Our client in Grand Prairie, Texas is seeking a Chief Human Resources Officer (CHRO) to join our client’s executive team and lead the transformation of the HR function into a strategic driver of growth and innovation. This role provides a clean slate opportunity to design, scale, and align the HR department with the company’s ambitious goals and diverse workforce.
The CHRO will oversee talent acquisition, employee engagement, compensation strategy, and organizational development, while aligning HR with our client’s data-centric culture and ESOP values. A critical aspect of this role will be leveraging AI and automation to enhance HR operations, workforce planning, and decision-making. The CHRO will also oversee the integration of a compensation analyst to ensure the alignment of pay structures with organizational goals.
Key Responsibilities
Strategic Leadership
- Develop and execute a long-term HR strategy that supports growth trajectory, ESOP culture, and employee engagement goals.
- Serve as a key advisor to the CEO and executive team on organizational design, workforce planning, and employee relations.
- Lead the professionalization and scaling of HR operations, ensuring alignment across all locations and business units.
- Integrate HR functions to support both mature business units and newer entrepreneurial divisions.
AI-Driven HR Transformation
- Implement AI-powered tools and process automation to improve efficiency in recruitment, workforce forecasting, and employee engagement tracking.
- Use AI and analytics to identify trends in employee performance, retention, and engagement, ensuring proactive HR strategies.
- Drive the adoption of AI in HR decision-making, including talent acquisition, compensation benchmarking, and workforce planning.
- Foster a culture of innovation by leveraging AI-driven insights to align HR strategies with business objectives.
Compensation Strategy & Alignment (hire a strategic partner to align compensation Strategy)
- Design and oversee compensation programs that align with market benchmarks, internal equity, and company goals.
- Lead the recruitment and integration of a compensation analyst, ensuring clear alignment between compensation strategies, workforce planning, and employee engagement initiatives.
- Address challenges in aligning compensation structures across diverse roles, locations, and business units.
- Build systems to ensure consistent and transparent communication around pay structures and equity adjustments.
Talent Management & Culture
- Oversee talent acquisition strategies to attract and retain top talent across technical, engineering, and administrative roles.
- Develop programs to enhance employee engagement, foster a culture of accountability, and align HR practices with ESOP values.
- Implement leadership development and succession planning initiatives to ensure long-term organizational success.
- Build recruiting and retention strategies focused on reducing time-to-hire while ensuring cultural and competency alignment.
Operational Excellence & Data-Driven Insights
- Leverage data and analytics to inform HR strategies, including workforce forecasting, recruitment metrics, and engagement KPIs.
- Utilize the ERP system (Solutions 360) to align HR processes with broader company operations, including labor hours, project estimates, and workforce planning.
- Drive process automation and AI adoption within HR operations to enhance efficiency and data integration.
- Collaborate with functional leaders to create unified, scalable HR systems that meet the needs of a growing organization.
Organizational Growth & Integration
- Lead change management initiatives to support the integration of new acquisitions and alignment of cultural and operational practices.
- Oversee the development of HR systems that scale with the company’s growth and address the unique needs of both mature and entrepreneurial business units.
- Ensure compliance with labor laws and safety regulations across multiple geographies.
Ideal Candidate Profile
The ideal candidate is a proven HR leader with a track record of scaling HR operations, aligning compensation strategies, and fostering a culture of ownership and engagement. They should bring a data-driven approach to HR, with expertise in leveraging AI technologies to improve decision-making and operations.
Qualifications:
- 10+ years of senior HR leadership experience, with at least 3–5 years in a CHRO or equivalent role.
- Experience in leveraging AI tools and automation for HR operations, talent management, and workforce planning.
- Proven success in leading HR through growth and transformation in high-growth, multi-location environments.
- Experience working in ESOP or employee-owned organizations is highly desirable.
- Familiarity with ERP systems (e.g., Solutions 360) and data integration for HR operations.
- Strong cultural alignment with employee-owned businesses and entrepreneurial organizations.
Key Attributes:
- Strategic thinker with strong operational execution skills.
- Relationship-focused and able to foster collaboration across diverse teams.
- Passionate about AI-driven HR practices and process automation.
- Growth-oriented, with a focus on building scalable systems that support long-term success.
Why Join:
- Clean Slate Opportunity: Shape and build the HR function and compensation strategies with flexibility and autonomy.
- Employee Ownership: As an ESOP company, you’ll directly contribute to and benefit from Lone Star’s success.
- Growth-Oriented Culture: Join a company with ambitious goals and a focus on innovation.
- AI-Driven Innovation: Be part of a forward-thinking organization that embraces AI, automation, and data-centric decision-making.
- Diverse Workforce: Collaborate with a team that values inclusion, ownership, and diverse perspectives.
Job Description
The Chief Human Resources Officer (CHRO) is a strategic leader responsible for developing and executing human resource strategies that support the overall business plan and strategic direction of the organization. This includes oversight of talent management and acquisition, organizational development, performance management, compensation and benefits, succession planning, employee relations, safety, and compliance. The CHRO serves as a key advisor to executive leadership on all human capital matters.
Duties and Responsibilities
• Develop and implement HR strategies aligned with the organization’s overall mission and objectives.
• Serve as a member of the Strategic Planning Committee and participate in related activities as required to drive company objectives
• Lead the design and execution of workforce planning, recruitment, and retention strategies.
