Human Resources Development Officer Jobs
Human Resources Development Officer jobs are open across government agencies, healthcare systems, higher education, and large corporations, from entry-level to senior and director roles, with specializations in learning and development, organizational effectiveness, and talent management. Scan the live roles below and apply to whichever ones fit.
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Chief People Officer
Team: Human Resources
Reports to: Chief Executive Officer
Location: On-site, Corporate Office (Delray Beach, FL)
About us
Stanton Optical is among the nation’s fastest growing, full-service retail optical centers. We are dedicated to offering customer service and quality eyewear at affordable prices to our patients and customers. As a leading optical retailer, we offer some of the nation’s most desirable optical brands.
Now Optics, the parent company of Stanton Optical, was founded in 2006 to make eye care easy and accessible for everyone. Today we operate approximately 350 corporate and franchise locations in more than 35 states, supported by a technology-enabled eye care model, an in-house lab and distribution center, and dedicated support centers. With the backing of a healthcare-focused investment partner, we are investing in new stores, expanded clinical services, and the people who deliver them.
At Now Optics, our team members share and support our Vision, Mission and Values:
- Vision: Modernizing the eye care experience for all people
- Mission: Making eye care easy
- Values: iCARE – Integrity, Collaboration, Accountability, Respect, Empowerment
Overview
The Chief People Officer is a newly created executive role reporting to the Chief Executive Officer and serving on the executive leadership team. The CPO leads the full people function for a growing, multi-site healthcare retailer: talent acquisition and workforce planning, field and corporate human resources, total rewards, talent development and succession, culture and engagement, and HR operations and compliance.
Talent acquisition is the cornerstone of this role. The CPO owns the strategy, team, partners and tools that keep our stores, support centers, lab and clinical teams fully staffed with people who live our iCARE values, and partners closely with the Chief Clinical Officer on recruiting the doctors and clinical professionals who care for our patients. This is a hands-on leadership role for an executive.
Key responsibilities
Talent acquisition and workforce planning
- Lead enterprise talent acquisition for every role: store leadership and associates, doctor’s technicians and licensed opticians, clinical professionals in partnership with the Chief Clinical Officer, lab and distribution, support center and corporate positions.
- Set the recruiting strategy and operating model, including team structure, recruiting partners, vendors, job boards and technology, and manage the recruiting budget.
- Build annual workforce and hiring plans aligned with the new store calendar, seasonal demand and growth plans, and convert approved headcount into a requisition plan with clear ownership and timelines.
- Lead seasonal and new-store hiring campaigns so every location opens and operates fully staffed and trained.
- Establish structured, consistent hiring practices: role profiles, interview guides, scorecards and interviewer training, with hiring managers accountable for quality of hire.
- Strengthen the employer brand and candidate experience across career sites, job boards and social channels, and grow the referral and internal mobility programs.
- Build recruiting analytics and report hiring performance (time-to-fill, cost per hire, source effectiveness, offer acceptance and new-hire retention) to the executive team.
Clinical talent partnership
- Partner with the Chief Clinical Officer to recruit optometrists, nurse practitioners and clinical staff, including coverage models for hard-to-fill markets, school and professional partnerships, and onboarding aligned with credentialing and licensing timelines.
Retention, onboarding and engagement
- Drive retention through onboarding, first-90-day programs, recognition, engagement surveys and action planning, in partnership with Operations and the training team on store onboarding and certification.
Leadership development and organization
- Build succession plans and leadership development programs for store, field and corporate leaders, and advise the CEO on organization design as the company grows.
Total rewards
- Lead compensation and benefits strategy, including incentive plans for store and field roles, merit and headcount budgeting with Finance, benefits design and open enrollment, and serve as management’s partner to the Board on compensation matters.
HR operations and compliance
- Oversee HR policy, employee relations, HR and payroll systems, and multi-state employment compliance in partnership with Legal.
