The Chief Human Resource Officer (CHRO) at Maxicare is responsible for developing and implementing the Group HR strategy, structure, imperatives, and culture to align policies, practices, and programs across entities in support of business objectives. This role drives leadership and change management necessary for organizational transformation. Key result areas include strategic HR management, transformation & change management, HR shared services, HRIS & data management, and human resource business partnering & labor relations. Business units include health maintenance organizations, life insurance, and health services.

Strategic HR Management

• Lead the design, implementation, and monitoring of programs and policies in strategic HR disciplines such as leadership development, employee engagement, and experience, utilizing talent management, total rewards, workforce planning, and organizational development effectively.
• Ensure organizational capability for critical positions and enhance HR business partner effectiveness through organization capability and succession planning strategies.

Transformation & Change Management

• Spearhead organizational transformation and change management efforts, implementing new organization designs for business units, leveraging internal resources, external expertise, change management, and leadership development initiatives.
• Meet organizational redesign transformation and change management milestones within specified timelines using strategic planning and effective decision-making processes.

HR Shared Services

• Take charge of centralized human resource services covering payroll, benefits, and transactions, utilizing HR-shared services and managing service-level agreements effectively.
• Optimize costs and improve both employee and customer experiences by streamlining processes across business units, utilizing process improvement strategies and employee experience management techniques.

HRIS and People Data Management

• Oversee processing, administration, and safekeeping of employee information using efficient and cost-effective human capital platforms, HR information systems, and data management protocols.
• Establish a consolidated internal view of employee data, analytics, and reporting system, leveraging data analytics and reporting tools for informed decision-making.

Human Resource Business Partnering and Labor Relations

• Collaborate with business units to align HR strategies with organizational goals effectively, ensuring robust Human Resource business partnering and strategic planning practices.
• Manage labor relations activities, including negotiations, grievance handling, and dispute resolution, applying deep knowledge of employment law and industrial relations principles.

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred.
• 15 years of experience in HR leadership roles, with a proven track record of driving organizational development.
• Strong business acumen and financial knowledge, applying these skills to HR strategies and decision-making.
• Excellent communication and interpersonal skills, building relationships and engaging with stakeholders at all levels.
• Global perspective and forward-thinking approach, integrating various considerations for well-informed decisions.
• Experience in establishing key structures and initiatives supporting strategic objectives, such as product development organizations and project management offices.