System Chief Human Resource Officer

Department/Unit:

President

Work Shift:

Day (United States of America)

Salary Range:

$0.00 - $0.00

Albany Med Health System
Chief Human Resources Officer (CHRO)
Culture, Workforce, and Integration
Reports to: President and Chief Executive Officer
Location: Albany, NY (system-wide responsibilities)

Albany Med Health System (AMHS) is in the midst of executing First Choice 2030, a bold, multi-year transformation agenda designed to position AMHS as the region’s trusted, connected, and transformative academic health system.

AMHS’s Vision states:

Albany Med Health System will be the region’s trusted, connected, and transformative academic health system—advancing the health and well-being of every community we serve.

We will unite exceptional care, discovery, and education to deliver the highest quality outcomes, expand equitable access, and shape the next generation of healthcare professionals.

Through collaboration, innovation, and compassion, AMHS will set the standard for value-based, patient-centered care and serve as a catalyst for health, hope, and opportunity across Upstate New York.

AMHS will be the first choice for patients seeking exceptional care, for providers pursuing the most rewarding careers, for partners driving the most advanced innovation, for students aspiring to the best education, and for supporters seeking the greatest impact.

The AMHS mission is to provide compassionate, high-quality care; advance medical discovery and education; and improve the health of the communities we serve.

To realize this vision, AMHS must integrate its academic medical center, community hospitals, physician enterprise, and clinical programs into a unified, high-performing system defined by clinical excellence, operational discipline, value-based performance, and physician alignment.


The System Chief Human Resources Officer (CHRO) is a strategic executive leader responsible for advancing an integrated, enterprise-wide people strategy that supports the health system's mission. Reporting directly to the Chief Executive Officer and serving as a key member of the executive leadership team, the CHRO plays a critical leadership role in the transformation of affiliates, clinical entities, and academic partners into a unified, high-performing health system. The CHRO will lead the alignment of workforce strategy, culture, policies, labor relations, and leadership practices as the organization evolves from individual hospitals and academic units into an integrated system, across clinical, academic, and research environments. This role requires close collaboration with physician and faculty leaders, as well as system and local executives to ensure consistency within a high-performing workforce capable of delivering exceptional patient care, advancing clinical excellence, and sustaining financial and operational performance.

Essential Duties and Responsibilities:

• Serve as a trusted advisor to the CEO, Board of Directors, and academic and clinical leadership on workforce strategy, organizational design, and culture.

• Lead the human capital strategy for the integration of hospitals and academic entities into a single, cohesive health system, ensuring alignment of policies, practices, and leadership models.

• Design and implement system-wide HR governance structure and shared service model that balance local operational needs with enterprise consistency.

• Partner with executive leadership to support growth initiatives, affiliations, mergers, and clinical integrations across the system.

• In conjunction with executive and faculty leadership, develop and oversee system-wide Total Rewards strategy, across hospitals, physician practices and faculty which balances affordability, competitiveness and health of workforce.

• Partner with HR leaders to continuously evaluate the market in maintenance of competitive compensation and benefits programs, supporting recruitment and retention of high-quality staff.

• Provide strategic direction for recruitment, onboarding, and retention strategies, including career mobility and internal talent development across the system

• Oversee leadership development programs which support the strategic direction of the organization, including skills necessary to support an “employer of choice” work environment.

• Oversee succession planning of leadership positions, to ensure continuity of leaders across the health system.

• Lead culture transformation initiatives that support system integration, patient-centered care, academic excellence, and shared values.

• Drive change management strategies to support leaders and employees through system formation, restructuring, and operational transformation.

• Strengthen trust, professionalism and collaboration across the workforce through engagement and consistent communication.

• Provide strategic oversight of labor relations across the enterprise, including union partnerships, negotiations, and grievance resolution.

• Lead the harmonization of employment policies, job structures, and workforce practices as the organization transitions into a unified system.

• Ensure compliance with federal, state, and local employment laws.

• Partner with legal, compliance, and risk management teams on complex workforce matters.

• Develop and oversee HR operations and shared services across the enterprise, measuring success with internal customers through use of key performance indicators.

• Oversee the optimization and integration of HRIS and benefits platforms as the enterprise partners align under a system structure.

