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Chief Retention Officer Jobs (NOW HIRING)

Socket.dev

Chief Operating Officer (COO)

Rochester, NY · On-site

This includes overseeing Unit Directors, driving staff development and retention, ensuring grant compliance and program reporting, and serving, along with the CEO, as a key external representative of ...

Wenham Carter

Chief Financial Officer

San Francisco, CA · On-site

Cybersecurity Wenham Carter is conducting a retained search for a Chief Financial Officer to join an established, rapidly growing Cyber business entering an exciting new phase. This is an opportunity ...

New

Bryan Health

Nurse Manager-Mental Health

Lincoln, NE · On-site

Recruits and manages staff to demonstrate behaviors consistent with Bryan beliefs and Bryan Core Values; acts as chief retention officer for area of responsibility. * Ensures staff members receive an ...

The Boston Foundation

Chief Executive Officer

Boston, MA · On-site

The Boston Foundation Board of Directors and Search Committee, which will advise the Board of Directors in selecting The Boston Foundation's next Chief Executive Officer, has retained Spencer Stuart ...

New

Bryan Health

Nurse Manager-Mental Health

Lincoln, NE · On-site

Recruits and manages staff to demonstrate behaviors consistent with Bryan beliefs and Bryan Core Values; acts as chief retention officer for area of responsibility. * Ensures staff members receive an ...

Bryan Health

Nurse Manager-Mental Health

Lincoln, NE · On-site

Recruits and manages staff to demonstrate behaviors consistent with Bryan beliefs and Bryan Core Values; acts as chief retention officer for area of responsibility. * Ensures staff members receive an ...

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Chief Retention Officer information

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$41.5K

$151.2K

$269.5K

How much do chief retention officer jobs pay per year?

As of Sep 14, 2026, the average yearly pay for chief retention 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 are some common challenges a chief retention officer faces when aligning retention strategies across multiple departments?

A Chief Retention Officer often encounters the challenge of ensuring consistent retention strategies across diverse teams such as marketing, customer service, and product development. Each department may have distinct goals and communication styles, making it essential to foster collaboration and shared objectives. Building a unified retention vision requires strong cross-functional leadership, clear metrics, and regular alignment meetings. Overcoming siloed data and differing priorities is key to driving company-wide retention improvements.

What are the key skills and qualifications needed to thrive as a chief retention officer, and why are they important?

To thrive as a Chief Retention Officer, you need a strong background in customer success, data analytics, and strategic planning, typically supported by a degree in business or a related field. Familiarity with CRM platforms, customer feedback tools, and retention analytics systems is crucial for driving data-driven decisions. Exceptional leadership, communication, and problem-solving skills help build strong teams and foster customer loyalty. These skills and qualities are essential to reduce churn, maximize customer lifetime value, and support long-term organizational growth.

What is the difference between Chief Retention Officer vs Customer Success Manager?

AspectChief Retention OfficerCustomer Success Manager
Primary FocusDeveloping retention strategies at an organizational levelManaging customer relationships and ensuring satisfaction
CredentialsTypically requires leadership experience, business acumen, and industry knowledgeOften requires customer service or account management experience, relevant certifications
Work EnvironmentExecutive setting, cross-departmental collaborationCustomer-facing roles, account teams, client interactions
Industry UsageUsed in SaaS, subscription services, and industries focusing on customer retentionCommon in SaaS, tech, and service industries

The Chief Retention Officer focuses on strategic, organization-wide retention initiatives, while the Customer Success Manager handles day-to-day customer relationships and satisfaction. Both roles are vital for customer loyalty but differ in scope and responsibilities.

What is a chief retention officer?

A chief retention officer is a senior executive responsible for developing strategies to improve employee engagement, reduce turnover, and enhance overall retention within an organization. They often analyze workforce data, implement HR initiatives, and collaborate with leadership to create a positive work environment. Strong communication, leadership skills, and knowledge of HR practices are essential for this role.

What is the role of a chief retention officer?

A chief retention officer is responsible for developing strategies to improve employee and customer retention within an organization. They analyze data, implement engagement programs, and collaborate with other leadership to reduce turnover and increase loyalty. Strong communication, data analysis skills, and experience in HR or customer relationship management are often required for this role.

What cities are hiring for Chief Retention Officer jobs?

Cities with the most Chief Retention Officer job openings:

What states have the most Chief Retention Officer jobs?

States with the most job openings for Chief Retention Officer jobs include:

What are popular job titles related to Chief Retention Officer jobs?

For Chief Retention Officer jobs, the most frequently searched job titles are:

Infographic showing various Chief Retention Officer job openings in the United States as of September 2026, with employment types broken down into 88% Full Time, 8% Part Time, and 4% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $151,203 per year, or $72.7 per hour.

