Find your calling at Mercy!

The Senior Vice President, Chief People Officer (CPO) serves as the executive leader responsible for developing and executing the Ministry’s enterprise human resource strategy. As a member of the executive leadership team, the CPO ensures that workforce strategy, talent systems, and Ministry culture enable the enterprise to achieve its mission, strategic priorities, and operational performance goals.

The CPO provides executive leadership and oversight for all human resources functions including talent acquisition, workforce strategy and learning, HR operations, compensation and benefits, caregiver relations, and HR systems and analytics. The role is responsible for aligning workforce planning, talent development, and HR infrastructure with the Ministry ’s strategic priorities and operational needs.

The CPO plays a critical role in ensuring the organization can attract, develop, and retain the workforce required to deliver high-quality outcomes while maintaining operational efficiency, regulatory compliance, and a strong Ministry culture.

Position Details:

Strategic Human Capital Leadership

• Develop and execute a comprehensive enterprise workforce strategy aligned with the Ministry ’s mission, strategic priorities, and operational goals.
• Serve as a strategic advisor to the CEO and executive leadership team on workforce trends, talent risks, culture, and Ministry capability.
• Serve as a key liaison to the Board of Directors and relevant board committees, such as Compensation Committee, Benefits Committee and Caregiver Experience Committee.
• Ensure workforce planning aligns with Ministry growth, service expansion, and financial performance objectives.
• Lead enterprise initiatives focused on workforce modernization, leadership capability, and Ministry effectiveness.

Talent Acquisition

• Provide executive oversight of enterprise talent acquisition strategy to ensure timely recruitment of high-quality talent across all roles.
• Ensure scalable recruitment processes, workforce pipeline strategies, and labor market positioning.
• Monitor hiring outcomes including quality of hire, time to fill, and workforce supply trends.

Workforce Strategy & Learning

• Lead enterprise initiatives focused on workforce planning, leadership development, learning strategy, and internal mobility.
• Establish frameworks for skills development, career pathways, and succession planning.
• Align workforce capability development with long-term strategic priorities and emerging workforce needs.

HR Operations

• Ensure effective and efficient delivery of HR services across the Ministry.
• Oversee HR service delivery models, policy administration, and operational processes that support the workforce lifecycle.
• Ensure operational excellence, compliance, and consistency in HR practices.

Compensation & Benefits

• Lead the design and implementation of competitive total rewards strategies including compensation, benefits, and recognition programs.
• Ensure alignment between compensation strategy, labor market competitiveness, and financial sustainability.
• Partner with executive leadership and finance to manage workforce cost strategies.

Talent Relations

• Provide executive oversight of caregiver relations, workplace policies, and conflict resolution.
• Promote a workplace culture grounded in respect, accountability, and engagement.
• Ensure consistent and fair application of employment practices and Ministry policies.

Caregiver Experience

• Establish and lead an enterprise strategy for caregiver experience that strengthens engagement, well-being, and organizational culture.
• Partner with operational and clinical leaders to improve the day-to-day work environment and support caregiver effectiveness.
• Use engagement insights, workforce analytics, and feedback systems to continuously improve the caregiver experience across the enterprise.

HR Systems

• Oversee enterprise HR technology platforms, workforce data infrastructure, and people analytics capabilities.
• Ensure workforce insights support data-driven decision making for leadership.
• Drive adoption of HR technologies that improve caregiver experience, operational efficiency, and workforce planning.

Education

• Bachelor’s degree required.
• Master’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or related field preferred.

Experience

• Minimum 15 years of progressive leadership experience, including senior executive roles.
• Demonstrated experience leading HR in a large, complex organization (10,000 employees); healthcare industry experience strongly preferred.
• Experience leading enterprise-scale workforce strategy, organizational transformation, and culture initiatives.
• Proven ability to partner with executive leadership on workforce planning and organizational performance.

Key Leadership Competencies

Strategic Leadership

Formulating and executing strategy to bring to life the healing ministry of Jesus through compassionate care and exceptional service, pioneering a new model of care to get health care right.  Enable delivery of a transformative health care experience through Mercy’s values and charisms.

Results Leadership

Drives results that deliver value for all stakeholders across the ministry and ecosystem. Makes decisions considering a broad set of factors, risk and opportunity, and impact across Mercy. Ensures the planning and enables execution of all activities to achieve ministry objectives.

People Leadership

Sees talent as a ministry resource, builds sustainable pipelines, shares and leverages talent across the ministry. Inspires and empowers through purpose to unleash the full potential and capabilities of people. Builds diverse and inclusive teams with complementary capabilities to accomplish ministry objectives.  Develops the next generation of leaders to build a strong succession of leaders to take Mercy into the future.

Ecosystem Leadership

Influences within and beyond the organizational boundaries to create value. Partners across and through multiple networks, with mutually beneficial decisions, assets, resources and results. Builds or acquires the organizational capabilities that set ministry strategies with future forward view

Why Mercy?

From day one, Mercy offers outstanding benefits - including medical, dental, and vision coverage, paid time off, tuition support, and matched retirement plans for team members working 32 hours per pay period.

Join a caring, collaborative team where your voice matters. At Mercy, you'll help shape the future of healthcare through innovation, technology, and compassion. As we grow, you'll grow with us.