• Oversee organizational development initiatives including leadership development, training, and performance management systems.
• Cultivate a high-performing and inclusive organizational culture that supports innovation, engagement, and accountability.
• Guide the design and implementation of compensation and benefits programs that are competitive and cost-effective.
• Provide overall leadership and guidance to the HR function by overseeing talent management, employee relations, safety, compliance, compensation, and benefits globally.
• Serve as a strategic partner to senior leadership on key organizational and management issues.
• Lead HR due diligence and integration for mergers, acquisitions, or restructures.
• Establish and monitor HR metrics and dashboards to guide decision-making and ensure accountability.
• Manage and mentor the HR team, fostering continuous improvement and leadership development.
• Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to upper management.
• Perform other duties as assigned.
Qualifications
• Proven experience in strategic planning and execution.
• Strong knowledge of employment law, compensation, organizational planning, employee development, and employee relations.
• Experience leading HR in a complex, dynamic environment, preferably in construction, technology, healthcare or education.
• Exceptional interpersonal, communication, and leadership skills.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Strategic thinking and business acumen
• Talent and culture development
Education Requirements
• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• 10+ years of progressively responsible HR leadership experience, with at least 5 years in a senior executive role.
• SPHR or SHRM-SCP Certification a plus
Skills
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
Key Responsibilities
Strategic Leadership
- Develop and execute a long-term HR strategy that supports growth trajectory, ESOP culture, and employee engagement goals.
- Serve as a key advisor to the CEO and executive team on organizational design, workforce planning, and employee relations.
- Lead the professionalization and scaling of HR operations, ensuring alignment across all locations and business units.
- Integrate HR functions to support both mature business units and newer entrepreneurial divisions.
AI-Driven HR Transformation
- Implement AI-powered tools and process automation to improve efficiency in recruitment, workforce forecasting, and employee engagement tracking.
- Use AI and analytics to identify trends in employee performance, retention, and engagement, ensuring proactive HR strategies.
- Drive the adoption of AI in HR decision-making, including talent acquisition, compensation benchmarking, and workforce planning.
- Foster a culture of innovation by leveraging AI-driven insights to align HR strategies with business objectives.
Compensation Strategy & Alignment (hire a strategic partner to align compensation Strategy)
- Design and oversee compensation programs that align with market benchmarks, internal equity, and company goals.
- Lead the recruitment and integration of a compensation analyst, ensuring clear alignment between compensation strategies, workforce planning, and employee engagement initiatives.
- Address challenges in aligning compensation structures across diverse roles, locations, and business units.
- Build systems to ensure consistent and transparent communication around pay structures and equity adjustments.
Talent Management & Culture
- Oversee talent acquisition strategies to attract and retain top talent across technical, engineering, and administrative roles.
- Develop programs to enhance employee engagement, foster a culture of accountability, and align HR practices with ESOP values.
- Implement leadership development and succession planning initiatives to ensure long-term organizational success.
- Build recruiting and retention strategies focused on reducing time-to-hire while ensuring cultural and competency alignment.
Operational Excellence & Data-Driven Insights
- Leverage data and analytics to inform HR strategies, including workforce forecasting, recruitment metrics, and engagement KPIs.
- Utilize the ERP system (Solutions 360) to align HR processes with broader company operations, including labor hours, project estimates, and workforce planning.
- Drive process automation and AI adoption within HR operations to enhance efficiency and data integration.
- Collaborate with functional leaders to create unified, scalable HR systems that meet the needs of a growing organization.
Organizational Growth & Integration
- Lead change management initiatives to support the integration of new acquisitions and alignment of cultural and operational practices.
- Oversee the development of HR systems that scale with the company’s growth and address the unique needs of both mature and entrepreneurial business units.
- Ensure compliance with labor laws and safety regulations across multiple geographies.
Ideal Candidate Profile
The ideal candidate is a proven HR leader with a track record of scaling HR operations, aligning compensation strategies, and fostering a culture of ownership and engagement. They should bring a data-driven approach to HR, with expertise in leveraging AI technologies to improve decision-making and operations.
Qualifications:
- 10+ years of senior HR leadership experience, with at least 3–5 years in a CHRO or equivalent role.
- Experience in leveraging AI tools and automation for HR operations, talent management, and workforce planning.
- Proven success in leading HR through growth and transformation in high-growth, multi-location environments.
- Experience working in ESOP or employee-owned organizations is highly desirable.
- Familiarity with ERP systems (e.g., Solutions 360) and data integration for HR operations.
- Strong cultural alignment with employee-owned businesses and entrepreneurial organizations.
Key Attributes:
- Strategic thinker with strong operational execution skills.
- Relationship-focused and able to foster collaboration across diverse teams.
- Passionate about AI-driven HR practices and process automation.
- Growth-oriented, with a focus on building scalable systems that support long-term success.
Why Join:
- Clean Slate Opportunity: Shape and build the HR function and compensation strategies with flexibility and autonomy.
- Employee Ownership: As an ESOP company, you’ll directly contribute to and benefit from our client’s success.
- Growth-Oriented Culture: Join a company with ambitious goals and a focus on innovation.
- AI-Driven Innovation: Be part of a forward-thinking organization that embraces AI, automation, and data-centric decision-making.
- Diverse Workforce: Collaborate with a team that values inclusion, ownership, and diverse perspectives.