Chief Human Resource Officer Greater Miami, FL Area

POSITION SUMMARY

Jessie Trice Community Health is seeking a strategic, visionary, and transformational Executive Vice President & Chief Human Resources Officer (CHRO) to lead the organization's Human Resources and People & Culture functions and drive a high-performing, mission-driven workforce.

Reporting directly to the President & CEO, the CHRO serves as a trusted advisor to executive leadership and the Board of Directors on workforce strategy, organizational culture, leadership effectiveness, talent management, employee engagement, diversity and inclusion, total rewards, succession planning, workforce planning, and organizational effectiveness.

As a member of the Executive Leadership Team, the CHRO will play a critical role in advancing the organization's mission, strategic priorities, and growth initiatives by ensuring that human capital strategies align with operational, financial, and patient care objectives. The successful candidate will lead the evolution of Human Resources into a modern, data-driven, technology-enabled People & Culture function focused on enhancing the employee experience, strengthening employee retention and engagement, developing future leaders, and supporting long-term organizational success.

The CHRO will champion a culture of accountability, collaboration, innovation, service excellence, and continuous improvement while fostering an inclusive workplace that attracts, develops, and retains top talent. This executive will also lead enterprise-wide workforce transformation initiatives, including HR technology modernization, workforce analytics, digital process improvements, change management, and leadership development programs that support sustainable organizational growth.

Healthcare experience is required. The ideal candidate will possess a deep understanding of the workforce, compliance, credentialing, regulatory, and operational challenges unique to healthcare organizations and community health environments.

KEY RESPONSIBILITIES

STRATEGIC LEADERSHIP & ORGANIZATIONAL EFFECTIVENESS

• Partner with the President & CEO, executive leadership team, and Board to develop and execute human capital strategies that support organizational goals, growth, quality outcomes, and operational excellence.
• Serve as a key thought partner and advisor on workforce planning, organizational design, succession management, leadership effectiveness, employee engagement, and workforce risk.
• Lead enterprise-wide culture transformation initiatives that strengthen employee engagement, accountability, collaboration, inclusion, and service excellence.
• Align workforce strategies with organizational priorities while ensuring appropriate staffing, talent capabilities, and leadership capacity to meet future healthcare demands.

HUMAN RESOURCES TRANSFORMATION & TECHNOLOGY

• Lead the modernization of HR operations through HRIS optimization, digital transformation, workflow automation, employee self-service tools, and electronic personnel record management.
• Evaluate and implement innovative technologies, workforce management solutions, and people analytics capabilities that improve efficiency, decision-making, and the employee experience.
• Utilize workforce data and predictive analytics to identify trends, forecast workforce needs, reduce turnover, and improve organizational performance.

TALENT ACQUISITION, WORKFORCE PLANNING & RETENTION

• Develop and execute comprehensive recruitment, retention, workforce planning, and succession strategies for clinical, administrative, and operational roles.
• Establish innovative sourcing, employer branding, onboarding, and workforce pipeline initiatives to address healthcare workforce shortages and hard-to-fill positions.
• Design and implement retention programs informed by employee feedback, engagement data, stay interviews, and workforce analytics.

LEADERSHIP DEVELOPMENT & TALENT MANAGEMENT

• Build robust leadership development programs, management training initiatives, career pathways, and succession planning processes.
• Establish talent review processes and high-potential employee development programs to strengthen leadership pipelines and organizational readiness.
• Oversee performance management systems that promote accountability, professional growth, and organizational performance.

TOTAL REWARDS & EMPLOYEE EXPERIENCE

• Lead the organization's compensation philosophy, salary administration, incentive programs, and total rewards strategy.
• Oversee health insurance, retirement, wellness, and employee benefit programs, including vendor selection, negotiations, renewals, and ongoing performance management.
• Develop innovative employee programs focused on wellbeing, recognition, professional development, financial wellness, and employee satisfaction.

EMPLOYEE RELATIONS, COMPLIANCE & RISK MANAGEMENT

• Serve as the executive leader responsible for employee relations, workplace investigations, conflict resolution, policy administration, and workforce compliance.
• Ensure compliance with all applicable federal, state, local, and healthcare-specific employment regulations and accreditation requirements.
• Partner with Legal, Compliance, Risk Management, and Operations leaders to proactively identify and mitigate workforce-related risks.
• Provide oversight and guidance regarding healthcare credentialing and workforce regulatory requirements.

DIVERSITY, EQUITY, INCLUSION & BELONGING

• Develop and implement strategies that promote diversity, equity, inclusion, and belonging throughout the organization.
• Foster an inclusive culture that values diverse perspectives and supports equitable employment practices across all stages of the employee lifecycle.
• Monitor workforce demographics and equitable talent practices to support organizational and community goals.

BOARD & EXECUTIVE ENGAGEMENT

• Present workforce trends, talent strategies, succession plans, culture initiatives, and human capital metrics to executive leadership and Board committees.
• Prepare strategic workforce analyses and recommendations that support informed executive and Board-level decision-making.
• Serve as staff liaison to designated Board committees related to human capital management and organizational effectiveness.

WORKFORCE ANALYTICS & PERFORMANCE MEASUREMENT

• Establish comprehensive HR dashboards and metrics to track recruitment effectiveness, turnover, retention, engagement, labor costs, diversity metrics, productivity, succession readiness, and workforce performance.
• Use data-driven insights to evaluate program effectiveness, identify opportunities for improvement, and guide strategic workforce decisions.

QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration,

Organizational Development, or a related field required; Master's degree strongly preferred. Minimum of 10 years of progressive Human Resources leadership experience, including at least 5 years in an executive-level HR leadership role.

• Previous experience as a CHRO, Chief People Officer, Vice President of Human Resources, Senior Vice President of Human Resources, or comparable executive leadership position. Significant healthcare industry experience required; experience within a Federally Qualified Health Center (FQHC), community health center, hospital system, ambulatory care organization, or other regulated healthcare environment strongly preferred.
• Demonstrated success leading large-scale organizational transformation, culture changer employee engagement, retention, and leadership development initiatives.
• Proven experience modernizing HR operations, implementing or optimizing HRIS platforms, digitizing processes, and leveraging workforce analytics for strategic decision-making. Extensive knowledge of compensation, benefits administration, vendor negotiations, employment law, employee relations, talent management, workforce planning, and HR compliance.
• Experience developing and managing departmental budgets and evaluating return on investment for workforce initiatives and programs.
• Demonstrated capability presenting to executive leadership teams and Boards of Directors and influencing strategic decision-making.
• Strong business acumen with the ability to connect workforce strategy to organizational performance, quality outcomes, and financial sustainability.
• Exceptional leadership, communication, relationship-building, negotiation, and change management skills.
• SHRM-SCP, SPHR, or equivalent senior-level HR certification strongly preferred. Experience overseeing healthcare credentialing and provider workforce compliance processes preferred.
• Demonstrated experience in preventing and addressing legal employment issues.