Chief Medical Officer

Santo Domingo Pueblo, NM • On-site

Kewa Pueblo Health Corporation kphc
See more jobs at Kewa Pueblo Health Corporation kphcexternal

$256K - $451K/yr

Full-time

Medical, Dental, Vision

Re-posted 23 days ago

Job description

CHIEF MEDICAL OFFICER

Department:   Outpatient Clinics

Reports to:      Chief Executive Officer

FLSA Status:   Exempt

Type of Position: Full-Time

Revised Date:     02/13/2026

MISSION & VISION STATEMENT:

 

The Kewa Pueblo Health Corporation (KPHC) is established for the purposes of carrying out the vision and mission of the Kewa Pueblo Health Corporation (SDHC). The MISSION of KPHC is: “ENSURING HEALTH & WELLNESS THROUGH EXCELLENCE IN HEALTHCARE WITH RESPECT FOR CULTURE” and the VISION OF KPHC is: “HEALTHY PEOPLE, HEALTHY COMMUNITY, and HEALTHY LIFESTYLE”. 

 

POSITION PURPOSE:

The Chief Medical Officer exercises full managerial responsibility for planning, development, organization, integration, administration, and evaluation for the Kewa Pueblo Health Corporation medical services. Overseeing the following departments: Nursing, Behavioral Health, Pharmacy, Public Health, Optometry, Dental and all Clinic Providers.

PERFOMANCE EXPECTATIONS: 

In terms of the performance of their respective tasks and duties all employees of the Kewa Pueblo Health Corporation are expected to conform to the following:

  • Fully uphold all principles of confidentiality and patient care.
  • Adhere to all professional and ethical behavior standards of the healthcare industry and uphold KPHC values.
  • Interact in an honest, trustworthy and dependable manner with patients, employees and vendors. 
  • Possess cultural awareness and sensitivity.
  • Maintain a current insurable driver’s license.

Comply with all Kewa Pueblo Health Corporation and Kewa Pueblo Health Corporation policies and procedures, as well as all applicable laws.

ESSENTIAL DUTIES, FUNCTIONS & RESPONSIBILITIES: 

  • Supervises medical staff including the granting of annual/educational/administrative leave; develops and implements performance appraisals; resolves individual or group conduct or performance problems.
  • Establishes or approves overall work schedule and determines individual or group work assignments.
  • Serves as the medical staff recruitment and retention officer for temporary and permanent staff with special attention to factors which affect medical staff morale. Coordinates recruitment efforts, which require the incumbent to establish and maintain relations with various medical groups and organizations, medical societies, medical schools and other health centers and hospitals (federal and private).
  • Is responsible for satisfying medical staff requirements as stipulated by AAAHC or CMS.
  • Is responsible for application and implementation of EEO program guidelines; carries out a leadership role by initiating affirmative action in selecting details, reassignments, training, awards, hiring, career ladder, etc.
  • Works with tribal groups for the purpose of promoting an understanding of the Health Center’s health programs and of promoting community participation in health care planning delivery, and evaluation.
  • Conduct meetings and conferences include, but are not limited to medical staff quality assurance, medical staff business, CME.
  • Formulates policies programs related to clinical services with the Health Center’s management team and medical staff. Develops and implements plans/programs for improvement expansion and/or contraction of patient care services to meet changing patient care needs or staffing levels.
  • Responsible for overseeing the credentialing process for all medical staff at the Health Center.
  • Responsible for working with the Purchased Referred Care (PRC) Department to coordinate Contract Health Services/ referrals.  

Clinical Tasks:

  • Maintains the highest standards of professional medical service within his/her specialty. This is accomplished by:
  • Providing direct care to patients.
  • Personal consultation with members of the staff on matters of patient care and management.
  • Facilitate and attend regular or special conferences and patient care-management special conferences utilizing specialists such as pediatrics, OB/GYN, emergency medicine, etc.
  • Review clinical records to develop an opinion of the effectiveness of the attending clinician and to ensure that medical records are properly maintained.
  • Resolves patient referral problems between physicians, the medical and nursing staff at Kewa Pueblo Health Corporation and physicians in IHS and non-IHS medical facilities.

