Job Description

The Chief People Officer is a senior leader and integral member of a market, subsidiary, or shared services leadership team, driving scalable HR solutions and serving as the local champion of the Bon Secours Mercy Health (BSMH) HR Operating Model. In collaboration with HR Centers of Excellence (COEs), the HRSP drives scalable HR programs, supports local change management strategy, guides organizational design, delivers talent & workforce solutions, and manages complex change initiatives for large projects ($10M+ value impact, impacting over 2000 associates). The role also oversees implementation of HR initiatives for acquisitions and other strategic transactions and partners on client-specific initiatives in alignment with the organizations people strategy. Additionally, this role mentors director and associate-level strategic partners, manages a portfolio of work, and ensures effective HR delivery across large or multiple markets, including acute care, medical groups, and shared services.

Key Priorities

• Meet/Exceed Retention Targets
• Drive to a Sustainable Cost of Labor
• Deliver strategies that lead to Change Management Success
• Influence Talent Program Adoption (Succession, Pipeline, Development)
• Execute smooth associates transition experiences (Mergers & Acquisitions)

Essential Job Functions

• Strategic HR Partnership: Serves as the primary HR strategic partner for the market, collaborating closely with the senior leadership team to provide expertise and guidance, and support local/market strategy by partnering with HR COEs to deliver HR strategic solutions.
• HR Program Partnership: Partners with HR COEs to introduce scalable HR programs in the market and support local change management efforts, driving successful outcomes.
• Workforce Solutions: Collaborates with leaders to identify opportunities for improving retention and employee experience (XP) and develops and drives targeted strategies in collaboration with HR COEs to address these areas. Partners with finance and operational leaders to optimize labor costs, including agency reduction, and managing premium and overtime expenses.
• Change Management: Leads system-wide projects and initiatives, including organizational design, identifying key interventions, and developing strategic solutions. Manages change management planning in collaboration with initiative owners and works with communication partners and leadership to create effective communication plans. Proactively anticipates change management needs, develops strategies to address potential barriers, and utilizes Bon Secours Mercy Health HR standard toolkits to deliver seamless solutions to clients.
• M&A & Market Expansion Leadership: Leads the implementation of HR initiatives for M&A activities, including acquisitions, divestitures, new subsidiary launches, and market expansion, ensuring smooth workforce experience and alignment with organizational goals. This includes developing and executing thoughtful transition plans for impacted associates during M&A or other workforce changes.
• Organizational Design: Helps clients in achieving successful organizational design outcomes that align with strategic business goals utilizing BMSH standard toolkits to ensure alignment across strategy, services, structures, skills and shared values.
• Talent Partnership: Partners with the Talent COE to deliver effective talent management processes such as succession planning, leadership development, and team assessments. Collaborates with leaders to identify and develop high-potential talent, ensuring a robust pipeline for leadership and critical roles within the organization.
• Team Leadership & HR Branding: Leads a team of HR Strategic Partners, fostering a culture of trust, collaboration, and strong relationships while representing the HR brand with integrity and excellence.
• Board Committee Support: Facilitates and supports the RSFH Boards Human Resource Committee in partnership with the Committee Chair, and provides assistance to other assigned Board Committees.
• Partners with HR COEs to introduce scalable and strategic HR programs for Roper St. Francis, ensuring alignment with the Bon Secours Mercy Health HR Operating Model.

Minimum Qualifications

• Required Years of Experience: 8+ years of progressive HR experience including experience with progressive leadership responsibility. Prior experience as CHRO or HR Strategic Partner in a large health system.
• Required Education: Bachelors in business administration, Human Resources, Organizational Development, Healthcare Administration or related field. Masters in Human Resources, MBA or Organizational Development preferred.
• Certifications: SHRM-SCP (Society for Human Resource Management - Senior Certified Professional) or SPHR (Senior Professional in Human Resources) preferred
• Experience in strategic HR roles with proven success in organizational design, change management, and M&A initiatives.
• Proven leadership experience, including leading teams of HR professionals and working with senior leadership teams to align HR strategies with business goals.
• Experience with M&A (Mergers and Acquisitions), market expansion, and organizational restructuring.
• Deep expertise in talent management, organizational design, workforce planning, and employee experience.
• Experience in HR program development and partnering with Centers of Excellence (COEs) to implement HR strategies at scale.

Required Skills

• Leadership & Management Skills
• Strategic Thinking & Business Acumen
• Change Management Expertise
• Data-Driven Decision Making
• M&A & Workforce Integration Expertise
• HR Technologies & Tools
• Excellent Communication Skills
• Influential Leadership
• Problem-Solving and Critical Thinking
• Collaboration & Teamwork
• Emotional Intelligence (EQ)
• Adaptability & Resilience
• Results-Oriented
• Ethical & Trustworthy
• Relationship building

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