Reporting to the Chief Executive Officer, the Chief Human Resources Officer is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the Leadership team.

HR Supervisory Responsibilities

• Provide daily operational oversight of the Human Resources team and function
• Recruit, interview, hire, and train new HR members 
• Oversee the daily workflow of the HR department.

Primary Responsibilities

Strategic Leadership & Business Partnering:

• Develop and implement a forward-thinking HR strategy aligned with the mission and strategic vision.
• Provide HR leadership to the Leadership Team, ensuring alignment between business needs and workforce strategies.
• Identify emerging trends, laws, and best practices in labor relations, ensuring the company stays proactive and compliant.

Labor Relations & Union Management:

• Establish and maintain constructive relationships with union leaders to foster a cooperative work environment.
• Lead collective bargaining negotiations, grievance resolutions, and arbitration processes.
• Ensure compliance with labor laws, collective agreements, and policies.
• Mitigate potential labor disputes while maintaining a balance between employee and organizational needs.

Organizational Development & Culture:

• Design talent management programs, including recruitment, retention, succession planning, and leadership development.
• Lead efforts to drive employee engagement, performance, and well-being.
• Champion change management initiatives to support business transformation and workforce adaptation.
• Promote diversity, equity, and inclusion (DEI) initiatives across the organization.

Compliance & Risk Management:

• Oversee compliance with local, state, and federal employment laws and regulations.
• Implement policies, procedures, and systems to reduce HR-related risks.
• Oversee the timely and accurate processing and reporting of employee payroll.
• Monitor workforce metrics and HR analytics to guide decision-making and continuous improvement 

Education and/or Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Minimum of 5 years’ experience in an executive Human Resources function for a company with unionized, blue collar workers in a regulated environment
• HR Certification (PHR, SPHR, SHRM-CP or SHRM-SCP) is required.

Qualifications

• Excellent verbal and written communication skills. 
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Google productivity applications or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.