Magnolia Regional Health Center
Magnolia Regional Health Center is seeking a dynamic Chief People Officer (CPO) to lead its Human Resources function during a pivotal time of growth and transformation. This leader will play a critical role in addressing the organization’s most pressing priorities—advancing recruitment and retention efforts, guiding benefits transitions, and fostering a culture of engagement and community connection. The ideal candidate will balance strategic HR leadership with hands-on operational expertise, bringing energy and vision to workforce development while remaining visible, relatable, and deeply connected to the community.
Responsibilities
Strategic Leadership
Serve as a trusted advisor to the CEO and executive leadership team on workforce planning, organizational development, and talent strategies.
Lead initiatives to foster a culture of engagement, accountability and sense of community.
Develop HR strategies aligned with hospital goals, including retention, recruitment, and leadership succession planning.
Talent Acquisition & Workforce Development
Oversee recruitment and retention strategies for non-physician clinical and non-clinical staff, addressing workforce shortages common in healthcare.
Partner with department leaders to ensure staffing models meet patient care and operational needs.
Lead employee learning and development programs, including leadership training and career pathways.
Partner with educational institutions from high school through university to build the future talent pipeline.
People Relations & Engagement
Promote open communication, consistency, and employee well-being.
Provide guidance on people relations, conflict resolution, and complaint management.
Conduct regular employee engagement surveys and develop action plans.
Manage the worker's compensation plan and renewal process.
Serve as executive sponsor for Board Compensation Plan. Manage the evaluation process for the CEO and executive compensation decisions.
Oversee compensation strategy, benefits programs, and recognition initiatives to remain competitive in the market.
Ensure compliance with federal and state employment laws, healthcare regulations, and hospital policies.
Partner with finance leadership to align HR budgets with hospital priorities.
Build compensation models and financial impact analysis.
Manage benefit plans for three organizations including State Retirement Plan and State Deferred Comp Plan; two retirement plans; and six deferred compensation plans.
Manage the organization's UI plan including hearings and appeals.
Operational Oversight
Lead HR operations including payroll, HRIS, credentialing, and performance management.
Manage HR staff, providing coaching, professional development, and accountability.
Serve as the executive lead for workplace safety, employee health, cultural transformation, and employee recognition.
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field (master’s preferred).
8–10+ years of progressive HR leadership experience, with at least 3–5 years in healthcare preferred.
Strong knowledge of employment law, healthcare regulations, and HR best practices.
Demonstrated success in recruitment, retention, and employee engagement initiatives.
Excellent communication, problem-solving, and relationship-building skills.
SHRM-SCP, SPHR, or similar certification preferred.
Maintain the human touch within the organization.
Seniority level: Executive
Employment type: Full-time
Job function: Human Resources and General Business
Industries: Hospitals and Health Care
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Responsibilities
Strategic Leadership
Serve as a trusted advisor to the CEO and executive leadership team on workforce planning, organizational development, and talent strategies.
Lead initiatives to foster a culture of engagement, accountability and sense of community.
Develop HR strategies aligned with hospital goals, including retention, recruitment, and leadership succession planning.
Talent Acquisition & Workforce Development
Oversee recruitment and retention strategies for non-physician clinical and non-clinical staff, addressing workforce shortages common in healthcare.
Partner with department leaders to ensure staffing models meet patient care and operational needs.
Lead employee learning and development programs, including leadership training and career pathways.
Partner with educational institutions from high school through university to build the future talent pipeline.
People Relations & Engagement
Promote open communication, consistency, and employee well-being.
Provide guidance on people relations, conflict resolution, and complaint management.
Conduct regular employee engagement surveys and develop action plans.
Manage the worker's compensation plan and renewal process.
Serve as executive sponsor for Board Compensation Plan. Manage the evaluation process for the CEO and executive compensation decisions.
Oversee compensation strategy, benefits programs, and recognition initiatives to remain competitive in the market.
Ensure compliance with federal and state employment laws, healthcare regulations, and hospital policies.
Partner with finance leadership to align HR budgets with hospital priorities.
Build compensation models and financial impact analysis.
Manage benefit plans for three organizations including State Retirement Plan and State Deferred Comp Plan; two retirement plans; and six deferred compensation plans.
Manage the organization's UI plan including hearings and appeals.
Operational Oversight
Lead HR operations including payroll, HRIS, credentialing, and performance management.
Manage HR staff, providing coaching, professional development, and accountability.
Serve as the executive lead for workplace safety, employee health, cultural transformation, and employee recognition.
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field (master’s preferred).
8–10+ years of progressive HR leadership experience, with at least 3–5 years in healthcare preferred.
Strong knowledge of employment law, healthcare regulations, and HR best practices.
Demonstrated success in recruitment, retention, and employee engagement initiatives.
Excellent communication, problem-solving, and relationship-building skills.
SHRM-SCP, SPHR, or similar certification preferred.
Maintain the human touch within the organization.
Seniority level: Executive
Employment type: Full-time
Job function: Human Resources and General Business
Industries: Hospitals and Health Care
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
#J-18808-Ljbffr