Chief Human Resources Officer

Pharmacy Data Management, Inc.•Poland, OH

6d•Remote

About The Position

PDMI is looking for a Chief Human Resources Officer (CHRO) who will serve as our senior HR leader, responsible for setting the enterprise people strategy and strengthening culture, leadership effectiveness, and organizational performance. This role partners closely with executive leadership to align talent, engagement, change management, compensation strategy, and HR capabilities with business priorities and growth needs. The CHRO provides strategic direction and oversight across core HR functions, ensuring consistent execution, measurable outcomes, and a strong employee experience through scalable frameworks, data-driven insights, and accountable leadership practices. Since 1984, PDMI has provided pharmacy data processing and other flexible, scalable solutions to help our clients meet their business objectives. We offer transparent, pass-through pharmacy processing and other services for private label Pharmacy Benefit Managers (PBMs), vertically integrated health plans and hospital systems. In addition to Pharmacy Benefit Administrative Services, we offer 340B Administration, Hospice and Long-Term Care Services. Why Join Us: • Best Employer: PDMI was voted Best Employer in Ohio for the 5th consecutive year in 2025! • Meaningful Work: Contribute to improving healthcare quality and efficiency. • Collaborative Environment: Work with passionate professionals who share your drive. • Exciting Challenges: Every day brings new opportunities to excel. • Flexible Work: Fully remote opportunity with a company that cares.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Organizational Psychology, or related field required.
10+ years of progressive leadership experience in Human Resources, organizational development, or related disciplines, including experience leading HR strategy at a senior level required.
Demonstrated experience driving organizational effectiveness, culture, engagement, leadership development, and change management required.
Experience advising executive leadership and influencing decision-making across all levels of an organization required.

Nice To Haves

Master’s degree in a related field preferred.
Experience leading HR operations and ensuring compliance within a multi-state workforce preferred.
Experience working in a highly regulated industry such as healthcare, pharmacy, or technology preferred.

Responsibilities

Lead PDMI’s people strategy to support business priorities, growth, and day-to-day operational needs.
Lead organizational development efforts that strengthen clarity, collaboration, accountability, and overall organizational effectiveness.
Serve as executive sponsor for PDMI’s operating framework (including EOS), ensuring consistent adoption of organizational disciplines, tools, and performance practices across teams.
Coach and advise executive and senior leaders on leading teams effectively, strengthening accountability, and driving performance through clear communication and change leadership.
Assess organizational health and capability gaps and drive solutions that improve scalability, consistency, and execution across PDMI.
Lead change management efforts to ensure successful adoption of new systems, processes, structures, and cultural shifts.
Partner with the Manager, Organizational Learning and Strategy to provide strategic oversight of leadership development initiatives, ensuring development pathways support leaders at all levels and align with organizational expectations.
Own PDMI’s employee engagement and listening strategy; analyze trends, guide action planning, and ensure accountability for improving engagement, retention, and employee experience.
Lead compensation strategy and governance, including philosophy, benchmarking approach, structure design, and guidance to ensure equitable and competitive compensation practices.
Oversee HR functional execution across talent acquisition, performance management, employee relations, payroll, benefits, training, compliance, and workforce planning—ensuring an integrated, consistent employee experience.
Ensure HR policies, practices, and decisions remain compliant, risk-balanced, and consistent with PDMI’s values and culture expectations.
Partner cross-functionally to align workforce needs, talent strategies, and organizational structure with business direction and operational performance objectives.
Leverage people analytics, survey data, and operational metrics to inform HR strategy, identify trends, and measure organizational impact.
Champion modernization of HR infrastructure through process improvement, automation, and HR systems optimization.
Reinforce and model PDMI’s leadership expectations and cultural standards, promoting transparency, accountability, inclusion, and continuous improvement.