Chief People Officer (CPO)

Job Functions, Duties, Responsibilities and Position Qualifications:We're not just a workplace - we're a Great Place to Work certified employer!Proudly certified as a Great Place to Work, we are dedicated to creating a supportive and inclusive environment. At Sonic Healthcare USA, we emphasize teamwork and innovation. Check out our job openings and advance your career with a company that values its team members!About this RoleSonic Healthcare USA (SHUSA) is seeking an accomplished, enterprise‑minded Chief People Officer (CPO) to lead the people strategy for a growing, multi‑division organization of approximately 7,500 employees.Operating within a unified–federated model, SHUSA preserves strong local market leadership and brand presence while scaling consistent, compliant, high‑quality enterprise processes.As a core member of the executive leadership team, the CPO will shape and execute an enterprise people strategy that drives operational excellence, workforce effectiveness, and employee engagement—while enabling division‑level agility and results. This leader will partner closely with Operations and Laboratory leadership and collaborate across Finance, Legal, Compliance, and other enabling functions.Location: Dallas, TX 75204Reports to: Chief Executive OfficerEmployment Type: Full‑time, benefits‑eligibleRelocation: Final candidate must reside in or relocate to the Dallas–Fort Worth areaWhat You’ll LeadThe CPO provides enterprise leadership and accountability for HR strategy, shared services, and governance—while empowering Division HR leaders to deliver strong local execution.Functional scope includes:Division HR Business Partners and HR leadershipTalent Acquisition & Workforce PlanningCompensation, Job Architecture & Pay PracticesBenefits & Wellbeing (including self‑funded medical plan strategy)Workday HRIS & People AnalyticsLearning & Leadership DevelopmentPayrollEmployee Relations & Performance ManagementM&A due diligence, integration, and change managementKey ResponsibilitiesEnterprise Strategy & Executive LeadershipEstablish and execute a multi‑year people strategy aligned to SHUSA’s business objectives, growth plans, and values—protecting the federated model while driving enterprise consistency where it creates value.Serve as a trusted advisor to the CEO and executive leadership on organizational design, talent, culture, and workforce risk.Build and lead a high‑performing HR operating model (Centers of Excellence + Division HR) with clear governance, service levels, and accountability.Operating Model, Governance & StandardizationStandardize core HR processes and policies across divisions where appropriate (e.g., job architecture, performance management, analytics, compliance, Workday configuration).Create mechanisms to identify, share, and scale best practices across the enterprise.Partner with Finance, Legal, Compliance, and Operational Excellence to strengthen controls, decision‑making, and measurable outcomes.Talent, Leadership & PerformanceOwn enterprise succession planning, leadership assessment, and talent reviews; expand internal mobility and leadership development.Lead an end‑to‑end talent strategy across professional and hourly workforces, including recruiting effectiveness, onboarding, retention, and pipeline development.Champion a performance management approach that drives accountability, capability, and engagement.Total Rewards & People AnalyticsOversee a comprehensive total rewards strategy that is competitive, scalable, compliant, and financially responsible.Lead compensation design, job leveling, market benchmarking, and pay equity across a multi‑state workforce.Advance people analytics to support data‑driven decisions related to staffing, retention, labor costs, productivity, and engagement.Benefits, Vendor Strategy & Risk PartnershipProvide executive oversight of benefits programs, including the self‑funded health plan and retirement offerings.Negotiate and manage national vendor relationships to improve cost, quality, and consistency.Ensure HR practices comply with federal and state regulations; partner with Legal and Compliance on employee relations, investigations, and dispute resolution.M&A and IntegrationLead HR due diligence, risk assessment, Day 1 readiness, communications, and integration/change management.Integrate acquired entities into SHUSA’s operating model while preserving effective local practices.Additional ExpectationsReinforce a service‑oriented culture focused on engagement, quality, patient safety, and fiscal responsibility.Travel as needed to support divisions and maintain enterprise visibility (approximately 10%).QualificationsRequiredBachelor’s degree10+ years of progressive HR leadership experience in enterprise, multi‑site, or multi‑state environmentsProven success balancing local autonomy with enterprise standardsStrong business and financial acumen with comfort using analytics and operational metricsDemonstrated expertise in organizational design, change management, and scaling shared processes and technology (Workday preferred)Track record of successful M&A integration and leading through transformationPreferredMaster’s degree (HR, Organizational Development, Business, or related)SPHR or SHRM‑SCPHealthcare industry experienceExperience with self‑funded health plan strategyLeadership ProfileThe ideal candidate is an enterprise operator and culture leader who is:Results‑oriented with strong systems thinkingCollaborative, courageous, and high‑integrityAn influential communicator across diverse stakeholdersA strong coach and developer of leadersCommitted to service excellence and accountabilityWhy SHUSAAt SHUSA, every role supports work that matters—helping deliver quality healthcare services nationwide. This is a unique opportunity to shape the people strategy of a growing organization, build scalable enterprise systems, and honor strong local leadership.Scheduled Weekly Hours:40Work Shift:Job Category:Human ResourcesCompany:Sonic Healthcare USA, IncSonic Healthcare USA is an equal opportunity employer that celebrates diversity and is committed to an inclusive workplace for all employees. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, age, national origin, disability, genetics, veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

Created: 2026-02-10