Culture and communication
- Champion our iCARE values and lead internal communication, Town Halls and change management across the organization.
Education and experience
- Bachelor’s degree required; a master’s degree or SHRM-SCP / SPHR certification is preferred.
- Fifteen or more years of progressive human resources leadership, including senior or top-seat experience (Chief People Officer, Chief Human Resources Officer or Senior Vice President) in a multi-site healthcare or retail healthcare organization such as a clinic network, health system, physician or dental practice platform, senior living or behavioral health provider. Multi-unit retail experience is a strong plus.
- A proven track record building and leading high-volume talent acquisition, including recruiting licensed clinicians.
- Experience in a private equity-backed or board-governed company is preferred.
- Experience designing variable compensation for frontline roles and managing multi-state employment compliance.
- Proficiency with HRIS, payroll and applicant tracking systems, and strong analytical skills.
Skills and requirements
- A hands-on, player-coach leader who is comfortable operating at both strategic and tactical levels.
- Strong business acumen and a data-driven approach; brings evidence to decisions.
- Superior communication, influence and relationship-building skills across field, clinical and corporate teams.
- Ability to build credibility quickly with a founder-led executive team and a large field organization.
- Based in or willing to relocate to South Florida; on-site at our Delray Beach headquarters with regular travel to stores and markets.
What we offer
- A competitive executive compensation package including base salary, annual incentive and long-term equity participation; comprehensive health, dental, vision and retirement benefits; and relocation assistance for candidates outside South Florida.
- Eligible employees enjoy great benefits such as medical, dental, and prescription drug coverage, company paid life and short-term disability coverage. We also offer identity theft protection, pet insurance, and much more.
- Paid time off that increases with seniority
- Professional development and promotion opportunities
- Employee recognition programs
- Employee Assistance Program (EAP)
- Employees get 2 free eyeglasses every year, and Friends and Family discounts on our products!
Now Optics is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. All employment decisions at Now Optics are based on business needs, job requirements, and individual qualifications, without regard to actual or perceived race, color, religion, sex (including pregnancy), national origin, age, disability, or certain classifications based on genetic information, or any other characteristic protected by federal, state, or local laws, regulations, or ordinance.
Chief People Officer
Team: Human Resources
Reports to: Chief Executive Officer
Location: On-site, Corporate Office (Delray Beach, FL)
About us
Stanton Optical is among the nation’s fastest growing, full-service retail optical centers. We are dedicated to offering customer service and quality eyewear at affordable prices to our patients and customers. As a leading optical retailer, we offer some of the nation’s most desirable optical brands.
Now Optics, the parent company of Stanton Optical, was founded in 2006 to make eye care easy and accessible for everyone. Today we operate approximately 350 corporate and franchise locations in more than 35 states, supported by a technology-enabled eye care model, an in-house lab and distribution center, and dedicated support centers. With the backing of a healthcare-focused investment partner, we are investing in new stores, expanded clinical services, and the people who deliver them.
At Now Optics, our team members share and support our Vision, Mission and Values:
- Vision: Modernizing the eye care experience for all people
- Mission: Making eye care easy
- Values: iCARE – Integrity, Collaboration, Accountability, Respect, Empowerment
Overview
The Chief People Officer is a newly created executive role reporting to the Chief Executive Officer and serving on the executive leadership team. The CPO leads the full people function for a growing, multi-site healthcare retailer: talent acquisition and workforce planning, field and corporate human resources, total rewards, talent development and succession, culture and engagement, and HR operations and compliance.
Talent acquisition is the cornerstone of this role. The CPO owns the strategy, team, partners and tools that keep our stores, support centers, lab and clinical teams fully staffed with people who live our iCARE values, and partners closely with the Chief Clinical Officer on recruiting the doctors and clinical professionals who care for our patients. This is a hands-on leadership role for an executive.
