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Chief Human Resource Officer Jobs (NOW HIRING)

Fawkes IDM

Human Resources Manager

Hackensack, NJ

Provide managerial and administrative support to the Chief Human Resources Officer in the following areas: All human resource functions of the Firm, continuously evaluating current Firm policies ...

Fawkes IDM

Human Resources Manager

Hackensack, NJ · On-site

$125K - $140K/yr

Provide managerial and administrative support to the Chief Human Resources Officer in the following areas: All human resource functions of the Firm, continuously evaluating current Firm policies ...

Fawkes IDM

Human Resources Manager

Hackensack, NJ · On-site

$125K - $140K/yr

Provide managerial and administrative support to the Chief Human Resources Officer in the following areas: • All human resource functions of the Firm, continuously evaluating current Firm policies ...

Fawkes IDM

Human Resources Manager

Hackensack, NJ · On-site

$125K - $140K/yr

Provide managerial and administrative support to the Chief Human Resources Officer in the following areas: * All human resource functions of the Firm, continuously evaluating current Firm policies ...

Crucial Hire

Chief Human Resources Officer

Chicago, IL · On-site

$275 - $315/hr

Chief Human Resources Officer Title Chief Human Resources Officer (CHRO) / Head of HR - Growth & Transformation Executive Leadership About the Company Build what's next - not maintain what exists.

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Chief Human Resource Officer information

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$35.5K

$105.2K

$170.5K

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

As of Aug 21, 2026, the average yearly pay for chief human resource officer in the United States is $105,189.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,500.00 and $131,500.00 per year, depending on experience, location, and employer.

What is a Chief Human Resource Officer?

A Chief Human Resource Officer (CHRO) is a senior executive responsible for overseeing all aspects of an organization's human resources strategy and operations. This includes talent acquisition, employee development, compensation and benefits, diversity and inclusion, and ensuring compliance with labor laws. The CHRO collaborates with other leaders to align HR initiatives with the organization’s overall goals, helping foster a positive workplace culture and drive business performance. As a key member of the executive team, the CHRO plays a vital role in shaping the workforce and organizational strategy.

What are some common challenges a Chief Human Resource Officer faces when aligning HR strategy with overall business goals?

A CHRO often encounters the challenge of ensuring that HR initiatives, such as talent management or organizational development, directly support the company's strategic direction. Balancing immediate workforce needs with long-term business objectives requires close collaboration with other executives and a deep understanding of the industry landscape. Additionally, CHROs must navigate change management and foster a culture that supports innovation and adaptability. Successfully aligning HR and business strategy is key to driving organizational performance and employee engagement.

What are the key skills and qualifications needed to thrive as a Chief Human Resource Officer, and why are they important?

To thrive as a Chief Human Resource Officer, you need deep expertise in HR strategy, talent management, employment law, and organizational development, usually demonstrated by an advanced degree and extensive HR leadership experience. Familiarity with HR information systems (HRIS), data analytics tools, and relevant certifications such as SHRM-SCP or SPHR is highly valuable. Exceptional leadership, strategic thinking, and strong interpersonal skills are vital for aligning HR initiatives with business objectives and leading diverse teams. These skills and qualities ensure effective workforce management, drive organizational performance, and foster a positive workplace culture.

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

AspectChief Human Resource OfficerHR Director
ResponsibilitiesStrategic HR leadership, company-wide policies, organizational cultureOversees HR operations, manages HR teams, implements policies
CredentialsTypically requires extensive HR experience, advanced degrees, leadership certificationsHR-related degrees, professional HR certifications (e.g., SHRM-SCP)
Work EnvironmentExecutive-level meetings, strategic planning, cross-department collaborationHR departments, operational meetings, staff management
Industry UsageCommon in large organizations, corporate settingsFound across various industries, often in mid to large companies

The Chief Human Resource Officer (CHRO) focuses on strategic, company-wide HR initiatives and organizational culture, while the HR Director manages daily HR operations and team management. Both roles require HR expertise and certifications, but the CHRO operates at an executive level with a broader scope.

What does a chief human resource officer do?

A Chief Human Resource Officer (CHRO) oversees an organization’s HR strategies, including talent acquisition, employee relations, compliance, and organizational development. They develop policies, lead HR teams, and align HR initiatives with business goals to support overall company success.
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Chief Human Resource Officer jobs near you
Infographic showing various Chief Human Resource Officer job openings in the United States as of August 2026, with employment types broken down into 96% Full Time, and 4% Part Time. Highlights an 99% Physical, and 1% Remote job distribution, with an average salary of $105,189 per year, or $50.6 per hour.

