Chro Jobs in Tennessee (NOW HIRING)

Our client is seeking a Chief Human Resources Officer.

Summary: 

The CHRO serves as a strategic executive partner and chief architect of the company’s people and culture plan. This role oversees Employee Relations, Training & Development, Recruitment, and HR Operations, while leading initiatives to build and sustain a “people-first, values-based” environment characterized by employee retention and development and a ready workforce for this fast growth company.

Essential Duties and Responsibilities: 

Culture, Team, and Mentorship Leadership

• Support the culture of the company by designing, implementing, and continuously evolving initiatives that embed the company’s core values of customer obsession, integrity, southern hospitality, and continuous improvement throughout the organization.

• Develop and maintain a positive, inclusive workplace culture that enhances employee engagement, reduces turnover, and establishes the company as an employer of choice in the unattended retail industry.

• Establish comprehensive mentorship and leadership development programs that support the growth of emerging leaders, frontline supervisors, and high-potential talent across both field and corporate positions.

• Model transparent communication, accountability, and genuine care for employees while coaching and mentoring the HR team and partnering with executive leadership.

Employee Relations

• Oversee proactive employee relations strategies that promote early intervention, fair and consistent resolution of issues, and full compliance with applicable laws across multi-state operations. 

• Foster a culture of open communication in which employee concerns are addressed promptly and constructively, thereby building trust and minimizing organizational risk. 

• Collaborate with leadership on performance management, succession planning, and resolution of complex employee matters, ensuring a balance between empathy and business objectives.

Training and Development

• Design and implement a comprehensive learning and development strategy encompassing new-hire onboarding, technical skills training, leadership development, and career pathing programs. 

• Promote mentorship initiatives, cross-functional learning opportunities, and continuous professional development that prepare team members for current and future organizational needs. 

• Evaluate the effectiveness of training programs through key metrics, including employee engagement scores, retention rates, and measurable business outcomes such as improved service quality and reduced safety incidents.

Talent Acquisition and Recruitment

• Lead a strategic recruitment function focused on attracting service-oriented talent. 

• Develop scalable talent pipelines, employer branding efforts, and partnerships with universities and community organizations that align with the company’s culture and growth objectives. 

• Ensure hiring processes are efficient, candidate-focused, and consistent with the organization’s values and standards.

HR Operations

• Provide executive oversight of core HR functions, including payroll, benefits administration, regulatory compliance (EEOC, DOL, OSHA, and multi-state labor laws), HRIS optimization, and policy development. 

• Drive operational efficiency through process improvements, technology adoption, and data-informed decision-making. 

• Manage the HR department budget and demonstrate clear return on investment for people-related programs and initiatives.

Strategic Partnership

• Act as a trusted advisor to the executive team on workforce planning, organizational design, change management, and all people-related strategic matters.

• Support HR integration efforts during periods of expansion, acquisitions, or new market entries.

• Deliver regular, data-driven insights on key human resources metrics, including employee engagement, retention, diversity, time-to-fill, and overall culture health.

Qualifications: 

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; Master’s degree or SHRM-SCP/SPHR certification strongly preferred. 

• Minimum of 15 years of progressive human resources experience, including at least 7 years in a senior-level role, preferably as a member of the “C suit.”. 

• Demonstrated success leading Employee Relations, Talent Acquisition, Learning and Development, and HR Operations in a multi-location service, foodservice, distribution, or manufacturing environment. 

• Proven ability to build high-trust cultures, implement effective mentorship programs, and achieve measurable improvements in employee engagement and retention. 

• Extensive knowledge of multi-state employment law, compliance requirements, and risk management practices. 

• Strong executive presence, emotional intelligence, and the ability to influence stakeholders at all levels of the organization.

Preferred Qualifications: 

• Experience in a private-equity-backed or high-growth organization. 

• Background in the foodservice, unattended retail, hospitality, or B2B service industry. 

• Demonstrated passion for mentorship and the development of future leaders. 

• Proficiency in HR analytics and experience with modern HRIS platforms.