• The Texas Medical Center, the largest medical campus in the world, with nine major hospitals
• 4 Level 1 Trauma Centers
• Hospitals in 10 Major Health Systems
• 20+ Community/Rural Hospitals
• 92 Consultation & Reference Clients

• Interpretation of immunohematology tests and recommendations regarding appropriate transfusion therapy
• Management and evaluation of neonatal alloimmune thrombocytopenia (NAT), including collection of maternal platelets
• Evaluation and management of transfusion complications such as transfusion-related acute lung injury (TRALI), delayed hemolytic reactions, allergic reactions and transfusion-transmitted diseases
• Transfusion therapy/component selection
• Blood administration—routine and complex
• Participate in Transfusion Review Committee evaluation

Licensure/Accreditation/Memberships

Gulf Coast Regional Blood Center holds licenses for blood components and establishments from the Food and Drug Administration (FDA) and is licensed under the Clinical Laboratory Improvement Act (CLIA). They are assessed and accredited by the AABB and the Foundation for the Accreditation of Cellular Therapies (FACT). The Blood Center is a member of America’s Blood Centers, South Central Association of Blood Banks, Blood Centers of America, the Texas Hospital Association, the Texas Medical Center, and the Greater Houston Partnership.

Clinical Trials

The Blood Center is proud of the trials they have participated in and the companies they have assisted in the development of new and improved infectious disease testing as well as instrument development. Clinical trial participants include Abbott Laboratories, Baxter Biologics, Ortho Diagnostics, and Roche Diagnostics.

Commit for Life®

Commit for Life® is a partnership between the community and Gulf Coast Regional Blood Center to save lives today, and in the future. More than 1,000 donations are needed every day to help save the lives of individuals in the Texas Gulf Coast region. This program asks the community to donate regularly, connect with the organization, and spread the word about donating blood.

The Opportunity

Position: Chief Human Resources Officer (CHRO)

Location: Houston, Texas

Reporting Relationship: The CHRO will report to the President and Chief Executive Officer, Gulf Coast Regional Blood Center.

Website: https://www.giveblood.org/

Purpose of the Position

Reporting to the President and Chief Executive Officer, the Chief Human Resources Officer (CHRO) will provide overall human resource leadership and guidance for a non-profit and one of the largest community blood centers in the United States within a complex, dynamic, and diverse environment.

The position is critical to developing and executing human resources initiatives, providing excellent internal customer service and consultation, driving human resources functional excellence, and championing innovation and continuous process improvement for the organization.

The CHRO will oversee a team in the areas of recruitment; compensation and benefits; employee relations/engagement; and organization development and training.

The individual will be a key member of the Executive due diligence team for future growth opportunities that include partnerships, joint ventures, mergers & acquisitions and investments in start-up and other companies in our healthcare space.

This individual will help the organization and its people adapt and thrive in an evolving healthcare industry, and will inspire the organization to deliver on its mission of partnering with the community to help save and sustain lives by providing a safe supply of blood, biotherapies, and related services.

Key Responsibilities

Gulf Coast Regional Blood Center (Gulf Coast) is seeking a dynamic, hands-on Chief Human Resources Officer (CHRO) to lead the development and execution of a comprehensive people and culture strategy with a growth-oriented mindset. In this mission driven, community and patient focused organization, the CHRO will design and implement an integrated HR platform that covers all aspects of human resources, including culture, talent acquisition, talent development, performance management, total rewards, organizational design, and HR operations. Overall, the CHRO role at Gulf Coast involves strengthening the company's systems, processes, and infrastructure to support the business and people strategies to achieve near and long-term goals.

