4,204 Chief Human Resources Officer jobs in the United States
Chief Human Resources Officer
Posted today
Job Viewed
Job Description
Company Overview
Our client is a premier home healthcare provider in Brooklyn, NY, dedicated to delivering compassionate, high-quality care to patients in the comfort of their homes. With a workforce of over 6,500 employees, our client has built a reputation for excellence, innovation, and commitment to patient well-being. As the organization continues to grow and evolve, it is seeking a dynamic and strategic Chief Human Resources Officer (CHRO) to lead the people strategy and drive organizational success.
Position Overview
The CHRO is a key member of the executive leadership team, responsible for developing and executing a comprehensive human resources strategy that supports the company’s mission, values, and growth objectives. The role oversees all aspects of human resources, including talent acquisition, employee engagement, retention, leadership development, performance management, compensation and benefits, compliance, and organizational culture.
Location: Brooklyn, NY
Schedule: Onsite
Employment Type: Full Time
Salary: $200,000-$350,000 USD/Annually
Key Responsibilities
- Develop and execute HR strategies aligned with business goals to drive growth, employee satisfaction, and workforce planning.
- Serve as a trusted advisor to the CEO and leadership team, providing HR insights, solutions, and guidance on strategic initiatives.
- Lead talent acquisition efforts to attract top-tier talent and implement retention strategies to reduce turnover and drive engagement.
- Promote an inclusive culture that reflects the company’s values, enhances employee well-being, and fosters a positive work environment.
- Oversee employee relations, conflict resolution, and engagement programs to ensure a respectful, productive, and motivated workforce.
- Implement learning and development initiatives including leadership development, compliance training, and professional growth opportunities.
- Manage competitive compensation and benefits programs aligned with industry benchmarks and employee needs.
- Ensure HR compliance with federal, state, and local laws while mitigating organizational risk and addressing legal issues.
- Optimize HR operations and systems for efficiency, scalability, and a seamless employee experience.
- Leverage HR technology and metrics to drive data-driven decisions, monitor performance, and support organizational goals.
Qualifications
- Minimum of 5-10 years of progressive HR leadership experience, with at least 2 years in an executive role.
- Experience in the healthcare industry or large-scale service organizations is strongly preferred.
- Master’s Degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. HR certifications (e.g., SHRM-SCP, SPHR) are a plus.
- Proven ability to align HR strategies with business goals in a large, complex organization.
- Exceptional leadership, communication, and interpersonal skills.
- Expertise in talent management, organizational development, and employee relations.
- Strong analytical and problem-solving abilities, with a data-driven approach to decision-making.
- Proficiency in HR technology platforms and systems.
Compensation
The published salary range is used as a guide to provide prospective candidates with a level of compensation that is competitive with today’s market. The salary range for this position is a good faith estimate that allows for flexibility to align with various levels of experience, education, and performance.
EEO Statement
Topaz HR is an Equal Opportunity Employer, and we do not discriminate on the basis of race, color, religion, gender, national origin, age, disability, or any other status protected by applicable law. We value and are committed to creating an inclusive environment for all employees.
Please Note: Topaz HR is conducting this search on behalf of one of our clients. The employer's name will be disclosed during the interview process and all hiring decisions will be made directly by the client.
Chief Human Resources Officer
Posted today
Job Viewed
Job Description
Client: Major New York Contractor
Location: Long Island City, NY
In Office 5 days a week
Key Responsibilities:
Human Resources Management
Oversee the recruitment and onboarding processes to attract and retain top talent, working collaboratively with department heads and Business Development teams.
Develop and implement HR policies from scratch, procedures, and best practices to ensure compliance and promote a positive employee experience.
Manage benefits programs, including health insurance, retirement plans, and wellness initiatives, ensuring competitive offerings and cost-effectiveness.
Serve as a strategic business partner to leadership, providing HR expertise to align with organizational goals.
Oversee performance management processes to foster continuous feedback, growth, and development.
Learning & Development
Design and deliver tailored training programs for various roles, including project managers, estimators, and field personnel.
Collaborate with department leaders to identify skill gaps and create customized learning solutions.
Implement a robust performance management system to support employee growth and development.
Employee Engagement & Culture
Foster a positive, inclusive, and engaging workplace culture through employee recognition programs, team-building activities, and wellness initiatives.
Promote holistic employee well-being by offering resources and support for physical, mental, and emotional health.
Compliance & Data Analysis
Ensure compliance with all relevant employment laws and regulations.
Analyze HR and benefits data to monitor program effectiveness and provide recommendations for improvements.
Vendor & Benefits Administration
Manage relationships with benefits providers, negotiate contracts, and evaluate service quality.
Communicate benefits offerings and updates effectively to employees.
Education:
Bachelor’s degree in human resources, Business Administration, or a related field. SHRM, HRCI, or CEBS certifications are a plus.
Experience:
15+ years of progressive HR experience, preferably in construction or a related industry but not a prerequisite.
Demonstrated experience in developing and implementing learning and development programs.
Strong benefits administration experience, including compliance knowledge.