Management Support Tasks:

  • Works on a day-to-day basis with the Chief Executive Officer (CEO), Director of Nursing (DON) and other key staff members with responsibility for fully participating in top management discussion, decisions and policy making and sharing accountability in management actions. Such work involves the following kinds of tasks:
  • Participates with CEO and staff members in the formulation of policies, programs and procedures related to administrative and clinical services. Develops and implements plans, programs for the improvement, expansion and/or contraction of patient services for the revision of present programs and services to meet the changing needs of the patient populations, and for the integration of health activities with other elements of clinical programs and with local, state and government activities. Participates in decisions which affect the ability of the Health Center to provide adequate patient care, thus affecting the life and well-being of patients.
  • In conjunction with CEO, works with respective tribal health entities for the purpose of promoting and understanding Kewa Pueblo Health Corporation’s health programs. Participates in planning, implementing and evaluating health programs and policies, both individually and as a member of a group.

Administrative Tasks:

  • Exercises overall supervisory responsibility for the planning, development, organizations integration, and evaluation of clinical services for the entire Health Center. Carrying out this responsibility encompasses the following:
  • Supervisory Functions:
    • Work Planning: Formulates and implements overall administrative programs and plans to satisfy varying requirements and priorities for services and other Health Center objectives. Determine staff and other resources necessary and adjust among subordinate units as deemed appropriate. Establishes or approves overall work assignments. Collaborate with the heads of other departments to negotiate, decide on and/or coordinate working relationships. Advises CEO on requirements or problems existing between clinical services and other work activities with recommendations as to corrective actions as appropriate.
    • Work Direction: Conducts meetings and conferences with subordinate supervisors and staff to explain work requirements, methods and procedures as needed, give special instructions on difficult or different activities, and answers technical questions about work assignments. Formulates and issues written instructions and procedures for non-routine or complex assignments, new or changed programs, functions or processes. Reviews, approves, modifies or rejects changes in functions, procedures, personnel assignments and other operating matters proposed by subordinate supervisors. Make decisions on problems not covered by precedents protocols or established policy. Reviews and analyzes records reports and other evidence of work performance to evaluate performance. Reports on progress and resolution of problems in achieving objectives to management. Continually studies operations to seek improvements in the quality and quantity of services and takes or recommends necessary action.
    • Personnel Administration: 
      • Supervises, through subordinate supervisors and staff members, employees who engage in performing a variety of direct patient care and supportive activities. Exercises approval or disapproval authority of the personnel actions requested by subordinate supervisors. Develop and implement internal program plans and procedures to ensure that subordinate supervisors implement the provisions of various government-wide, agencies, or installation programs such as merit promotion plans, position managements career development plans, performance appraisals, counseling services and other functions to achieve equitable treatment of employees. Hears group grievances and serious employee complaints. Reviews disciplinary cases (i.e. t those proposing suspensions and removals) and recommends disciplinary actions involving key employees. Approves, modifies or rejects career development plans, training requests, employee utilization proposals, and similar matters. Estimates and justifies resources needed to accomplish program objectives recommended for approval to higher level management. Approves modifies or rejects formal requests for promotions, reassignments, status changes awards selections, and the like. Prepare formal evaluations of the performance of key employees and review evaluations prepared by subordinate supervisors. 
      • Within the jurisdiction of the immediate organizational unit supervised, the incumbent is responsible for the application and implementation of EEO program guidelines and the achievement of tangible EEG progress and results relative to minorities and women. Sets the tone throughout the Health Center to carry out the leadership role by initiating affirmative EEO action. The specific functions include selection details, reassignments, training awards, career ladders and/or lattices hiring redesigning jobs, developing models in EEG matters for the benefit of subordinate supervisors and employees. Seeks out and utilizes all available resources in carrying out EEO responsibilities, i.e., the appropriate personnel generalist) EEO deputies and/or counselors applicable training resources etc. Reports will be submitted regarding EEO matters as required.

Special Tasks/Assignments:

  • May serve as the Acting CEO in the absence of the CEO.

MINIMUM MANDATORY QUALIFICATIONS:


Experience: 

  • At least 10 years of similar or related experience, as well as extensive knowledge and skills in assessing, evaluating and taking measures in different and sometimes difficult situations.

Education:   

  • A Doctorate degree, as well as a current medical license to practice medicine. Must be Board Certified or eligible.

Mandatory Knowledge, Skills, Abilities and Other Qualifications: 

  • Ability to communicate, in a meaningful way, patient information program plans, policies in verbal and written form.
  • Basic knowledge of group dynamics and basic concepts of conflict resolution.
  • Knowledge of Kewa Pueblo Health Corporation policies and practices related to PRC eligibility, employee policies and commissioned officers’ regulations/benefits.
  • Knowledge of Quality Assurance/Performance Improvement and other medical staff functions as stipulated by AAHC or CMS
  • Knowledge of the customs of the Santo Domingo people and the ability to appreciate and respect cultural differences and their effect on healthcare delivery.
  • Knowledge about standards/regulations concerning medical staff credentialing and medical staff bylaws.
  • Must have CPR and/or A