Role Summary:
At Lower Lights Christian Health Center, people are at the heart of everything we do. As the Chief Human Resources Officer (CHRO), you will ensure every employee feels welcomed, confident, and heard. This is a commitment to whole-person care — not just for our patients, but for our Lower Lights team. The CHRO is a key member of the executive leadership team, responsible for shaping and stewarding an engaged, well-informed, inclusive, and mission-aligned workplace culture. You will guide the full employee lifecycle from recruitment to retention while overseeing HR systems, internal communications, performance management, employee training and compliance in a way that strengthens the organization and improves every person who works here.
Key Responsibilities
People and Culture
- Lead a healthy, forward-thinking workplace culture rooted in LLCHC’s mission and values.
- Lead organizational efforts around recruitment, onboarding, staff retention, and offboarding.
- Support leaders and managers with tools and coaching for effective employee engagement, development, and recognition.
- Lead the design and oversight of employee engagement events and gatherings.
- Manage internal communications to foster transparency and trust.
- Coordinate and support the full cycle of the annual employee engagement survey.
Leadership
- Lead and support the HR team with clarity and accountability.
- Serve as a strategic advisor to organizational leaders, helping align people strategies with mission and goals.
- Model values-based leadership and foster a culture of trust, equity, and collaboration.
- Coach leaders and managers to grow their leadership capabilities and support team development.
- Champion organizational culture and change efforts through effective communication and accountability.
HR Operations
- Ensure compliance with all federal and state employment laws, FQHC-specific HR requirements, and accreditation standards.
- Maintain and update HR policies, procedures, and the employee handbook to ensure clarity, consistency, and alignment with best practices.
- Lead benefits administration, compensation strategy, and accountability structure with a lens for fairness and transparency.
- Supervise HRIS systems and employee data management processes to ensure security and accuracy.
- Ownership and oversight of the credentialing and privileging process.
Organizational Development and Change
- Establish a framework for a proactive culture and serve as a strategic advisor during times of change.
- Design and implement performance management strategies that support employee growth and accountability.
- Champion and execute a comprehensive strategy to build and strengthen leadership capacity across all levels of the organization.
- Partner with the executive team to align HR strategies and people resources with organizational priorities and community needs.
Knowledge Management
- Design systems and tools to support effective knowledge management, collaboration, and information flow across teams.
- Ensure that HR policies, procedures, and resources are easy to access, up-to-date, and effectively communicated to staff at all levels.
- Support leaders in capturing institutional knowledge during staff transitions or leadership changes.
