Chief Human Resources Officer

Why work at Rocky Mountain Human Services? 
You will have the opportunity to contribute to an organization that is dedicated to embracing the power of community to support individuals and families in creating their future.

RMHS provides great benefits such as:

• Employer paid medical options, dental, and vision benefits
• Generous paid time off such as vacation, sick, personal, and holidays
• Life and disability insurance
• Tuition reimbursement (full-time employees only)
• Mileage reimbursement
• 403(B) with company match
• Employee assistance program

Position Purpose

The Chief Human Resources Officer (CHRO) provides strategic leadership for all aspects of RMHS’ human capital strategy, shaping a workplace culture that is inclusive, accountable, and aligned with the organization’s mission. As a member of the executive team, the CHRO leads efforts to attract, develop, and retain a high-performing workforce while ensuring legal compliance, operational efficiency, and strong employee experience.

The CHRO focuses on defining long-term strategy and system level improvements for all major HR domains- including talent acquisition, leadership development, organizational design, compensation and benefits, employee relations, compliance, and efforts to build a welcoming and values-driven environment where all staff feel supported, heard, and empowered to succeed. The CHRO ensures that RMHS’ workforce strategies are both visionary and executable, evolving HR systems and practices to support growth, improve internal capabilities, and build a workforce that reflects and advances RMHS’ values.

Essential Duties

HR Strategy, Leadership & Organizational Development                                             30%

• Partner with executive leadership to define and drive the long-term people strategy in alignment with organizational priorities and long-term goals.
• Lead workforce planning and succession strategies, grounded in the RMHS Code of Values, that support future growth.
• Lead workforce planning efforts that honor individuality and support diverse career pathways.
• Serve as a thought partner to executive leadership on organizational structure and workforce design.

Compliance, Legal Risk, and Governance                                                                   30%

• Set strategy for HR compliance and ensure alignment with all applicable federal, state, and local laws.
• Provide oversight for internal investigations in collaboration with legal counsel and executive leadership.
• Develop frameworks and policies for employee relations, ensuring consistent, values-driven practices.
• Assume the fiduciary role as the administrator of all employee benefits, including RMHS 403(b) retirement plan, oversee all benefit audits and ensuring compliance with all applicable laws and regulations.
• Proactively identify and mitigate HR-related legal and reputational risks through education, documentation, consultation with legal advisors, and consistent application of policy.

Systems Oversight & HR Infrastructure                                                                      25%

• Direct the streamlining and standardization of core HR processes—such as onboarding, time tracking, and performance documentation—to support an agile and capable workforce.
• Lead strategy for HRIS and vendor relationships to enhance functionality, improve the employee experience, and ensure cost-effective service delivery.
• Leverage workforce data and reporting tools to inform strategic decisions, track key metrics, and foster transparency and accountability across the organization.
• Ensure HR systems are positioned to scale with organizational growth.
• Guide the integration of outsourced functions into internal operations, as appropriate.

Culture and Engagement Leadership