Skills:
Excellent communication and interpersonal skills, with the ability to interact effectively across all levels of the organization.
Proficient in HR systems, data analysis, and Microsoft Office Suite.
Strong knowledge of employment laws, regulations, and HR best practices.
Chief Human Resources Officer
Posted 7 days ago
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Job Description
Chief Human Resources Officer, MercyOne
Posted 1 day ago
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Job Description
Full time
**Shift:**
**Description:**
**ABOUT US**
MercyOne is a connected system of health care facilities and services dedicated to helping people and communities live their best lives. The system's more than 230 clinics, 20+ medical centers, and care locations are located throughout the state of Iowa and beyond. MercyOne also has 24+ hospitals as affiliate partners. Today, the nonprofit health system generates more than $3.4 billion in combined revenue and employs more than 22,000 colleagues. Headquartered in central Iowa, MercyOne is a member of Trinity Health (based in Livonia, Michigan) - one of the largest not-for-profit Catholic health care systems in the nation.
**Promise Statement**
We Listen. We Partner. We Make it Easy.
**Our Actions**
+ Listen to understand.
+ Learn continuously.
+ Keep it simple.
+ Create solutions.
+ Deliver outstanding service.
+ Own and speak up for safety.
+ Expect, embrace and initiate change.
+ Demonstrate exceptional teamwork.
+ Trust and assume goodness of intentions.
+ Hold myself and others accountable for results.
+ Communicate directly with respect and honesty.
+ Serve every person with empathy, dignity and compassion.
+ Champion diversity, equity and inclusion.
Learn more at MercyOne.org ( and Trinity-health.org ( PURPOSE**
Responsible for Strategic and Operational leadership of Human Resources in a designated region, reporting to the SVP Service Area Chief Human Resources Officer, and serving as a member of the Regional Leadership Team. Strategically aligns HR programs, services and initiatives to support the region and the entire health system. Participates with the Regional CEO, Regional Leaders, CHROs and System Office HR Leaders to develop annual regional strategy, workforce plan, and the necessary HR service strategy; ensures HR programs, services and initiatives are appropriately aligned with health system objectives throughout the entire region. Oversees operational aspects of HR service delivery in the region.
The Chief Human Resources Officer will be based out of MercyOne's Regional Health Ministry (RHM) office in Des Moines, IA.
**ESSENTIAL FUNCTIONS**
1) Knows, understands, incorporates, and demonstrates the Trinity Health Mission, Vision, and Values in behaviors, practices, and decisions.
2) Works with Regional CEO/Business Unit Leaders to develop a regional HR strategic plan and supporting service strategy, ensuring CHRO alignment with health system objectives throughout the region. Collaborates with system HR leaders to develop related action plan(s).
3) Leads team of CHROs in the delivery of HR services to respective region. Provides leadership, direction and management oversight to and ensures collaboration among CHROs:
+ Manages CHROs within assigned region.
+ Provides management oversight and support to the HR team.
+ Provides mentoring, coaching, performance assessment and feedback.
+ Advises on professional development and quality performance.
+ Provides informal coaching, mentoring or guidance to other local HR team members.
4) Works with HR Leaders to ensure accountability of services and support from System Office-managed HR specialty areas (i.e., recruiting, employee & labor relations, compensation & benefits etc.) for regionalized implementation and Associate Resource Service Center to support the region.
5) Works with System Office HR leaders to analyze and evaluate appropriate changes to existing HR strategies, programs, policies and procedures in order to support the regional business strategy and workforce plan.
6) Collaborates with Regional CEO, regional leaders, and HR specialty leaders in order to determine locally defined approaches/solutions (when business situations warrant) and develops action plans and facilitates the implementation of HR services.
7) Engages and partners with regional leadership and management on developing action plans and initiatives focused on improving work relationships, building morale, and increasing employee engagement, satisfaction, productivity and retention.
8) Engages, communicates and educates Regional CEO, regional leadership and management on significant, relevant changes in HR policies and programs.
9) Partners with regional leaders to identify and determine local business needs regarding compensation and benefits. Consults with compensation & benefits leadership on defining a program strategy for the organization, which involves design and development; determine policy and effective approach to implementing, communicating, and processing compensation and benefits programs.
10) Partners with regional leaders to determine resource requirements, staffing needs and a sourcing approach; analyzes and determines learning and development needs to drive the Talent Stewardship programs within the region.
11) Leads efforts to analyze and evaluate results of employee and executive performance management processes; identifies gaps and creates plans to close such gaps, and partners with the Executive and Talent Management to ensure ARC goals align with system-wide objectives and strategies.
12) Performs context/analytic support to business leaders which involves providing guidance in interpreting and ascertaining business/operational reports and performance analysis data as it pertains to the areas of Talent and Workforce Management and other HR Operations.
13) Partners with business leaders to determine appropriate workforce measures and metrics needed to assess colleague performance and overall business impact. Analyzes and presents workforce measures and other related metrics to business leaders for use in resolving issues and driving business decisions.
