Chief Human Resources Officer

Overview

POSITION SUMMARY

This executive role provides enterprise-wide leadership and strategic direction for people, culture, communications, and community-facing functions at Hillsboro Medical Center. The position oversees Human Resources, Employee Health, Marketing & Communications, Community Relations, and Volunteer Services, aligning workforce strategy, organizational culture, and community engagement with HMC’s mission, vision, and operational priorities. Serving as a trusted advisor and thought partner to the CEO and Executive Team, the role champions inclusive, high-performing people practices;

leads labor and workforce strategy; drives talent attraction, retention, and development; and integrates technology, automation, and data analytics to enhance employee experience and organizational effectiveness. The position plays a critical role in enterprise strategy, change management, and external partnership development, ensuring HMC is positioned as an employer, partner, and healthcare provider of choice.

Functional Leadership. Leads and oversees assigned departments/functions to support strategic initiatives, achieve operational objectives, and ensure the overall health and success of the organization. Examples of functional responsibilities include, but are not limited to:

• Executive Leadership & Strategic Governance: Provides high-level advisory and ensures the organization is sound and aligned with long-term goals.
• Functions as a strategic advisor to the Executive Team and Board of Directors on key organizational, management, and people-centric issues.
• Aligns structure, talent, and culture with strategic priorities, regulatory requirements, and market forces to ensure organizational adaptability.
• Partners with the executive team to define metrics, assess capabilities, and develop plans to bridge operational gaps.
• Brings together diverse constituencies to articulate and implement a shared vision for service delivery.
• Directly oversees the strategic and operational aspects for Human Resources, Employee Health, Marketing, Community Relations, and Volunteer Services.

• Comprehensive Human Resources & Talent Management: Manages the full employee lifecycle, from innovative sourcing to data-driven retention.

• • Leads innovative recruitment initiatives tailored to the evolving healthcare landscape, including intentional diversity strategies to reflect the community.
  • Oversees compensation, benefits, and HR operations to ensure competitive talent support.
  • Implements evidence-based strategies and learning pathways to improve employee stability and long-term engagement.
  • Utilizes analytics to monitor trends, forecast future staffing needs, and optimize recruitment efforts.
  • Leads talent reviews, succession planning, and leadership development to ensure a continuous pipeline of talent.

• Labor Relations & Workforce Strategy: Manages the complex relationship between the organization, its workforce, and labor unions.

• • Actively partners in negotiations and manages collective bargaining agreements and labor relationships.
  • Develops labor strategies that align with the overall organization’s mission and financial goals.
  • Provides leadership guidance on workforce and labor issues, ensuring a productive and compliant work environment.

• Legal and Regulatory Compliance
  ;
  Stay updated on federal, state, and local laws regarding compensation, wages and overtime; discrimination and harassment, family/medical/disability leaves of absence and accommodations; workplace safety and injuries; collective bargaining; as well as other areas of labor and employment law, regulatory and contractual compliance.

• • Policy Development:
    Create and implement employment policies such as EEO, harassment prevention, compensation, and benefits that align with legal requirements.
  • Investigations:
    Oversee internal investigations into employment-related incidents and complaints, ensuring fair and legal resolution.
  • Litigation Support:
    Manage employment-related claims and litigation and collaborate with legal counsel on disputes.
  • Training:
    Develop and deliver training on legal aspects of HR, including harassment, diversity, and safety for all staff
  • Fair Pay:
    Ensure fair…