Chief Human Resource Officer (CHRO)

POSITION TITLE: Chief Human Resources Officer (CHRO)

POSITION OBJECTIVE: Responsible for all human resources functions, including talent acquisition, compensation and benefits, employee and labor relations, workforce analytics, organizational development and merger/acquisition activities. Key member and advisor to the executive leadership team driving workforce planning, organizational effectiveness, and cultural alignment across a highly complex, mission-driven environment.

Position Responsibilities

• Collaborates with and advises the CEO and executive team on matters of human resources, including succession planning.
• Provides strategic HR and talent consulting/advising to the executive team, creating the desired workplace culture and an engaged and productive workforce through the company’s policies, programs, and practices.
• Develops human resource planning models to identify competency, knowledge, and talent gaps and creates tactics and strategies to fill the gaps. Areas of focus include:
• Develop a strategic approach to leadership development that supports and aligns with organizational culture and desired outcomes.
• Design and deliver (directly or through vendors as appropriate) leadership development for senior, general, functional management and supervisors.
• Collaborate with other departments and individuals to leverage learning and internal resources.
• Continuously improve leadership and organization development processes using appropriate tools and quality improvement techniques; establish effective metrics for each initiative to track and measure effectiveness.
• Provide expertise and direct support in the design, development and implementation of the talent management process required to achieve business goals and results.
• Serve as a direct business partner with hiring managers to develop effective sourcing and recruitment strategies that result in great hires.
• Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning.
• Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.). Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
• Direct the creation, interpretation and application of all Human Resources policies.
• Develop progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance.
• Advise business leaders on change management, organizational design, performance issues, employee relations, compliance, or ethics investigations, etc.
• This description of duties is not intended to be all-inclusive or to limit the discretionary authority to assign other tasks of a similar nature and/or level of responsibility.
  

Position Requirements

Bachelor’s degree in business, Human Resources Management or related field; Master’s degree preferred; continuing education and development in Human Resources is required.

Minimum of fifteen years’ total experience with at least ten years of progressive Human Resources leadership including:

• Practical experience and knowledge of current human resources processes, with a particular emphasis on the areas of organizational development, leadership development, and talent management.
• Past successes in working as a coach, confidant and strategic business partner to senior leaders.
• Past success as a manager and leader of direct and dotted-line employees.
• Demonstrated ability to design, implement, and manage employee reward programs ensuring market competitiveness and regulatory compliance.
• Demonstrated ability to create an environment that motivates, inspires, and retains employees by aligning personal purpose with organizational goals.
• Demonstrated ability to understand, apply, and ensure adherence to local and international labor laws, regulations, and organizational policies.
• Demonstrated ability to manage the employee lifecycle, from recruitment and onboarding to performance management and offboarding, while ensuring alignment with organizational goals.
• Demonstrated ability to develop and implement human capital strategies that directly support long term business objectives, ensuring a high-performing and agile workforce.
• Demonstrated ability to align workforce planning and human capital acquisition with long-term organizational goals to ensure competitive advantage and future readiness.
• Demonstrated ability to analyze the organization's current workforce and determine future human capital requirements needed to achieve business objectives and close skill gaps.
• Demonstrated ability to foster an environment that values continuous curiosity, knowledge sharing, and professional growth, ensuring that learning is embedded into the daily workflow.
• Travel domestically and internationally, approximately 10% of the time
  
  

BENEFITS For Full Time

• Comprehensive Medical, Dental, and Vision benefits.
• 100% company paid Short-term and Long-term disability insurance coverage.
• 100% company paid Basic Life and Accidental Death and Dismemberment (AD&D) insurance coverage.
• 100% company paid Business Travel Accident (BTA) insurance.
• 100% company paid Employee Assistance Program (EAP).
• Additional voluntary benefits are offered.
• 401K plan: Maximum match is 4.5% of the first 6% of contribution.
• Employee Stock Purchase Plan.
• Clearfield's Time Off Policy includes Personal Time Off (PTO) beginning at three weeks annually. PTO is accrued on the first of the month starting on day of hire. Voluntary Time Off (VTO) eight hours each calendar year, In addition, nine paid holidays per year.
  
  

SALARY RANGE: $224,224 - $280,280 - $336,336, Bonus eligible

An Offer of employment will be extended at a level consistent with the experience and qualifications of the candidate. This information reflects the anticipated salary range for this position at the time of posting. The salary range may be modified in the future and actual compensation may vary from the posting based on various factors such as geographic location, work experience, education and/or skill level.