14) Collaborates with Regional Business Leaders, MD&A HR Leader, MD&A Planning Group and other HR Leaders to conduct due diligence and coordinate/integrate efforts to merge, acquire or divest an organization, and to align the organization with Trinity Health culture, HR programs and policies, as is necessary to support MD&A activity affecting respective region.
15) Collaborates with System Colleague & Labor Relations to understand, analyze and support Colleague& Labor Relations needs for the respective region as well as the health system, which includes planning for and responding to union organization efforts and implementing union representation management programs and tools supporting labor contract negotiation and interpretation.
16) Collaborates with Senior Executives, Regional Leaders and HR Leaders in developing action plans and initiatives focused on driving employee engagement to support departmental and organizational strategic objectives. Supports Culture, Change & Engagement plans, defines and validates the organizational culture philosophy, strategy and approach; consults on design and development of programs and supporting tools. Supports the plan to equip, enable and prepare leaders and employees to lead change across the health system through the use of the Change Leadership toolkit.
17) Maintains a working knowledge of applicable Federal, State, and local laws and regulations, Trinity Health's Organizational Integrity Program, Standards of Conduct, as well as other policies and procedures in order to ensure adherence in a manner that reflects honest, ethical, and professional behavior.
18) May oversee the work of additional non-HR departments (e.g., Payroll, Security, etc.) as needed within the region.
**LEADERSHIP COMPETENCIES**
**As a Trinity Health Executive, the incumbent is expected to demonstrate leadership traits which support our Mission Statement and Core Values as identified below:**
**Mission Statement:** We, Trinity Health, serve together in the spirit of the Gospel as a compassionate and transforming healing presence within our communities.
**Core Values:**
+ **Reverence:** We honor the sacredness and dignity of every person.
+ **Commitment to Those who are Poor:** We stand with and serve those who are poor, especially those most vulnerable.
+ **Justice:** We foster right relationships to promote the common good, including sustainability of Earth.
+ **Stewardship:** We honor our heritage and hold ourselves accountable for the human, financial and natural resources entrusted to our care.
+ **Integrity:** We are faithful to those we say we are.
+ **Safety:** We embrace a culture that prevents harm and nurtures a healing, safe environment for all.
**MINIMUM QUALIFICATIONS**
+ Bachelor's degree in business administration, human resources, labor relations or related field, or equivalent combination of education and experience. Advanced (Master's) Degree preferred.
+ Minimum ten (10) years of Human Resource management experience, preferably in a healthcare setting.
+ Must possess demonstrated experience as a member of leadership and operating as a business partner aligning Human Resource and executive strategies to resources and vision for unified system results.
+ Must possess advanced interpersonal skills to effectively represent the function with senior leadership, outside stakeholders, and to discuss and resolve complex human resources issues among all levels of system employees.
+ Must possess advanced business and analytical skills to develop and implement new human resources philosophies and strategies, determine human resources policies and programs and conduct complex analyses.
+ Must possess extensive knowledge of organization behavior and employee development and empowerment scenarios that maximize productivity and outcomes. Experience operating as a change agent and empowering employees within and outside of functional business area. Experience developing action plans and initiatives focused on driving employee engagement to support departmental and organizational strategic objectives.
+ Must be comfortable operating in a collaborative, shared leadership environment.
+ Must possess a personal presence that is characterized by a sense of honesty, integrity, and caring with the ability to inspire and motivate others to promote the philosophy, mission, vision, goals, and values of Trinity Health.
**PHYSICAL AND MENTAL REQUIREMENTS AND WORKING CONDITIONS**
+ Must be able to adapt to frequently changing work priorities
+ Must be able to travel as needed to the various Trinity Health sites.
_The above statements are intended to describe the general nature and level of work being performed by persons assigned to this classification. They are not to be construed as an exhaustive list of duties so assigned._
**Our Commitment**
Rooted in our Mission and Core Values, we honor the dignity of every person and recognize the unique perspectives, experiences, and talents each colleague brings. By finding common ground and embracing our differences, we grow stronger together and deliver more compassionate, person-centered care. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other status protected by federal, state, or local law.
Our Commitment to Diversity and Inclusion
Trinity Health is a family of 115,000 colleagues and nearly 26,000 physicians and clinicians across 25 states. Because we serve diverse populations, our colleagues are trained to recognize the cultural beliefs, values, traditions, language preferences, and health practices of the communities that we serve and to apply that knowledge to produce positive health outcomes. We also recognize that each of us has a different way of thinking and perceiving our world and that these differences often lead to innovative solutions.
Our dedication to diversity includes a unified workforce (through training and education, recruitment, retention, and development), commitment and accountability, communication, community partnerships, and supplier diversity.
EOE including disability/veteran
Chief Human Resources Officer (CHRO)
Posted 1 day ago
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Job Description
Chief Human Resources Officer (Brooklyn)
Posted 1 day ago
Job Viewed
Job Description
Company Overview
Our client is a premier home healthcare provider in Brooklyn, NY, dedicated to delivering compassionate, high-quality care to patients in the comfort of their homes. With a workforce of over 6,500 employees, our client has built a reputation for excellence, innovation, and commitment to patient well-being. As the organization continues to grow and evolve, it is seeking a dynamic and strategic Chief Human Resources Officer (CHRO) to lead the people strategy and drive organizational success.
