Chief Human Resource Officer

Job Overview

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 employee relations, succession planning, talent management, change management, organizational and performance management, training and development, benefits, compensation, workers compensation, and safety. The CHRO provides strategic leadership by articulating HR needs and plans to the Senior Leadership Team, appropriate stakeholders, and the board of directors.

Job Responsibilities

• Promotes and models the organizations Core Values.
• Designs and implements a human resource planning process and system, including Standard Operating Procedures.
• Expands and professionalizes the training and development program.
• Manages and evaluates the compensation practices and performance measurement criteria.
• Establishes on-going programs focused on optimizing internal communication with employees.
• Implements a computerized human resource information system, which integrates with the information requirements of all human resource functions.
• Directs and supervises the day-to-day operations of Human Resources and evaluates outcomes of existing services.
• Directs and supervises the day-to-day operations of Safety and Risk Management under OSHA and workers compensation laws and regulations, and ensures regulatory compliance.
• Establishes and implements HR efforts that effectively communicate and support the organization's mission, strategic vision, and achievement of the overall business operations objectives.
• Functions as a strategic business advisor to the executive/senior management of each program or specialty group regarding key organizational and management issues.
• Works with the organization's C-Suite and Senior Leadership Team to establish a sound plan of management succession that corresponds to the strategy and objectives of the organization.
• Develops comprehensive strategic recruiting and retention plans to meet the human capital needs of the organization.
• Develops and implements comprehensive benefit plans with the National office and other chapters that are competitive and cost-effective for the organization.
• Provides overall leadership and guidance to the HR function by overseeing employee relations, talent acquisition, career development, succession planning, retention, training, leadership development, compensation, benefits across the organization, and safety and risk management.
• Performs other duties as assigned.

Competencies

• HR Expertise
• Excellent Communication Skills
• Business Acumen
• Ethical Practice
• Relationship Management
• Leadership & Navigation
• Global & Cultural Awareness
• Consultation

Education

Required:

• BA/BS in human resources, business, psychology, communications, or related field.

Certification

Required:

• PHR/SPHR or SHRM-CP/SHRM-SCP

Work Experience

Required:

• Minimum ten (10) years human resources experience with at least five (5) years experience at supervisor-level or above.

Additional Skills Required

• Thorough knowledge of employment-related laws and regulations.
• Knowledge of and experience with varied human resource information systems.
• Excellent interpersonal and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Ability to bring a consultative approach to the human resource function leading to the creation of flexible programs in a diverse and changing partnership environment.
• Strong communication skillsboth written and verbal.
• Demonstrated ability to be an agent of change and have succeeded in implementing the innovation and installation of responsive and forward-looking human resource policies.
• Ability to be responsive to the needs of the organization.
• Demonstrated success in handling confidential information.
• Ability to foster a workable, effective, and productive relationship with other staff, executives, volunteers, corporate and community executives and staff.
• Proficiency in HRIS systems, MS Office (with expertise in Microsoft Outlook, Word, PowerPoint, and Excel), and Adobe Acrobat.
• Must be able to work on flexible schedule.
• Must have dependable transportation, valid drivers license, a clean driving record, (subject to annual MVR check and policy), current auto liability insurance, and be bondable by AVANCE, San Antonio, Inc.

Disclaimer(s)

This is not necessarily an all-inclusive list of job-related responsibilities, duties, skills, efforts, requirements or working conditions. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed as assigned. Nothing in this job description forms or is intended to form a contract of employment. Neither shall the content in this job description be interpreted to conflict with or to eliminate or modify in any way, the at will employment status of AVANCE San Antonio employees. Employment remains on an at-will basis.

Travel

0-10% annually on average, mostly local.

Equipment

Computer, computer software programs and peripherals, resource materials and equipment, copier, fax, and other equipment applicable to the position.

Working Conditions

Mental and Physical Demands

Maintain emotional control under stress; work with interruptions and deadlines; walking, standing, stooping, bending, pulling, and pushing, use hands to finger, handle or feel; reach with hands and arms; occasional: lifting/carrying, pulling/pushing 10-30 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Environmental Factors

ADA/ADAAA Statement

AVANCE is committed to equal opportunity in employment for persons with disabilities and complies with the Americans with Disabilities Act of 1990 (ADA), as amended, and any other applicable state and federal laws. Accordingly, AVANCE does not discriminate against qualified individuals with disabilities regarding application, hiring, advancement, discharge, compensation, training or other terms, conditions, and privileges of employment. Moreover, it is AVANCEs policy to provide reasonable accommodations in employment to qualified individuals with disabilities so that they can perform the essential functions of the job, unless the accommodation would impose an undue hardship on the operation of AVANCEs business or would change the essential functions of the position. Retaliation against an individual with a disability for utilizing this policy or seeking a reasonable accommodation is prohibited. Individuals with any questions or requests for accommodation should contact the Human Resources Department.

EEO/AAP Statement

AVANCE values diversity and is committed to providing equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, gender identity or expression, age, sexual orientation, genetic information, national origin, disability, veteran status, or any other characteristic protected by state, federal, or local law. It is also our goal to employ and advance in employment women, minorities, individuals with disabilities and protected veterans, and to treat qualified individuals without discrimination based on their physical or mental disability or veteran status.