Chief Human Resources Officer

Job Description

Position Summary :

The Chief Human Resources Officer (CHRO) serves as a strategic leader and trusted advisor, responsible for aligning People & Culture (P&C) initiatives with R’Club’s mission, values, and organizational goals. This role is pivotal in fostering a culture of trust, transparency, and collaboration across all levels of the organization. The CHRO not only drives cultural transformation and leads organizational change efforts but also builds and mentors a proactive P&C team that operates as a true partner to employees and leadership alike. With a focus on creating a positive, inclusive, and compliant workplace, the CHRO supports leadership in developing a high-performing, engaged workforce while mitigating risk and ensuring sustainable growth. This role champions a people-first approach, positioning P&C as a valued resource—not the "HR police"—but a strategic ally in cultivating an environment where employees feel supported, valued, and empowered to succeed.

Key Responsibilities :

• Strategic Leadership & Culture Building
• Develop and execute HR strategies aligned with organizational goals.
• Lead initiatives to build and sustain a positive, inclusive workplace culture.
• Champion Diversity, Equity, and Inclusion (DEI) efforts.
• Guide organizational change management processes.
• Talent Management & Development
• Oversee succession planning, leadership development, and talent pipeline initiatives.
• Advise leadership on workforce planning, talent retention, and development strategies.
• Lead organizational design and structure optimization.
• Compliance & Risk Management
• Ensure compliance with federal, state, and local employment laws and regulations.
• Own policies, procedures, and governance related to HR practices.
• Manage risk mitigation strategies across HR functions.
• Total Rewards & Compensation
• Develop and maintain a competitive compensation philosophy and benefits strategy.
• Oversee total rewards programs to ensure market competitiveness and internal equity.
• Data-Driven HR Management
• Present timely HR metrics, insights, and workforce trends to Executive Leadership and the Board of Directors.
• Utilize data to drive decision-making and continuous improvement.
• Team Leadership & Development
• Provide mentorship, coaching, and direction to the HR team.
• Foster cross-training and collaboration within the department to eliminate single points of failure.
• Board & Executive Collaboration
• Serve as the primary liaison for HR reporting to the Board.
• Partner with the Executive Director and Leadership Team on strategic initiatives.
• Special Projects
• Lead culture transformation projects and strategic DEI initiatives.
• Drive organizational change and process improvement efforts.

Key Partnerships :

Qualifications :

Success Measures :