Cobble Hill LifeCare
  • 01-Dec-2019 (MST)
  • People Operations
  • NY, USA
  • Full Time

Chief People Officer

Are you frustrated with the status quo in healthcare today? 

Do you think better is possible?  Do you think better is imperative

Are you truly collaborative? 

Do you want to work in a company that espouses freedom and wants to help every employee achieve the best version of themselves? 

Cobble Hill LifeCare is a leading post-acute in-patient and in-home healthcare provider located in Brooklyn, NY on a mission to dramatically improve healthcare.  We are as committed to creating great employee experiences as we are great patient experiences.  We are looking for the best, brightest, most creative and collaborative people to join our team.  If you want to make a difference in your life and in the world, we'd love to hear from you. 


As a member of the Senior Leadership Team, the Chief People Officer is responsible for directing all of the people functions of the Health Center in accordance with the policies and practices of Cobble Hill LifeCare, the ethical and social consciences of business and society and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The incumbent will also be responsible for the strategic human resource planning to provide the company with the best people talent available and to position CHLC as the Employer of Choice by being aware of policies, practices and trends within the Healthcare industry. Compliance with rules and regulations of all applicable federal, state and local laws as well as CHLC policies is a condition of employment.


Incumbent must have the skills, ability and judgment to perform the following essential job duties and responsibilities with or without reasonable accommodation:


  1. Plans, develops, organizes, implements, directs and evaluates the organization's human resource function and performance.
  2. Participates in the development of the health center's plans and programs as a strategic partner but particularly from the perspective of the impact on people.
  3. Translates the strategic and tactical business plans into HR strategic and operational plans.
  4. Evaluates and advises on the impact of long range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the health center.
  5. Develops staffing strategies and implements plans and programs to identify talent within and outside the health center for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the company.
  6. Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees.
  7. Develops programs to allow the health center to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
  8. Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of CHLC.
  9. Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
  10. Establishes credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues.
  11. Develops appropriate policies and programs for effective management of the people resources of the health center. Included in this area but not limited only to the following would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development.
  12. Enhances and/or develops, implements and enforces human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the health center. In particular, manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the health center.
  13. Maintains knowledge of HR policies, programs, laws and issues. Understands domestic policies and programs and coordinate the integration of all such programs.
  14. Provides technical advice and knowledge to others within the human resources discipline.
  15. Manages other areas such as relocation, employee communication, employee safety and health and community relations.
  16. Manages the budget and other financial measures of the Human Resources Department.
  17. Continuously improves the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.
  18. Evaluates the human resource division structure and team, plans for continual improvement of the efficiency and effectiveness of the group, and provides individuals with professional and personal growth with emphasis on opportunities.



  1. Directly responsible to the Chief Executive Officer.
  2. Directly supervises the Human Resources staff.


The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to frequently sit, stand, and walk.  The employee must frequently lift up to 10 pounds and occasionally life and/or move up to 25 pounds.  Specific vision abilities required by this job include close vision and the ability to adjust focus.


 The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  This job operates in a professional office environment.  This role routinely uses standard office equipment such as computers, phone, photocopiers, filing cabinets, and fax machines.  The noise level in the environment is usually moderate. The risk of exposure to blood-borne pathogens is minimal.


  1. Bachelor's degree in Human Resources or related discipline required, Master's degree preferred.
  2. Minimum of five years of experience in Human Resources.
  3. Minimum of three years of leadership experience in healthcare or hospitality setting
  4. While we very much value formal education and honor all that you have achieved, learning never ends.  This job is only suited to those who are truly eager to continually learn and improve.  
Cobble Hill LifeCare
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