Chief Human Resources Officer

ICBD•Fort Lauderdale, FL

7d•Onsite

About The Position

ICBD is currently in a transformational growth phase and is hiring a new Chief Human Resources Officer (CHRO) to partner with the CEO and executive leadership team on this journey. Already operating five subsidiaries, the CHRO will define the HR function for Curative AI, a newly created business. This individual will also stand up the people side of Marquee MD, a newly created company, offering concierge medicine. The CHRO will lead the development and implementation of the HR strategy and core practices, for the existing holding organization, consisting of approximately 300 employees today. Given the mission-orientation of the business, this person will build upon the Company’s already strong purpose-led foundation. A top initiative for the CHRO will be focusing on the building of cultural incentives for all employees of ICBD, exemplifying the organization’s prioritization of philanthropy. This leader will play a key role in ensuring consistent alignment between the organization as well as full time employees of ICBD, including the following functions: talent acquisition, total rewards, human resources, risk, and people management and development. The CHRO will help set the standard for the portfolio’s platform of companies, process discipline and shared culture. She/he will deliver an integrated human resources agenda including talent acquisition, culture, engagement, succession, talent development, performance management, diversity, equity and inclusion, total rewards, organizational design, HR operations, as well as HR policy and governance. This leader will build functional capability for the future, creating best-in-class talent processes, HR service delivery and employee experience. The ideal candidate will have the capacity to easily shift between strategy and action. This leader must have proven capability to design and deliver a next-generation people and talent agenda across a fast growing, geographically dispersed portfolio. In addition to a strong foundation in human resources, the CHRO will have a passion for delivering and scaling a highly mission-driven culture that is embedded across each of ICBD’s portfolio companies.

Requirements

Has experience and is passionate about organizations in a phase of intense growth and transformation.
Has a vision for achieving best-in-class solutions but is also capable of handling fast-paced day-to-day change.
Prior experience with a distributed workforce across multiple organizations or portfolios.
Focused on talent management and building talent practices that align employee performance with purpose. Has been highly successful in delivering talent acquisition and learning and development at scale.
Experience with workforce planning and analytics and can deliver meaningful and actionable insights to the business regarding strategic staffing requirements as well as employee engagement, quality of hire, retention, etc.
Has delivered meaningful advancement with employee experience, employee well-being and engagement.
Experience overseeing the employee lifecycle (onboarding to offboarding); ensuring all systems and services supporting this provide a superior level of employee experience.
An undergraduate degree is required, and an advanced degree is preferred.

Responsibilities

Business Strategy: Work closely with the executive team in shaping the strategy and advising on organization design, change management, performance and organizational capabilities.
Functional Strategy: Develop and scale the HR function to support transformational growth, effectively aligning resources to deliver on near-term priorities, while building an effective, long-term foundation for core human resources and talent practices that can be scaled and delivered consistently across the business. Anticipate changing market and business conditions and align/shift people strategy and investments appropriately.
Culture and Employee Experience: Partner closely with the Executive Team to further shape, cascade and scale a long-held mission to build organizations that will better the patient experience in healthcare. Invest in, measure and evolve employee well-being and the employee value proposition including positive impact on patient experience. Develop a leading employee relations vision and capability.
C-Suite Effectiveness: Function as a business advisor and coach to the CEO and Executive Team regarding key organizational, talent and business issues. Sets the example for cross-functional collaboration and teaming. Delivers expert Executive Talent, C-level Succession Planning and Executive Compensation advice and materials.
Talent Management: Design and deliver next-generation talent management processes. Scale and refine a highly effective recruitment capability. Invest in career development, aligning meaningful career ladders, mobility and development deeper into the organization. Implement succession planning, leadership development, and performance management.
Process and Data: Develop process rigor and measurement capability. Align priorities to business needs and desired impact.
DEI: Imbed DEI best practices in the company’s culture, strategy and processes. Have a view on the external market including best-in-class strategies.
People Leadership: Provide overall leadership on all HR and talent-related matters. Lead and manage a highly impactful and results-oriented HR team. Set enterprise-level service thinking and deep process discipline as a core operating standard for HR and for the rest of the organization.
Total Rewards: Provide leadership on total rewards design that aligns with the growth strategy. Establish appropriate and market-savvy incentives to attract, reward and retain outstanding performers. Align compensation and benefits practices across the organization, delivering a more consistent employee value proposition and align performance and reward expectations.
Corporate Accountability: Maintain awareness on government influences on management, policies, processes and practices, and work to ensure that the Company follows all applicable laws and regulations concerning employment practices, employee health and safety, as well as employee and labor relations.
Communication: Serve as a spokesperson for the company on human resource issues, demonstrating sophistication in dealing with both internal and external stakeholders. Function as both a Company and employee advocate, staying close to the employee base while keeping the best interests of the Company in mind.