership, judgment, communication, and relationship-building skills
- Ability to operate strategically while translating enterprise priorities into measurable HR outcomes
- Strong organizational design, workforce planning, succession planning, and talent management capabilities
- Demonstrated ability to lead through organizational growth, integration, and change
- Strong business and financial acumen with the ability to connect workforce decisions to organizational performance
- Advanced analytical and problem-solving skills, including the use of workforce data and key performance indicators
- Expert knowledge of employment-related laws, regulations, HR governance, and human capital risk
- Ability to advise and influence senior executives while maintaining sound judgment, discretion, and confidentiality
- Demonstrated ability to build, structure, and lead a high-performing HR leadership team
- Knowledge of HR technology, HRIS platforms, data analytics, and emerging technologies affecting the workforce
Clearances:NOTE: At the discretion of the Chief Administrative Officer, additional related experience and/or education may be substituted in lieu of the requirements specified under Minimum Experience and/or Education.
