Chief People Officer

POSITION SUMMARY

The Chief People Officer is responsible for overseeing all aspects of human resources. As a member of the executive leadership team, this position partners closely with executives and department leaders to align people strategies with organizational goals, foster a mission-driven and inclusive culture, and ensure legal compliance and operational excellence across the employee lifecycle.

EXPECTATIONS

Every Adelante Leader will strive to maximize the performance and contribution of each team member to Adelante Healthcare and the community that we serve every day.   Leaders will set clear performance expectations, provide on-going feedback and coaching to improve results and outcomes and provide regular performance evaluations.  Leaders are also expected to work in a manner that demonstrates a commitment to quality, patient safety, employee engagement, innovation, and model for all other employees the highest standards of personal integrity, professionalism, and competence.

OUR CORE VALUES 

• Inclusion 

• Nurture  

• Service 

• Purposeful  

• Integrity 

• Resilient 

• Engaged 

POSITION RESPONSIBILITIES/ESSENTIAL:

1. Shape and Drive Organizational People Strategy

• Develop and lead the organization’s comprehensive people strategy, ensuring full alignment with organizational strategy, mission, and values.
• Partner with the CEO and executive leadership team to define workforce priorities, organizational design, and leadership development initiatives that position the organization for future success.
• Serve as the top HR strategist and advisor to the Board of Directors and executives, providing insights on emerging workforce trends, compliance risks, organizational health, and culture.
• Champion enterprise-wide talent strategies, succession planning, and change initiatives to drive engagement, retention, and a high-performance culture.

1. Lead and Develop the People Services Department

• Supervise and support a multidisciplinary Human Resources team, providing direct oversight to managers and indirect guidance to their teams.
• Ensure coordination, clarity, and collaboration across all department functions, avoiding duplication and promoting shared accountability.
• Foster a strong, inclusive team culture and develop team members through coaching, mentorship, and role clarity.
• Set clear performance expectations, provide on-going feedback to improve results and outcomes and provide regular performance evaluations. 
• Execute hiring, promotion, and corrective actions and terminations as final authority.

1. Oversee People Strategies Across the Employee Lifecycle

• Provide vision, leadership, and direction for the development and execution of consistent, scalable workflows for recruitment, onboarding, performance management, offboarding, and employee development aligned with organizational strategy.
• Ensure the HR team delivers high-quality, timely, and compliant support to all sites while maintaining standardization and alignment with organizational policies.
• Act as the internal expert on people processes, reviewing outcomes and providing guidance to ensure continuous improvement and responsiveness to organizational needs.
• Partner with executive leadership to anticipate workforce needs, implement innovative talent strategies, and drive organization-wide initiatives that improve employee experience and retention.
• Champion continuous improvement and organizational effectiveness, using workforce analytics and industry trends to guide strategic recommendations.

1. Provide Strategic Leadership for Employee Relations and Organizational Culture

• Establish the vision, strategy, and philosophy for employee relations across the organization, ensuring alignment with organizational values and long-term goals.
• Serve as a trusted advisor to the CEO, executive leadership team, and board on high-impact employee relations issues, organizational health, and culture.
• Oversee and guide senior HR leaders in managing performance management, conflict resolution, and complex employee matters, ensuring a consistent and values-driven approach.
• Ensure that organizational policies, practices, and leadership behaviors promote fairness, accountability, and a positive employee experience, while mitigating risk and maintaining compliance.

1. Lead Benefits Strategy and Oversight

• Set the strategic direction for the organization’s benefits programs to ensure they support employee well-being, retention, and organizational competitiveness.
• Partner with the CEO, CFO, and board (as appropriate) to evaluate, design, and approve benefits strategies that align with long-term organizational goals and financial sustainability.
• Build and maintain high-level vendor relationships, leading negotiations and ensuring optimal value and service delivery.
• Oversee people services team to ensure effective benefits communication, accessibility, and equity across all employee groups.

1. Lead Compensation Strategy and Oversight

• Set the overarching compensation philosophy and strategy, ensuring alignment with organizational goals, financial sustainability, and talent retention objectives.
• Provide strategic oversight and mentorship to the Compensation Manager and HR leaders, ensuring compensation practices are competitive, equitable, and future-focused.
• Collaborate with the CEO, CFO, and board (as appropriate) on executive pay, enterprise-wide wage structures, and strategic compensation initiatives.
• Use data, trends, and analytics to drive high-level recommendations, ensuring the compensation strategy aligns with organizational values and industry benchmarks.

1. Lead Learning and Development Strategy

• Define the organization’s overarching L&D strategy, ensuring alignment with long-term workforce planning, leadership development, and talent retention goals.
• Provide strategic oversight and mentorship to the Learning & Development Manager and team, ensuring programs build organizational capacity and foster a culture of continuous learning.
• Collaborate with the CEO, executive leadership, and board committees (as applicable) to prioritize enterprise-wide development initiatives, including succession planning and executive coaching.
• Leverage analytics, trends, and best practices to recommend innovative learning approaches that support organizational growth and transformation.

1. Lead HR Technology Strategy

• Set the strategic direction for HR technology platforms, ensuring systems align with organizational needs, scalability, and long-term workforce strategies.
• Partner with IT, Finance, and executive leadership to evaluate, select, and implement enterprise-level HR technology solutions.
• Provide strategic oversight for HRIS governance, ensuring data integrity, robust reporting, and analytics that inform executive decision-making.
• Champion system optimization and digital innovation to enhance employee experience, manager self-service, and data-driven workforce planning.

