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NeuLife

CHRO

Mount Dora, FL · Remote

Chief Human Resources Officer (CHRO) NeuLife Rehabilitation, Inc. Location: Remote Travel: 25%-50% (Multi-State Operations) Reports To: Chief Executive Officer (CEO) Status: Full-Time | Exempt Join ...

FINRA

Senior Executive Assistant, CHRO

New York, NY · Hybrid

$74.57/hr

Support of the CHRO involves highly advanced technical or administrative work in which incumbents are expert in their assigned roles and working under limited supervision on business sensitive and ...

FINRA

Senior Executive Assistant, CHRO

Rockville, MD · Hybrid

$74.57/hr

Support of the CHRO involves highly advanced technical or administrative work in which incumbents are expert in their assigned roles and working under limited supervision on business sensitive and ...

livingHR

CHRO / CPO / Senior HR Executive Talent

Tampa, FL · On-site +1

$45K - $61K/yr

Strategic HR Executive Talent Pipeline -- CHRO / Chief People Officer / Heads of HR / VP / SVP of HR Summary We are building a continuous pipeline of senior human capital leaders -- including Chief ...

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Chro information

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$23K

$79.8K

$137.5K

How much do chro jobs pay per year?

As of Jul 1, 2026, the average yearly pay for chro in the United States is $79,781.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,500.00 and $89,000.00 per year, depending on experience, location, and employer.

Is CHRO a big position?

A Chief Human Resources Officer (CHRO) is a senior executive role responsible for overseeing an organization's HR strategy, policies, and workforce management. It is considered a high-level, influential position often part of the executive leadership team, with significant impact on company culture and operations.

How does a Chief Human Resources Officer (CHRO) typically collaborate with other executive leaders to shape company culture?

A Chief Human Resources Officer (CHRO) works closely with fellow executives, such as the CEO, COO, and CFO, to design and implement people strategies that align with the organization's overall vision. This collaboration often involves regular executive meetings, joint planning sessions, and cross-functional initiatives to address talent management, diversity and inclusion, and employee engagement. The CHRO also plays a key role in ensuring that the company's culture supports business objectives and helps drive performance, requiring frequent communication and partnership with leaders from all departments.

Is CHRO higher than vp?

In most organizations, the Chief Human Resources Officer (CHRO) is a senior executive role that typically reports directly to the CEO and is higher than a Vice President (VP) in the HR hierarchy. VPs usually oversee specific departments or functions and report to C-level executives like the CHRO. The CHRO has broader strategic responsibilities and authority over the entire HR function.

What does a CHRO do?

A CHRO (Chief Human Resources Officer) is responsible for overseeing all aspects of an organization's human resources strategy, including talent acquisition, employee relations, compliance, and organizational development. They develop policies, lead HR teams, and align HR initiatives with business goals to support company growth and culture.

What is a CHRO salary?

A CHRO (Chief Human Resources Officer) salary varies based on experience, company size, and location, but typically ranges from $150,000 to over $300,000 annually. Senior HR executives often receive additional compensation such as bonuses, stock options, and benefits. The role requires strong leadership, strategic planning, and HR expertise.

What is a CHRO?

A CHRO, or Chief Human Resources Officer, is a senior executive responsible for managing an organization's human resources strategies and operations. The CHRO oversees talent acquisition, employee development, benefits and compensation, workplace culture, and compliance with employment laws. They play a key role in aligning HR policies with the company’s overall business goals and fostering a productive, inclusive work environment. The CHRO often works closely with other executives to shape the organization’s leadership and workforce planning.

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

To thrive as a Chief Human Resources Officer, you need deep expertise in HR management, organizational development, labor law, and typically a relevant degree such as in human resources or business administration, often supported by senior HR certifications like SHRM-SCP or SPHR. Familiarity with HRIS platforms, talent management systems, and data analytics tools is commonly required. Exceptional leadership, strategic thinking, communication, and change management skills help drive company culture and align HR strategies with business objectives. These abilities are essential for guiding the organization’s workforce strategy, fostering employee engagement, and supporting overall business success.
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Chro jobs near you
Infographic showing various Chro job openings in the United States as of June 2026, with employment types broken down into 97% Full Time, 2% Part Time, and 1% Contract. Highlights an 85% Physical, 8% Hybrid, and 7% Remote job distribution, with an average salary of $79,781 per year, or $38.4 per hour.

CHRO

NeuLife

Mount Dora, FL • Remote

Full-time

Posted 12 days ago

Job description

Chief Human Resources Officer (CHRO)

NeuLife Rehabilitation, Inc.

Location: Remote

Travel: 25%–50% (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.

Mergers & 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.

Compliance & Employee Relations

  • 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.

Talent Acquisition & Workforce Development

  • 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.

Compensation & Benefits

  • 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.

HR Operations & Technology

  • 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.

Performance & 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.

Qualifications

Required

  • 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%–50%.

Preferred

  • 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.

Key Competencies

  • 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

Why Join NeuLife?

At NeuLife Rehabilitation, Inc., you'll have the opportunity to shape organizational strategy, influence company growth, and lead transformative initiatives that impact employees and the individuals we serve. This role offers a unique opportunity to partner directly with the CEO and executive leadership team while driving meaningful change across a growing multi-state organization.

NeuLife Rehabilitation, Inc. is an Equal Opportunity Employer and values diversity, inclusion, and professional excellence