Chief People Officer (CPO)

Job Functions, Duties, Responsibilities and Position Qualifications:

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About this Role

Sonic 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 75204
Reports to: Chief Executive Officer
Employment Type: Full‑time, benefits‑eligible
Relocation: Final candidate must reside in or relocate to the Dallas–Fort Worth area

What You’ll Lead

The 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 leadership
• Talent Acquisition & Workforce Planning
• Compensation, Job Architecture & Pay Practices
• Benefits & Wellbeing (including self‑funded medical plan strategy)
• Workday HRIS & People Analytics
• Learning & Leadership Development
• Payroll
• Employee Relations & Performance Management
• M&A due diligence, integration, and change management

Key Responsibilities

Enterprise Strategy & Executive Leadership

• Establish 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 & Standardization

• Standardize 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 & Performance

• Own 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 Analytics

• Oversee 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 Partnership

• Provide 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 Integration

• Lead 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 Expectations

• Reinforce 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%).

Qualifications

Required

• Bachelor’s degree
• 10+ years of progressive HR leadership experience in enterprise, multi‑site, or multi‑state environments
• Proven success balancing local autonomy with enterprise standards
• Strong business and financial acumen with comfort using analytics and operational metrics
• Demonstrated expertise in organizational design, change management, and scaling shared processes and technology (Workday preferred)
• Track record of successful M&A integration and leading through transformation

Preferred

• Master’s degree (HR, Organizational Development, Business, or related)
• SPHR or SHRM‑SCP
• Healthcare industry experience
• Experience with self‑funded health plan strategy

Leadership Profile

The ideal candidate is an enterprise operator and culture leader who is:

• Results‑oriented with strong systems thinking
• Collaborative, courageous, and high‑integrity
• An influential communicator across diverse stakeholders
• A strong coach and developer of leaders
• Committed to service excellence and accountability

Why SHUSA

At 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.

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Sonic 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.