Position Overview
The CHRO is a key member of the executive leadership team, responsible for developing and executing a comprehensive human resources strategy that supports the companys mission, values, and growth objectives. The role oversees all aspects of human resources, including talent acquisition, employee engagement, retention, leadership development, performance management, compensation and benefits, compliance, and organizational culture.
Location: Brooklyn, NY
Schedule: Onsite
Employment Type: Full Time
Salary: $200,000-$350,000 USD/Annually
Key Responsibilities
- Develop and execute HR strategies aligned with business goals to drive growth, employee satisfaction, and workforce planning.
- Serve as a trusted advisor to the CEO and leadership team, providing HR insights, solutions, and guidance on strategic initiatives.
- Lead talent acquisition efforts to attract top-tier talent and implement retention strategies to reduce turnover and drive engagement.
- Promote an inclusive culture that reflects the companys values, enhances employee well-being, and fosters a positive work environment.
- Oversee employee relations, conflict resolution, and engagement programs to ensure a respectful, productive, and motivated workforce.
- Implement learning and development initiatives including leadership development, compliance training, and professional growth opportunities.
- Manage competitive compensation and benefits programs aligned with industry benchmarks and employee needs.
- Ensure HR compliance with federal, state, and local laws while mitigating organizational risk and addressing legal issues.
- Optimize HR operations and systems for efficiency, scalability, and a seamless employee experience.
- Leverage HR technology and metrics to drive data-driven decisions, monitor performance, and support organizational goals.
Qualifications
- Minimum of 5-10 years of progressive HR leadership experience, with at least 2 years in an executive role.
- Experience in the healthcare industry or large-scale service organizations is strongly preferred.
- Masters Degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. HR certifications (e.g., SHRM-SCP, SPHR) are a plus.
- Proven ability to align HR strategies with business goals in a large, complex organization.
- Exceptional leadership, communication, and interpersonal skills.
- Expertise in talent management, organizational development, and employee relations.
- Strong analytical and problem-solving abilities, with a data-driven approach to decision-making.
- Proficiency in HR technology platforms and systems.
Compensation
The published salary range is used as a guide to provide prospective candidates with a level of compensation that is competitive with todays market. The salary range for this position is a good faith estimate that allows for flexibility to align with various levels of experience, education, and performance.
EEO Statement
Topaz HR is an Equal Opportunity Employer, and we do not discriminate on the basis of race, color, religion, gender, national origin, age, disability, or any other status protected by applicable law. We value and are committed to creating an inclusive environment for all employees.
Please Note: Topaz HR is conducting this search on behalf of one of our clients. The employer's name will be disclosed during the interview process and all hiring decisions will be made directly by the client.
Chief Human Resources Officer (CHRO) - CCH
Posted 15 days ago
Job Viewed
Job Description
Penn Medicine is dedicated to our tripartite mission of providing the highest level of care to patients, conducting innovative research, and educating future leaders in the field of medicine. Working for this leading academic medical center means collaboration with top clinical, technical and business professionals across all disciplines.
Today at Penn Medicine, someone will make a breakthrough. Someone will heal a heart, deliver hopeful news, and give comfort and reassurance. Our employees shape our future each day. Are you living your life's work?
Location: Chester County Hospital- 701 East Marshall Street, Modified
Summary:
+ Reporting to the Chester County CEO and the UPHS SVP of Human Resources, the Chief Human Resources Officer (CHRO) manages a team of Human Resource Business Partners and leverages Penn Medicine's shared Human Resources services, such as compensation, benefits, and organizational and leadership development programs. The CHRO guides and leads employee relations, the recruitment efforts, the various workforce development initiatives to serve the employees.
+ In addition, the CHRO acts as an advisor and resource to CCH leadership on operational and strategic Human Resources (HR) issues, such as change management, talent assessment, flexibility around staffing models and leadership practice. The CHRO assures that HR services provided align with and support CCHs strategic and operational goals.
+ Working under limited supervision, the CHRO is a key member of both the CCH leadership team and Penn Medicine Human Resources.
Responsibilities:
+ Develops and implements workforce management strategies to ensure that Chester County Hospital and Penn Medicine can achieve their short- and long-term goals. Partners with Penn Medicine shared services in process design, implementation, and ongoing process management to ensure client satisfaction.
+ Works with clinical leadership, entity leadership, affiliates and/or suppliers in developing programs, services and/or initiatives to anticipate future employee needs, build and employee loyalty and/or generate profitable growth.
+ Acts as a resource and advisor to leadership in facilitating change within Chester County Hospital.
+ Provides advice, counsel, and guidance to management on matters related to employee relations, equal opportunity, and employment law. Ensures thoroughness and consistency in investigations, recommendation, and complaint resolution.
+ Communicates to Human Resources staff the importance of patient satisfaction, quality of care, and sound financial performance and champions our successes and priorities for improving performance in meeting and exceeding patient and customer expectations.