1. Lead HR Compliance and Risk Strategy

• Set the strategic direction for HR compliance, ensuring enterprise-wide adherence to employment laws, regulations, and industry best practices.
• Partner with the CEO, CFO, and legal counsel to identify and manage organizational risk related to employment practices, benefits, and workforce policies.
• Provide high-level oversight of HR policies, ensuring they reflect evolving legal requirements and support a culture of fairness and accountability.
• Advise the executive team and board on emerging compliance risks, recommending proactive measures to protect the organization’s interests.

1. Develop and Manage RFPs and Vendor Relationships

• Lead the development and administration of Requests for Proposals (RFPs) to identify and secure qualified contractors, consultants, and service providers.
• Evaluate proposals, negotiate contracts, and recommend vendor selections to senior leadership based on quality, cost, and organizational fit.
• Oversee contractor performance, ensuring deliverables meet agreed-upon standards, timelines, and budgets.
• Maintain strong vendor relationships, resolving issues as they arise and conducting periodic reviews to assess ongoing value and alignment with organizational needs.

1. Additional Duties and Responsibilities

• Other duties as requested or assigned

ESSENTIAL SKILLS AND EXPERIENCE:

• Education: Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field is required.
• Human Resources Expertise: Deep and broad knowledge of core HR functions, including employee relations, compliance with employment law, benefits (including self-funded plans), recruitment, performance management, and compensation. Possesses an understanding of the profession at a level that allows the employee to select methods for others to use (from those already in existence in the profession).
• Healthcare Industry Knowledge: Understanding of healthcare environments, particularly outpatient care. Experience with provider relations, clinical staffing, and provider employment contracts.
• Leadership and Team Management: Ability to lead a large, multidisciplinary, multi-leveled HR team. Demonstrated experience improving service delivery and supporting geographically dispersed teams.
• Strategic Thinking: Ability to align HR practices with organizational strategy and participate as a member of the executive leadership team. Demonstrated success in leading organizational initiatives, managing risk, improving trust, and contributing to overall enterprise effectiveness.
• Problem Solving: Able to devise effective solutions to situations encountered which include not just the specific issues related to Human Resources, but the general concerns of the organization. 
• Conflict Resolution: Resolves conflicts that may arise because of disagreements between employees, other legal entities, or governmental authorities.
• HR Technology & Systems: Experience leading or supporting the utilization of HRIS systems with a focus on streamlining workflows, improving data integrity, and leveraging technology for people analytics.
• Risk and Compliance: Strong understanding of risk management in a healthcare or highly regulated setting.
• Cultural Competency and Mission Alignment: Ability to work effectively with people from diverse socioeconomic, cultural, and professional backgrounds. Deep commitment to equity and the organization’s mission. Experience working in values-driven or community-based organizations.
• Emotional Intelligence: High emotional intelligence, with the ability to navigate complex interpersonal dynamics, manage conflict, and build trust at all levels of the organization.
• Communication: Excellent verbal and written communication skills, with the ability to deliver clear guidance. Able to effectively communicate opinions drawn from conclusions using inference and logic. 
• Coaching and Development: Ability to support, coach, and develop leaders and staff across the organization. Skilled at fostering accountability while honoring individual dignity and supporting growth.
• Judgment and Impartiality: Ability to apply fairness, objectivity, and integrity to work. Able to balance advocacy for both employees and the organization. Able to make difficult decisions with clarity and compassion.
• Change Management and Adaptability: Demonstrated success leading change in complex environments. Comfortable navigating ambiguity and shifting priorities, and helping others do the same.
• Driving: Evidence of valid Arizona driver’s license and current auto insurance.
• Background Clearance: Arizona Department of Public Safety Level 1 Fingerprint Clearance card or ability to obtain within 30 days of employment.

NONESSENTIAL SKILLS AND EXPERIENCE:

• Demonstrated experience as an Advocate for Health Care or Human Rights
• Fluency in a language in addition to English (Spanish preferred)

REQUIRED CERTIFICATIONS:

Certified as a Senior Professional in Human Resources (SPHR) by the HR Certification Institute (HCRI) and/or Society for Human Resource Management Certified Senior Professional (SHRM-SCP).

PCMH

All employees are responsible for promoting and participating in interdisciplinary communication and collaboration to enhance the delivery of quality across the health care system. Employees should maintain an environment which supports and engages patients and co-workers in a caring team-based model to promote wellness and improve health outcomes.

Adherence to Compliance and Code of Conduct

All employees are required to comply with Adelante Healthcare’s written standards, including its Compliance Program and Standards of Conduct, policies and procedures and reporting of any conduct that potentially violates Adelante’s legal or compliance requirements. Such compliance will be an element considered as part of the regular performance evaluation.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical demands: While performing the duties of this job, the employee may be required to sit for long periods of time, is required to stand, walk, use hands to handle or feel objects, tools or controls; reach with hands and arms; climb steps/stairs; balance; stoop, kneel, crouch or crawl; talk or hear; smell; manage stress as it relates to essential job functions.  The employee must frequently lift and/or move up to 25 pounds without assistance and may occasionally be required to lift or move up to 50 pounds with assistance.  Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Work environment:   While performing the duties of this job, the employee is exposed to weather conditions prevalent at the time when traveling to various clinic sites.  The noise level in the work environment is usually moderate. The employee may be subject to health hazards (contagious diseases, blood borne pathogens, etc.) when working in the clinic area.