• Leverage workforce analytics to inform strategic decision-making and measure progress on integration, engagement, and talent outcomes.

Qualifications:

• Bachelor's Degree in Human Resources, Business Administration, Healthcare Administration, or related field - required

• Master's Degree with a MBA, MHA, MHRM, or equivalent - preferred

• 10+ years of progressive human resources leadership experience - required

• 10+ years in senior or executive roles in an integrated health network - required

• 7-9 years with faculty governance structures, physician leaders, and boards - required

• 7-9 years as a CHRO or equivalent senior HR executive within a complex, multi-hospital or academic health system - preferred

• 7-9 years in supporting physicians, faculty, and academic governance models within healthcare or higher education environments - preferred

• Demonstrated leadership in system integration, organizational transformation, or multi-hospital alignment.

• Proven ability to lead enterprise-wide change and cultural integration.

• Exceptional communication and relationship-building skills with various levels of employees including clinicians, faculty, executives and board members.

• Highly collaborative; builds consensus and trust through demonstration of integrity, judgment, and discretion.

• Deep knowledge of best practices in talent acquisition, development and retention strategies.

• Strong labor relations, compensation, benefits and compliance expertise in complex organizations.

• Data-driven leader with experience using workforce analytics to guide strategy.

• System-wide, enterprise perspective for workforce strategy and organizational effectiveness

• Trusted advisor to the CEO, executive team, and aboard with sound judgment and discretion

• Builds credibility and strong relationships across clinicians, faculty, leaders, and staff

• Leads organizational cultural change with clarity, integrity, and accountability

• Analytically informed decision-making that drives measurable workforce outcomes

• Exposure to workforce strategies supporting value-based care, clinical integration, and evolving care delivery models.

• Proven success advancing diversity, equity, inclusion, and belonging initiatives at an enterprise level.

• Demonstrated leadership scaling HR functions to support growth, system integration, or enterprise transformation.

• Senior Professional in Human Resources (SPHR)-HRCI Upon Hire - preferred

• SHRM-SCP Upon Hire - preferred

Equivalent combination of relevant education and experience may be substituted as appropriate.

 

Physical Demands

• Standing - Occasionally
• Walking - Occasionally
• Sitting - Constantly
• Lifting - Rarely
• Carrying - Rarely
• Pushing - Rarely
• Pulling - Rarely
• Climbing - Rarely
• Balancing - Rarely
• Stooping - Rarely
• Kneeling - Rarely
• Crouching - Rarely
• Crawling - Rarely
• Reaching - Rarely
• Handling - Occasionally
• Grasping - Occasionally
• Feeling - Rarely
• Talking - Constantly
• Hearing - Constantly
• Repetitive Motions - Frequently
• Eye/Hand/Foot Coordination - Frequently

Working Conditions

• Extreme cold - Rarely
• Extreme heat - Rarely
• Humidity - Rarely
• Wet - Rarely
• Noise - Occasionally
• Hazards - Rarely
• Temperature Change - Rarely
• Atmospheric Conditions - Rarely
• Vibration - Rarely

Thank you for your interest in Albany Medical Center!

Albany Medical Center is an equal opportunity employer.

This role may require access to information considered sensitive to Albany Medical Center, its patients, affiliates, and partners, including but not limited to HIPAA Protected Health Information and other information regulated by Federal and New York State statutes. Workforce members are expected to ensure that:
Access to information is based on a “need to know” and is the minimum necessary to properly perform assigned duties. Use or disclosure shall not exceed the minimum amount of information needed to accomplish an intended purpose. Reasonable efforts, consistent with Albany Medical Center policies and standards, shall be made to ensure that information is adequately protected from unauthorized access and modification.

Thank you for your interest in Albany Medical Center!​

Albany Medical is an equal opportunity employer.

This role may require access to information considered sensitive to Albany Medical Center, its patients, affiliates, and partners, including but not limited to HIPAA Protected Health Information and other information regulated by Federal and New York State statutes. Workforce members are expected to ensure that:

Access to information is based on a “need to know” and is the minimum necessary to properly perform assigned duties. Use or disclosure shall not exceed the minimum amount of information needed to accomplish an intended purpose. Reasonable efforts, consistent with Albany Med Center policies and standards, shall be made to ensure that information is adequately protected from unauthorized access and modification.