Chief Human Resource Services Officer

Henry County Schools

Mcdonough, GA • On-site

Full-time

Re-posted 29 days ago

Henry County Schools (Georgia) rating

7.5

Company rating: 7.5 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

181st of 634 rated elementary and secondary schools

Job description


Henry County Schools Job Description
Chief Human Resources Officer
The Executive Cabinet Leadership team is responsible for creating a performance culture that ensures a student-centered, equity-based and results-oriented system of schools to address the needs of the 21st Century learner, meets the expectations and vision of Henry County families, and aligns with the Board of Education's Theory of Action core beliefs and commitments to the community.
The Chief Human Resources Officer leads the district's multi-year recruitment, induction and retention strategy for all staff positions; ensuring that the district is attracting and retaining high-quality talent. The CHRO oversees the processes associated with hiring, evaluating, promoting, and exiting of employees. The CHRO oversees the management of employee matters, including employee complaints, grievances, and employment violations. The CHRO oversees the strategy to recognize employees. The CHRO structures and manages the allocation of staff positions to local schools based on available funds and leads the district's vision to create competitive compensation at all position categories. The CHRO coordinates with the School Leadership Division to maintain a robust principal pipeline and placement strategy and diligently pursues ensuring an effective teacher is in each classroom and an effective leader is leading each Henry County school.
Essential Functions
  • Serve as a key member of the Superintendent's executive leadership team, acting as a strategic leader and spokesperson on behalf of the Superintendent and Henry County Schools.
  • Communicate with the Board on behalf of, and in coordination with, the Superintendent as appropriate.
  • Positively and proactively participate in leadership meetings, representing the Superintendent and district priorities
  • Advise and lead the development and implementation of the district's multi-year staffing strategy, including forecasting, recruitment, placement, and retention of effective teachers, innovative staffing models, recruitment, placement, and retention for non-instructional staff roles, and a principal pipeline and placement.
  • Promote a culture of performance and a positive working and learning environment.
  • Provide leadership and direction in attracting and retaining a diverse workforce.
  • Provide leadership for the Division of Human Resources including employee relations, classification and compensation, evaluation systems, staffing, substitute teachers and staff, and compliance with state and federal laws and regulations.
  • Direct the planning, development, coordination, and evaluations of operations for the Human Resources Division, including the establishment of division goals and make recommendations for improvements.
  • Ensure strong, on-going communications with Principals and district leaders about on-going staffing needs with thoughtful and creative approaches to anticipating and quickly filling vacancies.
  • Develop and recommend district policies addressing the personnel needs of the district.
  • Direct consistent processes for screening, selection, promoting, reorganizing, and dismissing employees in all departments of the district office, including executive cabinet review and Superintendent approval.
  • Design an efficient, informative, and comprehensive on-boarding process that introduces new staff members into the culture of the Henry County Schools and ensures they have all of the resources necessary to have a strong start.
  • Provide leadership on systemic projects in the area of Human Resources, employment management, and technical solutions to improve Human Resource processes.
  • Promote a performance culture and a performance management strategy in the Division of Human Resources and in schools and assist principals and supervisors in the performance evaluation of all certified and classified personnel, including remediation plans and non-renewal plans when needed.
  • Facilitate the development of growth and development opportunities for district-level and school-level staff.
  • Monitor the staffing at school including first day vacancies, time-to-fill, and rate of filling sub requests. Put improvement plans in place when needed.
  • Serve as the district's representative and spokesperson in employee matters and manage the process for employee claims, investigations, and due process.
  • Prepare for and attend all meetings and trainings of the Board of Education.
  • Perform other duties as required.

Knowledge, Skills, and Abilities
  • Bachelor's degree required; Master's degree preferred. Georgia Leadership certification, preferred. SHRM or pHCLE certification preferred.
  • Prior building-level and/or district office administrative experience, required.
  • Minimum of five years of administrative/supervisory experience, required.
  • Knowledge of public education and driving improvement in student achievement.
  • Using quantitative and qualitative information in an instructional setting to drive decision-making and evaluation.
  • Strong strategic planning and organizational skills.
  • Familiarity with systems thinking and the ability to analyze organizational situations from structural, human capital, political, and cultural perspectives.
  • Analyze complex situations and synthesize information carefully to develop an effective course of action.
  • Communicate tactfully, appropriately, and effectively with individuals and groups, including the Board of Education, Superintendent, Executive Cabinet team, the Board Attorney, district staff, local school staff, and the community.
  • Exhibit a consistent sense of urgency around improving student performance, closing the achievement gap, and making the instructional improvements needed to do so.
  • Ability to make challenging decisions, remain professional under stress, and possess exceptional judgement.
  • Coach others to drive student achievement gains.
  • Work collaboratively to build consensus while also delivering exceptional results.
  • Collaborate and build relationships with internal and external stakeholders.
  • Be flexible, resilient and adaptable to changing priorities.
  • Commit to high performance standards and maintain an unwavering belief that all students can excel.
  • Exceptional integrity, commitment to confidentiality, excellent character, and strong professional reputation.
  • Ability to abide by the Georgia Professional Standards Code of Ethics for Educators.
  • Must be regularly, predictably, and reliably at work.
  • Must perform tasks involving prolonged periods of standing, walking, and sitting. Some kneeling required.
  • May be required to perform routine physical activities such as bending and lifting/pushing/pulling up to 50 pounds.
  • Vision, hearing, written, and verbal communications are essential factors in performing required tasks.

Accountability
The Chief will be held to accountability measures mutually identified and agreed upon with the Superintendent.
Division: Human Resource Services
FLSA Status: Exempt
Reports to: Deputy Superintendent of Staff and Operational Effectiveness
Salary Schedule: A1
Evaluation Tool: OPAT
JD Revision Date: 8/2022; 5/2023

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