Chief Human Resources Officer (CHRO)

Note:

• This company is a Foodservice Company like Canteen so you can look at companies like the following: Taher Jackson Brothers Five Star Food Service AVI Foodsystems Sodexo Sysco
• Best if they are local but if they are in a close state that would work too.

Job Description:

The CHRO serves as a strategic executive partner and chief architect of the companys people and culture plan. This role oversees Employee Relations Training & Development Recruitment and HR Operations while leading initiatives to build and sustain a people-first values-based environment characterized by employee retention and development and a ready workforce for this fast growth company.

Essential Duties and Responsibilities:

• Culture Team and Mentorship Leadership
• Support the culture of the company by designing implementing and continuously evolving initiatives that embed the companys core values of customer obsession integrity southern hospitality and continuous improvement throughout the organization.
• Develop and maintain a positive inclusive workplace culture that enhances employee engagement reduces turnover and establishes the company as an employer of choice in the unattended retail industry
• Establish comprehensive mentorship and leadership development programs that support the growth of emerging leaders frontline supervisors and high-potential talent across both field and corporate positions.
• Model transparent communication accountability and genuine care for employees while coaching and mentoring the HR team and partnering with executive leadership.

Employee Relations

• Oversee proactive employee relations strategies that promote early intervention fair and consistent resolution of issues and full compliance with applicable laws across multi-state operations.
• Foster a culture of open communication in which employee concerns are addressed promptly and constructively thereby building trust and minimizing organizational risk.
• Collaborate with leadership on performance management succession planning and resolution of complex employee matters ensuring a balance between empathy and business objectives.

Training and Development

• Design and implement a comprehensive learning and development strategy encompassing new-hire onboarding technical skills training leadership development and career pathing programs.
• Promote mentorship initiatives cross-functional learning opportunities and continuous professional development that prepare team members for current and future organizational needs.
• Evaluate the effectiveness of training programs through key metrics including employee engagement scores retention rates and measurable business outcomes such as improved service quality and reduced safety incidents.

Talent Acquisition and Recruitment

• Lead a strategic recruitment function focused on attracting service-oriented talent.
• Develop scalable talent pipelines employer branding efforts and partnerships with universities and community organizations that align with the companys culture and growth objectives.
• Ensure hiring processes are efficient candidate-focused and consistent with the organizations values and standards.

HR Operations

• Provide executive oversight of core HR functions including payroll benefits administration regulatory compliance (EEOC DOL OSHA and multi-state labor laws) HRIS optimization and policy development.
• Drive operational efficiency through process improvements technology adoption and data-informed decision-making.
• Manage the HR department budget and demonstrate clear return on investment for people-related programs and initiatives.

Strategic Partnership

• Act as a trusted advisor to the executive team on workforce planning organizational design change management and all people-related strategic matters.
• Support HR integration efforts during periods of expansion acquisitions or new market entries.
• Deliver regular data-driven insights on key human resources metrics including employee engagement retention diversity time-to-fill and overall culture health.

Qualifications:

• Bachelors degree in Human Resources Business Administration Organizational Development or a related field; Masters degree or SHRM-SCP/SPHR certification strongly preferred.
• Minimum of 15 years of progressive human resources experience including at least 7 years in a senior-level role preferably as a member of the C suit..
• Demonstrated success leading Employee Relations Talent Acquisition Learning and Development and HR Operations in a multi-location service foodservice distribution or manufacturing environment.
• Proven ability to build high-trust cultures implement effective mentorship programs and achieve measurable improvements in employee engagement and retention.
• Extensive knowledge of multi-state employment law compliance requirements and risk management practices.
• Strong executive presence emotional intelligence and the ability to influence stakeholders at all levels of the organization.

Preferred Qualifications:

• What systems / tools are required: HRIS called Alliance.
• Want me to recruit out of any companies: Supply chain logistics
• Experience in a private-equity-backed or high-growth organization.
• Background in the foodservice unattended retail hospitality or B2B service industry.
• Demonstrated passion for mentorship and the development of future leaders.
• Proficiency in HR analytics and experience with modern HRIS platforms.