Chief Human Resources Officer

GENERAL FUNCTION:

The Chief Human Resources Officer (CHRO) is Casa de Amparo's senior-most people leader, responsible for setting and executing the organization's workforce and human capital strategy, leading the day-to-day Human Resources function, and leading the organization's training and development program. As a member of the executive team and a strategic partner to the Chief Executive Officer and the Board, the CHRO aligns people strategy with Casa's mission and growth, new programs, the Wellness Center, and the expanding continuum of care, while ensuring HR operations, compliance, culture, and the employee experience run effectively every day. This is a hands-on executive role that blends high-level strategy (workforce planning, organizational design, succession, and culture) with the direct, operational HR work appropriate to the size and stage of the organization.

MAJOR TASKS:

Strategy, Workforce Planning, and Executive Leadership

1. Develop and lead Casa's people and workforce strategy in alignment with the organization's mission, strategic plan, and growth, including new programs, the Wellness Center, and the expanding continuum of care.
2. Serve as a member of the executive team and a strategic advisor to the CEO and Board on organizational structure, workforce planning, staffing, culture, and people-related risk.
3. Lead workforce and headcount planning, organizational design, and role clarity as the organization scales, building the staffing infrastructure needed ahead of program growth.
4. Own succession planning and cross-training strategy for critical roles to reduce single points of failure.
5. Build and report people metrics and analytics (headcount, turnover, time-to-fill, engagement) to guide leadership decisions.
6. Annually review and recommend improvements to the agency's personnel policies, procedures, and practices.

Human Resources Operations and Compliance

1. Provide Human Resources leadership and support for all locations of the organization, operating on a hands-on daily basis.
2. Maintain current knowledge of industry trends and employment legislation and ensure the agency's compliance with federal, state, and county regulations on all personnel matters.
3. Ensure compliance with Community Care Licensing, The Joint Commission, and all contract regulations relating to personnel, adapting to changing contract and regulatory requirements.
4. Oversee full-cycle recruiting and hiring for all agency positions in an efficient, timely, and equitable manner, and build pipelines for future hiring needs.
5. Oversee the 90-day and annual performance review and calibration processes.
6. Ensure records, reports, and personnel files are confidential, organized, and accurate, with ongoing internal auditing.
7. Partner with and coach department managers on personnel matters, including procedures, disciplinary actions, terminations, and labor law, to build manager capability.
8. Oversee the HRIS, timekeeping, and payroll coordination with Accounting to ensure compliance and efficiency.
9. Consult with legal counsel and human resources consultants on personnel matters as appropriate.
10. Supervise, develop, and build a high-capacity human resources function.
11. Oversee staff credentialing and licensure verification, ensuring credentials, certifications, and clearances remain current, tracked, and compliant with licensing, accreditation, and payer requirements.

Training and Development

1. Own the organization's training and development program end to end, including strategy, curriculum, delivery, and compliance tracking.
2. Lead the agency-wide New Hire Orientation (NHO) process and annual department training calendars, in collaboration with managers and directors, with emphasis on Residential Services and required regulatory training.
3. Build career-pathing, leadership development, and professional-development opportunities to strengthen retention and internal mobility, including clinical and licensure pipelines where applicable.
4. Ensure training infrastructure scales with new programs and the Wellness Center.
5. Partner with the Chief Program Officer to develop and lead an internship program that builds a pipeline of future clinical and program talent.

Total Rewards, Benefits, and Employee Experience

1. Lead the annual salary and benefit market analysis and the merit and market-adjustment proposal, in partnership with the CEO and CFO.
2. Evaluate overall employee benefits (medical, dental, vision, and life) with the broker to maximize value for cost, and support open enrollment.
3. Oversee Workers' Compensation claims and recordkeeping and provide regular claim reporting to leadership.
4. Lead the employee engagement survey process and the employee recognition program, analyzing results and acting on them.
5. Coordinate or conduct exit interviews, report turnover trends to leadership, and lead retention strategy.
6. Ensure new hires are enrolled in applicable benefits accurately and on time, coordinating with the broker and payroll to keep the process smooth.

Culture, Partnerships, and Other

1. Champion a positive, respectful, mission-aligned culture and the organization's shared values.
2. Represent Casa in HR councils and groups such as the California Alliance of Child and Family Services, CalChamber, and the San Diego Society for Human Resource Management (SHRM).
3. Partner with Quality Assurance on employee wellness, vaccine programs, and The Joint Commission standards relating to personnel.
4. Make regular site visits to all locations and participate on committees and special projects as needed or assigned.

QUALIFICATIONS:

• Must be able to be associated with Casa de Amparo through Community Care Licensing (CCL), which typically includes clearance by FBI, DOJ, and CACI.
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; Master's degree preferred.
• Senior HR certification strongly preferred (SHRM-SCP or HRCI SPHR).
• Minimum of ten (10) years of progressive human resources experience, including significant senior-leadership or executive-level HR responsibility and direct supervision of HR staff.
• Demonstrated experience setting workforce strategy and leading organizations through growth, scaling, and change.
• Experience leading a training and development or learning function.
• Experience with a non-profit organization required; experience in a licensed, regulated, or behavioral health environment (e.g., Community Care Licensing, The Joint Commission) strongly preferred.
• Core competencies: strategic thinking and workforce planning, executive leadership and influence, business and financial acumen, change management, employee and labor relations, HR compliance expertise, emotional intelligence, sound decision-making, strong communication and presentation skills, and the ability to operate at both the strategic and hands-on operational levels.
• Proficiency with Human Resource Information Systems and with Word, Excel, and PowerPoint; comfort using people data and analytics to inform decisions.
• Must have the auditory, visual, and physical skills required to perform the tasks outlined in this job description, such as the ability to sit for significant periods and to use computers and phones.