+ Ensures employee satisfaction by providing leadership for the comprehensive and continuous measurement of organizational health and development of actions plans for their respective Department and Division.
+ Demonstrates an awareness of patient/employee safety when carrying out daily responsibilities of their position.
+ Partners with UPHS's shared services Staffing Department on the strategic development of recruitment activities for their Entity, including sourcing, advertising, interviewing, reference checking and compliance with license requirements.
+ Partners with managers to facilitate job design to meet business requirements as needed. Supports managers in the development of position descriptions.
+ Improves HR processes through design and implementation of automated systems.
+ Ensures that all direct reports and those functions that he/she has primary accountability for are in compliance with all federal, state and local regulatory standards and requirements, including The Joint Commission, Department of Health, funding agencies, FDA, and others.
+ Manages, motivates, evaluates, and rewards Human Resources staff to provide excellent service in a responsive and thoughtful manner to employees and creates a support work environment in line with core values.
Education or Equivalent Experience:
+ Bachelor's degree is required.
+ Education Specialization:in Business, Human Resources or other related field.
+ 5+ years of progressively responsible HR experience and/or a combination of education and experience is required.
+ Experience in healthcare or other highly regulated service organization is preferred.
+ Master's degree is preferred,
We believe that the best care for our patients starts with the best care for our employees. Our employee benefits programs help our employees get healthy and stay healthy. We offer a comprehensive compensation and benefits program that includes one of the finest prepaid tuition assistance programs in the region. Penn Medicine employees are actively engaged and committed to our mission. Together we will continue to make medical advances that help people live longer, healthier lives.
Live Your Life's Work
We are an Equal Opportunity employer. Candidates are considered for employment without regard to race, ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, familial status, genetic information, domestic or sexual violence victim status, citizenship status, military status, status as a protected veteran or any other status protected by applicable law.
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Chief Human Resources Officer (New York)
Posted today
Job Viewed
Job Description
Client: Major New York Contractor
Location: Long Island City, NY
In Office 5 days a week
Key Responsibilities:
Human Resources Management
Oversee the recruitment and onboarding processes to attract and retain top talent, working collaboratively with department heads and Business Development teams.
Develop and implement HR policies from scratch, procedures, and best practices to ensure compliance and promote a positive employee experience.
Manage benefits programs, including health insurance, retirement plans, and wellness initiatives, ensuring competitive offerings and cost-effectiveness.
Serve as a strategic business partner to leadership, providing HR expertise to align with organizational goals.
Oversee performance management processes to foster continuous feedback, growth, and development.
Learning & Development
Design and deliver tailored training programs for various roles, including project managers, estimators, and field personnel.
Collaborate with department leaders to identify skill gaps and create customized learning solutions.
Implement a robust performance management system to support employee growth and development.
Employee Engagement & Culture
Foster a positive, inclusive, and engaging workplace culture through employee recognition programs, team-building activities, and wellness initiatives.
Promote holistic employee well-being by offering resources and support for physical, mental, and emotional health.
Compliance & Data Analysis
Ensure compliance with all relevant employment laws and regulations.
Analyze HR and benefits data to monitor program effectiveness and provide recommendations for improvements.
Vendor & Benefits Administration
Manage relationships with benefits providers, negotiate contracts, and evaluate service quality.
Communicate benefits offerings and updates effectively to employees.
Education:
Bachelors degree in human resources, Business Administration, or a related field. SHRM, HRCI, or CEBS certifications are a plus.
Experience:
15+ years of progressive HR experience, preferably in construction or a related industry but not a prerequisite.
Demonstrated experience in developing and implementing learning and development programs.
Strong benefits administration experience, including compliance knowledge.
Skills:
Excellent communication and interpersonal skills, with the ability to interact effectively across all levels of the organization.
Proficient in HR systems, data analysis, and Microsoft Office Suite.
Strong knowledge of employment laws, regulations, and HR best practices.
Associate Vice Chancellor for Human Resources (Chief Human Resources Officer)
Posted 1 day ago
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Job Description
**University of Colorado Denver**
Associate Vice Chancellor for Human Resources (Chief Human Resources Officer)-37330
University Staff
**Description**
_Position Details_
**University of Colorado | Denver**
**Official Title:** Associate Vice Chancellor
**Working Title** : Associate Vice Chancellor for Human Resources (Chief Human Resources Officer)
**FTE:** Full-time 1.0 FTE | Hybrid
**Salary Range:** $170,000 - $07,000
**Position** # - Requisition #37330
**Join the University of Colorado Denver**
About the University of Colorado - Denver ( of moments start at CU Denver, a place where innovation, research, and learning meet in the heart of a global city. We're the state's premier public urban research university with more than 100 in-demand, top ranked bachelors, master's, and doctoral degree programs. We partner with diverse learners-at any stage of their life and career-for transformative educational experiences. Across seven schools and colleges, our leading faculty inspires and works alongside students to solve complex challenges and produce impactful creative work. As part of the state's largest university system, CU Denver is a major contributor to the Colorado economy, with 2,000 employees and an annual economic impact of 800 million. To learn more about how CU Denver helps learners meet their moment, visit ucdenver.edu.
