CHRO
Chief Human Resources Officer (CHRO)
NeuLife Rehabilitation, Inc.
Location: Remote
Travel: 25%â50% (Multi-State Operations)
Reports To: Chief Executive Officer (CEO)
Status: Full-Time | Exempt
Join Our Executive Leadership Team
NeuLife Rehabilitation, Inc. is seeking a dynamic, strategic, and hands-on Chief Human Resources Officer (CHRO) to lead the organization's people strategy across multiple states and service lines. This executive leader will serve as a trusted advisor to the CEO and executive team while driving organizational growth, compliance, workforce planning, employee engagement, and post-acquisition integration efforts.
The ideal candidate is an experienced HR executive with a proven track record in mergers and acquisitions, multi-state employment law, organizational development, and leading high-performing HR teams in a fast-paced environment.
Position Summary
The CHRO provides strategic and operational leadership for all aspects of Human Resources, including talent acquisition, employee relations, compensation and benefits, compliance, payroll oversight, HRIS management, leadership development, performance management, workforce planning, and organizational effectiveness.
This role plays a critical part in supporting aggressive growth initiatives, integrating acquired organizations, ensuring regulatory compliance, and building a culture of accountability, engagement, and excellence.
Essential Responsibilities
Strategic Leadership
- Partner with the CEO and executive leadership team to develop and execute the organization's people strategy.
- Serve as a key advisor on organizational design, workforce planning, succession planning, and change management initiatives.
- Collaborate with executive leaders to align human capital strategies with business objectives and growth plans.
- Lead HR due diligence, workforce assessments, and integration efforts during mergers and acquisitions.
- Lead HR aspects of acquisition activities, including due diligence, risk assessment, transition planning, and post-acquisition integration.
- Evaluate organizational structures, compensation programs, benefits offerings, policies, and workforce risks during acquisitions.
- Develop and execute integration plans that promote cultural alignment and operational efficiency.
- Support executive leadership in scaling operations and integrating newly acquired entities.
- Ensure compliance with federal, state, and local employment laws across multiple states.
- Oversee labor law compliance, wage and hour practices, leave administration, investigations, and regulatory requirements.
- Develop, implement, and maintain HR policies, procedures, and employee handbooks.
- Lead employee relations initiatives and provide guidance on complex workplace matters.
- Ensure personnel file compliance, credentialing compliance, and HR audit readiness.
- Develop innovative recruiting strategies to attract top talent across clinical, operational, and leadership positions.
- Establish workforce planning initiatives to support growth and expansion.
- Develop retention strategies and employee engagement programs to improve workforce stability.
- Oversee onboarding programs and employee development initiatives.
- Create leadership development and succession planning programs.
- Lead compensation strategy, market analysis, and pay structure development.
- Negotiate and manage employee benefits programs to ensure competitiveness and cost-effectiveness.
- Partner with brokers and vendors to evaluate and optimize benefit offerings.
- Oversee annual benefit renewals and strategic cost containment initiatives.
- Provide executive oversight of HRIS platforms and HR technology initiatives.
- Ensure data integrity, reporting accuracy, and process efficiency.
- Oversee payroll administration and related compliance requirements.
- Develop and maintain HR dashboards, metrics, and workforce analytics.
- Establish and monitor key performance indicators (KPIs) related to recruiting, retention, engagement, turnover, compliance, and workforce productivity.
- Deliver executive-level reporting and workforce insights to support strategic decision-making.
- Utilize data analytics to identify trends, opportunities, and organizational risks.
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
- Minimum of 10 years of progressive Human Resources leadership experience.
- Minimum of 5 years in a senior HR executive role.
- Demonstrated experience leading HR functions in a multi-state environment.
- Proven mergers and acquisitions experience, including due diligence and post-acquisition integration.
- Strong knowledge of federal and state employment laws, wage and hour regulations, leave laws, and HR compliance.
- Experience leading talent acquisition, compensation, benefits, employee relations, and HR operations.
- Experience overseeing HRIS systems and payroll functions.
- Strong analytical, financial, and business acumen.
- Ability to travel 25%â50%.
- Master's degree in Human Resources, Business Administration, Healthcare Administration, or related field.
- Healthcare, behavioral health, rehabilitation, or multi-site service organization experience.
- SHRM-SCP, SPHR, or comparable senior HR certification.
- Experience supporting rapid growth organizations and acquisition-driven expansion.
- Executive Presence
- Strategic Thinking
- Mergers & Acquisitions
- Organizational Development
- Leadership Development
- Change Management
- Employment Law Expertise
- Business Acumen
- Workforce Analytics
- Relationship Building
- Project Management
- Communication & Influence
- Continuous Improvement