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Chief Human Capital Officer Jobs (NOW HIRING)

Mission Bank

Chief Human Capital Officer

Bakersfield, CA · On-site

$185K - $195K/yr

The Chief Human Capital Officer (CHCO) is responsible for overseeing all aspects of human capital management, including talent acquisition, employee relations, compensation and benefits, and ...

Mission Bank

Chief Human Capital Officer

Bakersfield, CA · On-site

$185K - $195K/yr

The Chief Human Capital Officer (CHCO) is responsible for overseeing all aspects of human capital management, including talent acquisition, employee relations, compensation and benefits, and ...

One Federal Solution

$90 - $120/hr

The Human Capital Analyst III will assist the Human Capital Officer (HCO) with workforce analysis, strategic planning, policy and process improvement, workforce development initiatives, and data ...

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Chief Human Capital Officer information

See salary details

$41.5K

$151.2K

$269.5K

How much do chief human capital officer jobs pay per year?

As of Aug 30, 2026, the average yearly pay for chief human capital officer in the United States is $151,203.00, according to ZipRecruiter salary data. Most workers in this role earn between $111,500.00 and $185,000.00 per year, depending on experience, location, and employer.

What is a Chief Human Capital Officer?

A Chief Human Capital Officer (CHCO) is a senior executive responsible for overseeing an organization's human resources and talent management strategies. They develop and implement policies related to recruitment, employee development, performance management, and organizational culture. CHCOs ensure the workforce aligns with the organization's goals and complies with employment laws and regulations. Their role is critical in fostering a productive, engaged, and diverse workforce that drives organizational success.

How does a Chief Human Capital Officer collaborate with other executive leaders to align talent strategy with organizational goals?

A Chief Human Capital Officer (CHCO) works closely with other C-suite executives, such as the CEO, CFO, and COO, to ensure that human capital initiatives support the overall business strategy. This collaboration often involves participating in strategic planning sessions, providing workforce analytics, and advising on organizational development. CHCOs are responsible for translating business objectives into talent management strategies, including succession planning, leadership development, and cultural transformation. Regular communication and cross-functional teamwork are essential to address challenges like talent acquisition, retention, and employee engagement in alignment with the company's mission.

What are the key skills and qualifications needed to thrive as a Chief Human Capital Officer?

To thrive as a Chief Human Capital Officer, you need deep expertise in talent management, organizational development, and HR strategy, typically backed by an advanced degree in human resources or a related field. Familiarity with HRIS platforms, data analytics tools, and certifications like SHRM-SCP or SPHR are commonly required. Exceptional leadership, strategic thinking, and strong interpersonal skills set top performers apart in this role. These capabilities drive effective workforce planning, foster a positive culture, and align talent initiatives with organizational goals.

What is the difference between Chief Human Capital Officer vs HR Director?

AspectChief Human Capital OfficerHR Director
ResponsibilitiesStrategic oversight of all human capital initiatives, talent management, organizational development, and cultureOperational HR functions, employee relations, compliance, and day-to-day HR activities
CredentialsTypically requires advanced degrees in HR, business, or related fields; extensive experience in HR leadershipUsually a bachelor's or master's degree in HR or related field; HR certifications often preferred
Work EnvironmentExecutive-level, strategic planning, often reports to CEO or BoardManagement of HR teams, reports to senior leadership, more operational focus

The Chief Human Capital Officer focuses on strategic, organization-wide HR initiatives, while the HR Director handles daily HR operations. Both roles require strong HR credentials, but the CHCO operates at a higher strategic level within the organization.

What does a chief human capital officer do?

A chief human capital officer (CHCO) is responsible for developing and implementing strategies related to workforce planning, talent acquisition, employee development, and organizational culture. They oversee HR policies, ensure compliance with employment laws, and use data analytics to improve employee engagement and performance. The role often requires strong leadership, communication skills, and knowledge of HR management tools and practices.
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What job categories do people searching Chief Human Capital Officer jobs look for?

The top searched job categories for Chief Human Capital Officer jobs are:

Chief Human Capital Officer jobs near you
Infographic showing various Chief Human Capital Officer job openings in the United States as of August 2026, with employment types broken down into 97% Full Time, and 3% Part Time. Highlights an 99% Physical, and 1% Remote job distribution, with an average salary of $151,203 per year, or $72.7 per hour.

Chief Human Capital Officer

Mission Bank

Bakersfield, CA • On-site

Full-time

Re-posted 26 days ago

Job description

Mission Bank is seeking a Chief Human Capital Officer to join our Human Capital team!

The Chief Human Capital Officer (CHCO) is responsible for overseeing all aspects of human capital management, including talent acquisition, employee relations, compensation and benefits, and organizational development. This role will ensure that human capital strategies align with the organization's overall strategic objectives and enhance the company's ability to attract, develop, and retain top talent. The CHCO will lead the development and implementation of human capital policies and programs, ensuring compliance with all legal requirements and promoting a positive organizational culture.

Essential Responsibilities, include, but are not limited to the following:

1. Develop and implement comprehensive human capital strategies that support the organization's strategic objectives.
2. Oversee talent acquisition and management, including recruitment, onboarding, and employee learning and development programs.
3. Lead the design and administration of compensation and benefits programs, ensuring competitiveness and compliance with legal requirements.
4. Manage employee relations, including performance management, conflict resolution, and employee engagement initiatives.
5. Ensure compliance with federal and state employment laws and regulations.
6. Develop and maintain human capital policies and procedures, ensuring they are up-to-date and aligned with best practices.
7. Provide guidance and support to management on human capital issues, including employee performance, coaching, and terminations.
8. Oversee the administration of employee leave programs, including long-term disability, short-term disability, and FMLA.
9. Conduct and analyze exit interviews to identify trends and recommend corrective actions.
10. Manage the human capital budget, including compensation, benefits, and training expenses.
11. Participate in strategic planning and decision-making as a member of the senior leadership team.
12. All Other duties as assigned.

Secondary Duties:

1. Maintains advanced knowledge and awareness of financial industry status and trends, especially those that relate to Human Capital.
2. Represent the organization in various community, civic, and professional organizations to enhance the company's image and develop business opportunities.
3. Demonstrates knowledge of and adherence to EEO policy; shows respect and sensitivity for cultural differences; educates others on the value of diversity; promotes working environment free of harassment of any type; builds a diverse workforce and supports affirmative action.
4. Support the organization's training and development programs, including the development of annual training calendars and managing training logistics.
5. Act as a backup for other human capital roles as needed.
6. Maintain professional and technical knowledge by attending educational workshops, reviewing professional publications, and participating in professional societies.
7. Perform other duties as assigned.

This position will be based at our Administration office in Bakersfield and requires working on-site.

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