**Job Description**
* Applications are accepted electronically ONLY at ( *
The Associate Vice Chancellor for Human Resources (Chief Human Resources Officer) at CU Denver is a strategic and visionary leader responsible for serving as a change agent and strategic partner to the CU Denver executive leadership team as well as to senior administrators, HR Directors, and HR staff within the schools/colleges and other institutional units. At its essence, this role exists to foster a people-centered HR strategy that supports the university's strategic plan. The position also ensures that Human Resource practices reflect CU Denver's commitment to equity, innovation, and impact, while fostering a culture of trust, inclusion, and continuous learning. A central focus of this position is employee advocacy-ensuring that faculty and staff voices are actively heard, respected, and integrated into institutional decision-making. The incumbent will complete the four primary roles of HR by driving operational excellence in compensation, workforce planning, HR data analytics, and talent management strategies across a distributed, hybrid work environment.
Due to the demands of the role, the incumbent will work primarily in-person on the Denver Campus, with some remote work opportunities once credibility and key relationships have been established.
Guided by CU Denver's Purpose, Vision, and Values:
+ **Purpose** : Make education work for all.
+ **Vision** : Be the nation's leading public urban research university, serving as a model for equity, innovation, and impact.
+ **Values** : Learning, Discovery, Belonging, Courage, and Impact.
The AVC of HR will embody, foster, and operationalize these institutional values in all aspects of HR leadership and service delivery. Base expectations include a deep sense of integrity, cheerful helpfulness, and an expansive breadth and depth of HR expertise.
**Working Title: Associate Vice Chancellor for Human Resources (Chief Human Resources Officer)**
**What you will do:**
_Strategic Partner and Change Agent_
+ Serve as the university's senior HR expert, guiding leadership on workforce strategy, organizational development, institutional culture, and change management.
+ Lead the design, development, consistent implementation, and compliance with HR policies and programs that support CU Denver's strategic plan and inclusive excellence goals.
+ Oversee HR operations across CU Denver, in partnership with schools and colleges, as well as administrative units.
+ Facilitate a strong and effective partnership between the University of Colorado Denver and the other campuses within the CU System, as well as Auraria campus partners.
+ Promote alignment with system-wide goals in HR strategies, policies, and implementation plans, while advocating for CU Denver's unique needs.
_Employee Relations, Advocacy, & Engagement_
+ Serve as a visible and accessible advocate for faculty and staff, promoting a culture of listening, respect, and responsiveness.
+ Collaborate with shared governance groups (faculty assembly, staff council) and employee resource networks and affinity groups to ensure inclusive representation in HR decision-making.
+ Provide leadership coaching to CU Denver leaders to support proactive team building, clarity, conflict resolution, change management, and the effective handling of employee concerns, while fostering a positive, human-first, and inclusive workplace culture engaging strategies such as climate surveys, listening sessions, and feedback loops.
+ Ensure compliance with employment laws, university policies, and institutional processes. Promote consistency in policy application across schools, colleges, and administrative units, while upholding ethical standards and instilling accountability as a foundation for campus operations.
+ Collaborate with legal counsel, risk management, the Office of Equity, and the FAST team to address sensitive personnel matters with consistency, care, and compliance.
_Talent Management & Workforce Planning_
+ Oversee recruitment, onboarding, retention, and succession planning strategies that reflect CU Denver's commitment to education for all.
+ Support professional development, career mapping, and performance management frameworks that foster growth and accountability.
+ Promote a contemporary work/life balance focused on student success.
_Learning and Development_
+ Cultivate supervisor and leadership development pathways that build institutional capacity and foster equity, connection, and growth among senior leaders, managers, and supervisors.
+ Partner across institutional units to embed learning into the employee experience, ensuring that professional development opportunities - from skill-building workshops to strategic training - are inclusive, scalable, and aligned with CU Denver's values and Strategic Plan.
+ Use data and collaboration to drive continuous learning by leveraging learning analytics, participant feedback, and cross-functional partnerships.
+ Collaborate on culture-building components of onboarding and orientation that reinforce CU Denver's commitment to belonging and strategic engagement from day one.
_Compensation & Classification_
+ Direct the development and implementation of a compensation and classification system aligned with CU System guidelines and market data (e.g., CUPA-HR) in collaboration with campus leadership, shared governance and School and Colleges.
+ Guide ongoing salary benchmarking and internal equity reviews to foster fair and transparent pay practices for all employees.
+ Ensure compliance with federal and state wage laws and university compensation policies.
_HR Data & Analytics_
+ Lead the development of HR dashboards and analytics to support strategic planning, compliance, and workforce insights.
+ Oversee institutional HR reporting (e.g., IPEDS, EEO, affirmative action) and ensure data integrity across systems.
+ Partner with the Office of Institutional Research and Effectiveness and IT to enhance data governance and reporting capabilities.
**Qualifications you already possess (Minimum Qualifications)**
_Applicants must meet minimum qualifications at the time of hire._
+ Master's degree in human resources, business administration, public administration, or related field.