Key responsibilities
Talent acquisition and workforce planning
- Lead enterprise talent acquisition for every role: store leadership and associates, doctor’s technicians and licensed opticians, clinical professionals in partnership with the Chief Clinical Officer, lab and distribution, support center and corporate positions.
- Set the recruiting strategy and operating model, including team structure, recruiting partners, vendors, job boards and technology, and manage the recruiting budget.
- Build annual workforce and hiring plans aligned with the new store calendar, seasonal demand and growth plans, and convert approved headcount into a requisition plan with clear ownership and timelines.
- Lead seasonal and new-store hiring campaigns so every location opens and operates fully staffed and trained.
- Establish structured, consistent hiring practices: role profiles, interview guides, scorecards and interviewer training, with hiring managers accountable for quality of hire.
- Strengthen the employer brand and candidate experience across career sites, job boards and social channels, and grow the referral and internal mobility programs.
- Build recruiting analytics and report hiring performance (time-to-fill, cost per hire, source effectiveness, offer acceptance and new-hire retention) to the executive team.
Clinical talent partnership
- Partner with the Chief Clinical Officer to recruit optometrists, nurse practitioners and clinical staff, including coverage models for hard-to-fill markets, school and professional partnerships, and onboarding aligned with credentialing and licensing timelines.
Retention, onboarding and engagement
- Drive retention through onboarding, first-90-day programs, recognition, engagement surveys and action planning, in partnership with Operations and the training team on store onboarding and certification.
Leadership development and organization
- Build succession plans and leadership development programs for store, field and corporate leaders, and advise the CEO on organization design as the company grows.
Total rewards
- Lead compensation and benefits strategy, including incentive plans for store and field roles, merit and headcount budgeting with Finance, benefits design and open enrollment, and serve as management’s partner to the Board on compensation matters.
HR operations and compliance
- Oversee HR policy, employee relations, HR and payroll systems, and multi-state employment compliance in partnership with Legal.
Culture and communication
- Champion our iCARE values and lead internal communication, Town Halls and change management across the organization.
Education and experience
- Bachelor’s degree required; a master’s degree or SHRM-SCP / SPHR certification is preferred.
- Fifteen or more years of progressive human resources leadership, including senior or top-seat experience (Chief People Officer, Chief Human Resources Officer or Senior Vice President) in a multi-site healthcare or retail healthcare organization such as a clinic network, health system, physician or dental practice platform, senior living or behavioral health provider. Multi-unit retail experience is a strong plus.
- A proven track record building and leading high-volume talent acquisition, including recruiting licensed clinicians.
- Experience in a private equity-backed or board-governed company is preferred.
- Experience designing variable compensation for frontline roles and managing multi-state employment compliance.
- Proficiency with HRIS, payroll and applicant tracking systems, and strong analytical skills.
Skills and requirements
- A hands-on, player-coach leader who is comfortable operating at both strategic and tactical levels.
- Strong business acumen and a data-driven approach; brings evidence to decisions.
- Superior communication, influence and relationship-building skills across field, clinical and corporate teams.
- Ability to build credibility quickly with a founder-led executive team and a large field organization.
- Based in or willing to relocate to South Florida; on-site at our Delray Beach headquarters with regular travel to stores and markets.
What we offer
- A competitive executive compensation package including base salary, annual incentive and long-term equity participation; comprehensive health, dental, vision and retirement benefits; and relocation assistance for candidates outside South Florida.
- Eligible employees enjoy great benefits such as medical, dental, and prescription drug coverage, company paid life and short-term disability coverage. We also offer identity theft protection, pet insurance, and much more.
- Paid time off that increases with seniority
- Professional development and promotion opportunities
- Employee recognition programs
- Employee Assistance Program (EAP)
- Employees get 2 free eyeglasses every year, and Friends and Family discounts on our products!
Now Optics is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. All employment decisions at Now Optics are based on business needs, job requirements, and individual qualifications, without regard to actual or perceived race, color, religion, sex (including pregnancy), national origin, age, disability, or certain classifications based on genetic information, or any other characteristic protected by federal, state, or local laws, regulations, or ordinance.
