Chief People Officer

Manor Park Inc.; Midland (TX); On-site; USD 120,000 - 150,000; Full time

Job summary

A leading healthcare organization is seeking a Chief People Officer to serve as a strategic advisor and lead the development of a comprehensive people strategy. The ideal candidate will have proven HR leadership experience and a strong business acumen. Responsibilities include shaping organizational culture, overseeing workforce planning, and enhancing employee engagement. This role requires exceptional communication skills and experience within healthcare or service-oriented organizations.

Qualifications

• Proven executive HR leadership experience, preferably within healthcare or service-oriented organizations.
• Demonstrated success in organizational development and culture transformation.
• Exceptional communication and presentation skills.

Responsibilities

• Develop and execute a forward-looking, enterprise-wide people strategy.
• Lead change management initiatives for transformation.
• Oversee strategic workforce planning to support operational goals.

Skills

HR leadership

Strategic workforce planning

Organizational development

Communication skills

Financial literacy

Education

Bachelor’s degree in human resources or related field

Job description

The Chief People Officer (CPO) serves as a strategic advisor to the President & CEO and Executive Leadership Team, leading the development and execution of a comprehensive people strategy aligned with Manor Park’s mission, values, and long‑term business objectives.

The CPO is responsible for shaping an organizational culture that attracts, develops, and retains exceptional talent while ensuring compliance, operational excellence, and an outstanding employee experience. This role positions Manor Park as an Employer of Choice within the Continuing Care Retirement Community (CCRC) industry and broader healthcare marketplace.

Key Responsibilities

Enterprise People Strategy

• Develop and execute a forward-looking, enterprise-wide people strategy aligned with organizational growth and strategic priorities.
• Serve as a strategic thought partner to executive leadership and the Board of Directors on workforce planning, succession planning, culture, and organizational effectiveness.
• Lead change management initiatives that support transformation and continuous improvement.
• Utilize workforce analytics and data insights to inform decision‑making and measure organizational health.
• Organizational Development & Culture.
• Champion a high‑performance, mission‑driven culture rooted in dignity, respect, and service excellence.
• Lead succession planning and leadership pipeline development across all levels of the organization.
• Design and implement talent development, leadership development, and management training programs.
• Partner with leadership to strengthen engagement, accountability, and performance alignment.

Talent Acquisition & Workforce Planning

• Oversee strategic workforce planning to ensure staffing models support operational and service excellence goals.
• Lead modern, inclusive recruitment strategies to attract top‑tier talent in a competitive labor market.
• Ensure onboarding and orientation programs reflect the organization’s culture and service philosophy.
• Design and oversee competitive compensation and total rewards strategies that balance fiscal responsibility with market competitiveness.
• Ensure internal equity and pay practices align with organizational values and regulatory requirements.
• Oversee benefits programs to enhance employee well‑being and retention.

Employee Experience & Engagement

• Lead initiatives that enhance employee engagement, well‑being, and retention.
• Foster strong employee relations practices that promote trust, fairness, and transparency.
• Serve as a trusted advisor and coach to senior leaders on complex people matters.
• Promote an inclusive and respectful workplace culture.
• Ensure full compliance with federal, state, and local employment laws and regulations including EEO, ADA, FMLA, ERISA, COBRA, OSHA, and Wage & Hour laws.
• Oversee affirmative action planning and reporting.
• Serve as Safety Director and Chair of the Safety Committee; ensure OSHA reporting and workplace safety standards are maintained.
• Protect organizational integrity through sound HR governance, documentation, and policy administration.

HR Operations & Infrastructure

• Lead modernization of HR systems, processes, and technology to improve efficiency and data accuracy.
• Oversee HR budget development and stewardship.
• Ensure accurate reporting and workforce analytics to support executive decision‑making.
• Maintain and update policies, procedures, and the employee handbook in alignment with best practices.

Qualifications

• Proven executive HR leadership experience, preferably within healthcare, senior living, or service‑oriented organizations.
• Demonstrated success in strategic workforce planning, organizational development, and culture transformation.
• Strong business acumen and financial literacy.
• Exceptional communication and presentation skills, including experience presenting to executive teams and Boards.
• PHR/SPHR or SHRM‑SCP preferred.

Education

• Bachelor’s degree in human resources, Business Administration, or related field required.