Overview: The Chief Human Resources Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization. The CHRO serves as the key liaison to broker the HR service delivery model, ensuring that appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors.Reports to: President. Responsibilities: Oversees and directs the administration of human resource programs that effectively communicate and support the organizations mission and strategic vision.Develops HR programs and strategies to support the achievement of the overall business operations.Functions as a strategic business advisor to the executive/senior management of each business unit regarding key organizational and management issues.Develops comprehensive strategic recruiting and retention programs, to include new talent acquisition, forecasting future hiring needs, and development and retention of existing employees.Oversees talent acquisition, career development, retention, training, and leadership development.Sets and implements a strategy for diversity and inclusion.Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies.Monitors and ensures organizations compliance with federal, state, and local employment laws and regulations.Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives.Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs.Implements human resources strategies and establishes department accountabilities on health and welfare benefits, records management, safety and health, employee relations, and AA/EEO compliance.Identifies and resolves employee relations issues; gathers and analyzes information and develops solutions.Analyzes and modifies compensation and benefits policies and programs to establish competitive, equitable programs and ensure compliance with legal requirements.Talent Management Program (In Progress):Oversees company TMP (Talent Management Program)Provides overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, and leadership development.Leads the talent management strategies, including recruitment and retention strategies and development of integrated succession plan, ensuring continuity of business operations (eg, creates development and succession plans for all leaders).Evaluates, renews, maintains, and negotiates outsourcing contracts.Coordinates with hiring managers to analyze training needs and develop employee training according to job function and professional development. Qualifications: Experience & EducationBachelors degree in Human Resources, or related field. MBA or MA/MS in Human Resources or related field preferred.SPHR or SHRM-SCP certification.Minimum of 15 years of HR experience, with at least 10 years of executive HR experience.Thorough knowledge of employment laws and regulations.Highly skilled in executing generalist HR core processes in areas such as corporate culture, talent management, talent acquisition, employee relations, performance management, employee assessment and development, succession planning and organizational development.Supplemental RequirementsDemonstrated experience in a fast paced, rapid growth organization.Proficiency with HRIS and Talent Management systems.Excellent verbal and written communication skills.Strong analytical and problem-solving skills.Ability to effectively manage a budget, interpret aP, understand key business drivers, with solid cost benefit trade off analysis and planning skills.Physical Demands:Prolonged periods of sitting at a desk and working on a computer.Must be able to lift 15 pounds at times.Location: Glen Burnie, MD