Human Resources Development Officer Jobs by Experience Level
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Who's Hiring
Top Industries Hiring
- Non-Profit & Social Services
What Employers Look For
The qualifications that appear most often in human resources development officer jobs.
- Bachelor's degree in human resources, organizational development, education, or a related field
- Experience designing and delivering employee training or development programs
- Proficiency with learning management systems and e-learning authoring tools
- Knowledge of instructional design methodologies such as ADDIE or SAM
- SHRM-CP, SHRM-SCP, or ATD CPTD certification preferred or required
- Demonstrated ability to conduct needs assessments and measure training effectiveness
Tips for Your Human Resources Development Officer Job Search
Align your resume to competency frameworks
Human resources development officers are evaluated against specific competency models. Reframe your bullet points around measurable outcomes like employee retention lift, training completion rates, or reduced time-to-productivity for new hires rather than listing duties.
Get certified before applying to federal roles
Many government and large institutional postings require or strongly prefer credentials like ATD's CPTD or SHRM-CP. If you hold either, place it prominently in your resume header so hiring managers spot it before reading further.
Apply early to roles that fit
Migrate Mate lists human resources development officer openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings that name your specialty
Filter openings by keywords like 'instructional design,' 'succession planning,' or 'organizational development' to surface roles built around your strongest area. Generalist postings often attract more competition and pay less than specialized ones.
Prepare a portfolio of program outcomes
Bring documented examples of training programs you designed or overhauled, including before-and-after metrics where possible. Hiring panels for this role often ask you to walk through a past initiative from needs assessment to evaluation.
Negotiate scope not just salary
When you receive an offer, ask about the L&D budget you'll own, headcount you'll manage, and executive access you'll have for programs. These determine whether you can actually do the work described in the job posting.
Human Resources Development Officer Jobs: Frequently Asked Questions
Which companies are hiring the most human resources development officers?
The most active employers for human resources development officers right now are AmeriCU Credit Union, DRMP, and Marsh, and the most openings are in New York, Florida, and California, based on current listings on Migrate Mate as of November 2026. Government agencies, hospital systems, and large financial institutions consistently post the highest volume of these roles.
How many human resources development officer jobs are remote?
About 67% of human resources development officer openings are fully remote or hybrid as of November 2026, reflecting strong demand for virtual facilitation and digital learning design. Roles centered on e-learning development and program management tend to be more remote-eligible than positions requiring on-site facilitation or hands-on leadership coaching.
How do you become a human resources development officer?
Start with a bachelor's degree in human resources, organizational development, or a related field, then gain hands-on experience coordinating or delivering training programs in any professional setting. Pursue a credential like the ATD CPTD or SHRM-CP to signal specialized expertise. Build a portfolio of programs you designed, including needs assessments, materials, and outcome data, before applying to officer-level roles.
Can you get hired as a human resources development officer with little experience?
Entry points typically include training coordinator, learning and development specialist, or HR generalist roles where you can own at least one development initiative. Volunteer facilitation, instructional design projects for nonprofits, or graduate assistantships that involved curriculum development all count as relevant experience. Hiring managers look for evidence you can run a program end-to-end, not just a certain number of years on a resume.
What does the human resources development officer interview process look like?
Expect a phone screen focused on your background, followed by one or two competency-based interviews where you walk through past programs using a structured behavioral format. Many employers add a practical component: a mini-presentation, a needs-assessment exercise, or a case study you work through before or during the final round. References are typically checked before an offer is extended.
Where can I find and apply to human resources development officer jobs?
You can find and apply to human resources development officer jobs on Migrate Mate, which lists current openings from across the United States. Search for roles that match your specialization and experience level, then apply directly to each listing that fits your background.
See All 27 Human Resources Development Officer Jobs
Find roles that match your experience and apply in just a few clicks.
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