+ 10+ years of progressive HR leadership experience, preferably in higher education or a complex public sector organization.
+ Demonstrated expertise in Operational Excellence in all aspects of HR (selection, compensation, performance, training & development, etc,)
+ Experience managing HR in a flexible work environment.
**Preferred Qualification to possess (Preferred Qualifications)**
+ HR certifications (e.g., SHRM-SCP, SPHR).
+ Familiarity with common higher-education HR software and tools (e.g., HCM, PeopleSoft).
+ Experience working in shared governance environments.
**Knowledge, Skills, and Abilities**
+ Deep understanding of strategic HR leadership aligned with institutional goals.
+ Knowledge of higher education operations and governance structures.
+ Demonstrated competence in organizational development and change management.
+ Ability to lead with innovation and align HR initiatives with the university's strategic plan.
+ Competence in managing and aligning HR budgets with institutional priorities
+ Ability to collaborate effectively with executive leadership, faculty and staff
+ Demonstrated excellence in written and oral communication, with the ability to convey complex information clearly.
+ Skilled in tailoring messaging for a varied audience and navigating sensitive or high-stakes conversations with professionalism, diplomacy, and strategic insight.
+ Ability to navigate complex organizational structures and drive continuous improvements.
**Conditions of Employment**
This position follows a primarily in-person work
**Mental, Physical, and/or Environmental Requirements**
+ COMMUNICATING - Talking with and/or listening to and/or signaling people to convey or exchange information, includes giving/receiving assignments and/or directions.
+ INTERPERSONAL SKILLS/BEHAVIORS - Dealing with individuals with a range of moods and behaviors in a tactful, congenial, personal manner so as not to alienate or antagonize them.
+ SYNTHESIZING - To combine or integrate data to discover facts and/or develop knowledge or creative concepts and/or interpretations.
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**Primary Location:** Denver
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**Schedule:** Part-time
**Posting Date:** Jul 18, 2025
**Unposting Date:** Ongoing
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Executive Leadership Recruiter
Posted 1 day ago
Job Viewed
Job Description
Job Description
Collaborates across the executive ranks to ensure that Oracle globally is aligned to a consistent talent strategy. Specifically ensures that talent advisory is in line with business strategies and plans across lines of business, corporate functions and geography. Specifically focused on VP, SVP, EVP level assignments.
About the role
The Executive Leadership Recruiter is responsible for full lifecycle recruiting for Oracle's senior-most executive leadership roles. In this role, you will build a trusted advisor relationship with our Executive Leadership in support of their leadership hiring and succession planning, which includes understanding their business, culture and talent acquisition needs. You will be responsible for partnering with our internal Executive Talent Intelligence Analysts in identifying and recruiting senior leadership talent in the marketplace that will continue to bring innovation and execution in leading Oracle to continue to be one of the world's largest and most successful technology companies. You will then drive the entire end-to-end recruiting process from candidate assessment, candidate interviews, offer negotiation, formal and informal referencing, and onboarding, all the while developing and fostering relationships with the leading technology executives at Oracle and amongst our competitors.
About the business
Oracle is a cloud technology company that provides organizations around the world with computing infrastructure and software to help them innovate, unlock efficiencies and become more effective. We also created the world's first - and only - autonomous database to help organize and secure our customers' data.
Oracle Cloud Infrastructure offers higher performance, security, and cost savings. It is designed so businesses can move workloads easily from on-premises systems to the cloud, and between cloud and on-premises and other clouds. Oracle Cloud applications provide business leaders with modern applications that help them innovate, attain sustainable growth, and become more resilient.
The work we do is not only transforming the world of business--it's helping defend governments, and advance scientific and medical research. From nonprofits to companies of all sizes, millions of people use our tools to streamline supply chains, make HR more human, quickly pivot to a new financial plan, and connect data and people around the world.
At work, we embrace diversity, encourage personal and professional growth, and celebrate a global team of passionate people developing innovative technologies that help people and companies tackle real-world problems head-on.
Responsibilities
As an Oracle Executive Leadership Recruiter you will engage passive candidates to provide a strong pipeline of qualified candidates for each search; use creativity and persuasion to find candidates and engage all desirable prospects. Manage the full-cycle recruiting process effectively and efficiently, including search strategy, candidate identification, recruiting, qualifying, evaluation, offer facilitation and closing. Manage candidates through process, typically 3-9 month timeline. Lead salary negotiations, working with hiring executive, candidate, HR business partner, and regional compensation. Manage closing process to ensure a successful outcome, acting as liaison with internal business partners including but not limited to HRBP, legal, mobility, tax, compensation and compliance. Ensure the highest level of client and candidate experience. Exercise the utmost discretion regarding all executive recruiting matters.
What you'll do
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Manage the end-to-end recruitment lifecycle from search kick-off through closure/onboarding.
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Identify, develop, manage and grow 'client' relationships through active engagement/networking and quality search execution.
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Develop, drive and manage strong business relationships with internal Oracle Executive Leaders to ensure successful placements and guarantee customer satisfaction.
