MRA Search
Official Job Description
The Chief Human Resources Officer (CHRO) is a key member of our client's executive leadership team, responsible for designing and executing a people and culture strategy that directly supports the company’s growth, operational excellence, and front-line employee performance.
The CHRO will lead all aspects of human capital management for a large, geographically dispersed, predominantly hourly workforce operating in a highly regulated, safety‑critical environment.
This role requires a business‑oriented, tech‑forward HR executive with deep experience in labor‑intensive operations, workforce scalability, union and non‑union labor environments, compliance, and talent strategy across multiple locations.
Leadership Capabilities
Transformational Change Leadership: A passionate change agent with a proven ability to lead bold, enterprise‑level transformation initiatives that strengthen the company’s competitive position and long‑term sustainability.
Enterprise & Future Orientation: A forward‑thinking leader who consistently maintains an enterprise perspective, anticipates future workforce and business needs, and evaluates decisions through an organization‑wide lens.
Business Acumen: Commercially savvy and business‑driven, with a demonstrated ability to quickly assess business needs and deploy pragmatic, value‑creating HR solutions that enable growth, productivity, and performance.
Key Responsibilities Strategic Leadership
Develop and execute an enterprise‑wide human resources strategy aligned with the company's business objectives, growth plans, and customer commitments.
Serve as a strategic advisor to the CEO and executive team on organizational design, workforce planning, leadership effectiveness, and cultural initiatives.
Lead change management initiatives to support organizational transformation, operational efficiency, and continuous improvement.
Talent Acquisition & Management
Lead large‑scale talent acquisition strategies for high‑volume frontline hiring as well as leadership and corporate roles.
Build robust performance management, leadership development, succession planning, and talent pipeline programs to support operational continuity and growth.
Partner with operations leaders to identify skill gaps and implement targeted training programs.
HR Technology
Leverage modern HR technologies, digital platforms, and data analytics to drive efficiency, scalability, and effectiveness across the HR function and service delivery model.
Lead the optimization and continuous improvement of HR systems (including HRIS, ATS, workforce management, time and attendance, and learning platforms) to enhance service quality, responsiveness, and employee experience.
Use automation, self‑service, and mobile‑first solutions to reduce administrative burden, improve cycle times, and enable HR teams to focus on higher‑value, business‑impacting work.
Ensure HR technology investments are aligned with business priorities, operational requirements, and future growth needs.
Total Rewards
Design and oversee competitive compensation, incentive, and benefits programs aligned with market conditions and financial objectives.
Ensure pay equity, transparency, and compliance across all employee populations.
Align reward programs with performance, retention, and safety outcomes.
Employee Relations & Culture
Foster a positive, inclusive, and performance‑driven culture focused on safety, accountability, and employee engagement.
Oversee employee relations strategy, investigations, and resolution of complex or high‑risk issues.
Drive engagement initiatives that improve retention, productivity, and frontline employee experience.
Compliance, Risk & Governance
Ensure full compliance with all applicable federal, state, and local employment laws and aviation‑related workforce regulations.
Oversee HR policies, audits, and risk management practices to mitigate legal and operational exposure.
Maintain strong governance over HR data, reporting, and metrics.
Workforce & Labor Management
Manage union and non‑union labor relations, including collective bargaining negotiations, grievance resolution, and proactive labor strategy in partnership with the Legal team.
Ensure consistent and compliant application of policies, procedures, and employment practices across all locations.
Qualifications & Experience Required
15+ years of progressive HR leadership experience, with significant time in executive or enterprise‑level roles.
Demonstrated experience leading HR for a large, distributed, labor‑intensive workforce (e.g., logistics, manufacturing, or similar industries).
Proven expertise in labor relations, including union negotiations and contract administration.
Strong working knowledge of U.S. employment law and multi‑state compliance requirements.
Track record of aligning HR strategy with business performance and operational outcomes.
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The CHRO will lead all aspects of human capital management for a large, geographically dispersed, predominantly hourly workforce operating in a highly regulated, safety‑critical environment.
This role requires a business‑oriented, tech‑forward HR executive with deep experience in labor‑intensive operations, workforce scalability, union and non‑union labor environments, compliance, and talent strategy across multiple locations.
Leadership Capabilities
Transformational Change Leadership: A passionate change agent with a proven ability to lead bold, enterprise‑level transformation initiatives that strengthen the company’s competitive position and long‑term sustainability.
Enterprise & Future Orientation: A forward‑thinking leader who consistently maintains an enterprise perspective, anticipates future workforce and business needs, and evaluates decisions through an organization‑wide lens.
Business Acumen: Commercially savvy and business‑driven, with a demonstrated ability to quickly assess business needs and deploy pragmatic, value‑creating HR solutions that enable growth, productivity, and performance.
Key Responsibilities Strategic Leadership
Develop and execute an enterprise‑wide human resources strategy aligned with the company's business objectives, growth plans, and customer commitments.
Serve as a strategic advisor to the CEO and executive team on organizational design, workforce planning, leadership effectiveness, and cultural initiatives.
Lead change management initiatives to support organizational transformation, operational efficiency, and continuous improvement.
Talent Acquisition & Management
Lead large‑scale talent acquisition strategies for high‑volume frontline hiring as well as leadership and corporate roles.
Build robust performance management, leadership development, succession planning, and talent pipeline programs to support operational continuity and growth.
Partner with operations leaders to identify skill gaps and implement targeted training programs.
HR Technology
Leverage modern HR technologies, digital platforms, and data analytics to drive efficiency, scalability, and effectiveness across the HR function and service delivery model.
Lead the optimization and continuous improvement of HR systems (including HRIS, ATS, workforce management, time and attendance, and learning platforms) to enhance service quality, responsiveness, and employee experience.
Use automation, self‑service, and mobile‑first solutions to reduce administrative burden, improve cycle times, and enable HR teams to focus on higher‑value, business‑impacting work.
Ensure HR technology investments are aligned with business priorities, operational requirements, and future growth needs.
Total Rewards
Design and oversee competitive compensation, incentive, and benefits programs aligned with market conditions and financial objectives.
Ensure pay equity, transparency, and compliance across all employee populations.
Align reward programs with performance, retention, and safety outcomes.
Employee Relations & Culture
Foster a positive, inclusive, and performance‑driven culture focused on safety, accountability, and employee engagement.
Oversee employee relations strategy, investigations, and resolution of complex or high‑risk issues.
Drive engagement initiatives that improve retention, productivity, and frontline employee experience.
Compliance, Risk & Governance
Ensure full compliance with all applicable federal, state, and local employment laws and aviation‑related workforce regulations.
Oversee HR policies, audits, and risk management practices to mitigate legal and operational exposure.
Maintain strong governance over HR data, reporting, and metrics.
Workforce & Labor Management
Manage union and non‑union labor relations, including collective bargaining negotiations, grievance resolution, and proactive labor strategy in partnership with the Legal team.
Ensure consistent and compliant application of policies, procedures, and employment practices across all locations.
Qualifications & Experience Required
15+ years of progressive HR leadership experience, with significant time in executive or enterprise‑level roles.
Demonstrated experience leading HR for a large, distributed, labor‑intensive workforce (e.g., logistics, manufacturing, or similar industries).
Proven expertise in labor relations, including union negotiations and contract administration.
Strong working knowledge of U.S. employment law and multi‑state compliance requirements.
Track record of aligning HR strategy with business performance and operational outcomes.
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