The CHRO will be responsible for the below areas:

Executive Leadership

• Lead, motivate, and develop a team of HR business partners, employee relations staff, and functional experts to design and implement best practices that enhance organizational culture, meet the needs of internal clients, and drive the achievement of Gulf Coast’s strategic goals.
• Facilitate the successful implementation of strategic initiatives through thoughtful organizational design and robust change management practices.
• Provide proactive, strategic guidance on all human resources and learning-related matters to the CEO and senior leadership team.
• Help build a cohesive culture which drives performance, empowerment, accountability, transparency, and innovation.
• Provide thought leadership, due diligence, and implementation support for future growth opportunities from a talent and people perspective.
• Serve as a trusted advisor and coach to the CEO and senior leadership, and act as the liaison to the Compensation Committee of the Board of Trustees.

Talent Selection, Development & Retention

• This new leader will build functional capability for the future, creating best-in-class talent processes and HR service delivery that can scale as the company continues to grow in new areas.
• Build and enhance infrastructure and programs to drive workforce improvement, elevate employee experience and engagement, and provide comprehensive learning opportunities.
• Strengthen performance management systems to support leadership development and ensure continuity through effective succession planning for managers and leaders across the organization.
• Focus on developing leaders who become more comfortable cascading a culture of appreciation, developing their teams and creating core standards for performance and leadership.

HR Operations and Total Rewards

• Lead and oversee the design, development, and implementation of Gulf Coast’s compensation, incentive, and benefits programs at all levels, ensuring they are competitive and aligned with the organization's compensation philosophies.
• Identify and deploy technology solutions to enhance employee access to HR information, optimizing the delivery of accurate, secure, and efficient high-volume transactional services.

HIPPA Compliance

• Must remain knowledgeable of changing healthcare, technical, and administrative state and federal regulations, privacy and security policies impacting HIPAA and Protected Health Information (PHI) and serves as the Privacy and Security Officer for the organization.

Year one critical success factors

The Chief Human Resources Officer will be a critical member of the executive leadership team and will be expected to assimilate into the culture and build productive relationships across the enterprise. The goal of the role is to make significant headway in the following areas:

• Build a comprehensive structure to support best in class HR operating model that holistically elevates the organization’s capabilities and processes around roles, responsibilities, and accountabilities.
• Develop a top-tier proactive approach to talent acquisition to increase network of resources to support organizational talent and staffing needs.
• Elevate HR from a transactional partner in the organization to a strategic partner.

The Candidate

Experience and Professional Qualifications

The CHRO will have a proven track record of driving functional excellence through a series of successful initiatives that enhance organizational performance, culture, and transformative change. This leader will be a strategic thinker with a demonstrated ability to engage, educate, and collaborate with colleagues at all levels. They will be adept at developing and executing comprehensive action plans aligned with the long-term goals of a complex organization. Desirable attributes would include the following:

• Proven ability to establish key partnerships and influence stakeholders at all levels of the organization.
• Demonstrated success in leading the design and implementation of advanced human resources programs and teams in complex, matrixed environments.
• Comprehensive, business-relevant expertise across the full spectrum of HR services, delivery models, and performance metrics to drive organizational success.
• Extensive experience navigating complex organizations, adapting to diverse operational and organizational models.
• Proven commitment to fostering and embracing diversity in all aspects.
• Strong workforce planning expertise, with a focus on program development, recruitment, cultural sensitivity, and succession planning.

Skills and Competencies

• Energetic and innovative with strong ability to articulate a compelling vision, inspire others, and build consensus across diverse stakeholder groups.
• Relationship driven, collaborative, and highly visible with executive leadership, the Board, community partners, donors, patients, families, and other external stakeholders.
• Change maker while developing world-class teams with a strong service orientation and the ability to achieve significant, sustainable improvements across organizational boundaries.
• Mission-driven with unwavering integrity, ethics, and values.
• Exceptional communicator, both verbally and in writing, across diverse audiences.
• Creative, innovative, and adaptable.
• Resourceful, results-oriented, and resilient.
• Effective, efficient, and collaborative problem-solver.

Education

A Bachelor's degree is required and a Master's degree is preferred.

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Korn Ferry shall provide equal employment opportunity to all qualified candidates, and will refer candidates without regard to race, color, religion, national origin, sex, age, disability, veteran status or any other legally protected basis.