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Lead, design and implement Executive-level talent acquisition solutions by understanding and assessing the talent landscape and providing insight and intelligence of Oracle's competition.
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Develop, foster and maintain strong professional relationships with internal Oracle Executive Hiring Managers by providing superior care, including clearly defining position requirements and recruiting process, timely updates on progress, interview preparation and debriefing, and leading full offer negotiation and formal referencing.
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Liaise with key partner stakeholders, including HR, Compensation, Legal, Global Mobility, to ensure a seamless and complete Executive Recruiting process.
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Inspire, lead and develop team members to attain goals and pursue excellence.
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Adopt rigor in all activity, including the use of tools, processes and data methodologies.
What you'll bring
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A proven track record of successfully leading the Senior-most Executive-level searches across multiple functions within the technology industry, specifically recruiting executives from the largest global hyperscalers.
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Innate ability to quickly develop and foster trusted advisory relationships with Executive-level candidate and clients.
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Direct experience executing and delivering high quality search within a metrics-driven environment.
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Industry experience and expertise managing searches from VP-level and above.
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Strong business acumen and ability to quickly learn about different business environments and cultures by asking the right questions.
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Consultative mindset and ability to anticipate client and candidate needs.
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Candidate sourcing through traditional and creative channels.
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Must be able to conduct in-depth interviews and evaluate candidate profiles.
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Exceptional customer service focus, including attention to producing quality results.
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Exceptional interpersonal, teamwork, and organizational skills and ability to interact effectively at all levels and across diverse cultures.
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Ability to multi-task and manage various recruitment projects simultaneously.
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Outstanding written and verbal communication skills.
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Self-initiative along with the ability to respond quickly to client requests.
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Ability to be an effective team member and, as needed, to handle project leadership responsibility.
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Willing and able to adapt to new processes and effectively deal with change.
Leadership competencies
- Performance, drive, and execution
You'll deliver value and shape a performance-driven culture while ensuring accountability and communicating expectations.
- Collaboration
You understand and promote the value of collaboration and inclusivity and can align strategic aims with organizational goals.
- Communicating for impact
You inspire confidence by championing a clear understanding and support of organizational strategy and objectives.
- Inspirational leadership
You build a reputation for strategy by inspiring and empowering others while showing leadership internally and externally.
- Competitive edge
You anticipate changes in customer needs and seize opportunities to build value, encourage innovation, and meet objectives.
- Change agility
You're comfortable with leading strategic change and adapting to the market. Inspiring creativity and entrepreneurial thinking is second nature.
- Mastering complexity
You think long-term in your decisions, support solutions to complex problems, and encourage accountability in problem solving.
Disclaimer:
Certain US customer or client-facing roles may be required to comply with applicable requirements, such as immunization and occupational health mandates.
Range and benefit information provided in this posting are specific to the stated locations only
US: Hiring Range in USD from: $120,100 to $251,600 per annum. May be eligible for bonus, equity, and compensation deferral.
Oracle maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect Oracle's differing products, industries and lines of business.
Candidates are typically placed into the range based on the preceding factors as well as internal peer equity.
Oracle US offers a comprehensive benefits package which includes the following:
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Medical, dental, and vision insurance, including expert medical opinion
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Short term disability and long term disability
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Life insurance and AD&D
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Supplemental life insurance (Employee/Spouse/Child)
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Health care and dependent care Flexible Spending Accounts
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Pre-tax commuter and parking benefits
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401(k) Savings and Investment Plan with company match
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Paid time off: Flexible Vacation is provided to all eligible employees assigned to a salaried (non-overtime eligible) position. Accrued Vacation is provided to all other employees eligible for vacation benefits. For employees working at least 35 hours per week, the vacation accrual rate is 13 days annually for the first three years of employment and 18 days annually for subsequent years of employment. Vacation accrual is prorated for employees working between 20 and 34 hours per week. Employees working fewer than 20 hours per week are not eligible for vacation.
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11 paid holidays
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Paid sick leave: 72 hours of paid sick leave upon date of hire. Refreshes each calendar year. Unused balance will carry over each year up to a maximum cap of 112 hours.
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Paid parental leave
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Adoption assistance
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Employee Stock Purchase Plan
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Financial planning and group legal
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Voluntary benefits including auto, homeowner and pet insurance
The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted.
Career Level - IC6
About Us
As a world leader in cloud solutions, Oracle uses tomorrow's technology to tackle today's challenges. We've partnered with industry-leaders in almost every sector-and continue to thrive after 40+ years of change by operating with integrity.
We know that true innovation starts when everyone is empowered to contribute. That's why we're committed to growing an inclusive workforce that promotes opportunities for all.
Oracle careers open the door to global opportunities where work-life balance flourishes. We offer competitive benefits based on parity and consistency and support our people with flexible medical, life insurance, and retirement options. We also encourage employees to give back to their communities through our volunteer programs.
We're committed to including people with disabilities at all stages of the employment process. If you require accessibility assistance or accommodation for a disability at any point, let us know by emailing or by calling in the United States.
Oracle is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans' status, or any other characteristic protected by law. Oracle will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.