Why This Role Matters 

As the organization continues to grow and evolve, success depends on the ability to execute with clarity, speed, and consistency. This role ensures that the HR strategy and cross-functional enterprise initiatives are aligned, prioritized, and delivered with measurable impact.

The Chief Human Resources Officer (CHRO) & Change Management Leader is a strategic and execution-focused executive responsible for driving organizational performance through both people strategy and enterprise project delivery. This role blends traditional CHRO responsibilities with change management oversight to ensure that key initiatives are not only designed, but effectively executed.

This leader will serve as a catalyst for operational excellence—translating strategy into action, leading cross-functional initiatives, and establishing a culture of accountability, structure, and results.

Responsibilities:

Executive HR Leadership

• Serve as a strategic advisor to executive leadership on workforce planning, organizational design, and talent strategy
• Lead core HR functions, including HR business partnering, talent acquisition, performance management, total rewards, training and compliance
• Build and sustain a high-performance, engaged, and accountable culture

Change Management Leadership 

• Serve as a change management agent for key cross-functional strategic initiatives
• Drive accountability for timelines, deliverables, and outcomes
• Lead organizational change initiatives with structured communication, training, and adoption strategies
• Align leadership teams around priorities, timelines, and accountability

Operational Excellence & Process Improvement

• Design and implement scalable, efficient HR and business processes
• Identify opportunities to streamline workflows, automate manual tasks, and improve consistency
• Partner with IT, Finance, and Operations to enhance systems and integrations

Data, Metrics & Reporting

• Establish dashboards and reporting to track HR and project performance
• Leverage data to guide decision-making, identify trends, and drive continuous improvement
• Provide leadership with clear, actionable insights on workforce and project outcomes

Requirements:

• 10+ years of progressive leadership experience in HR and/or operations
• Executive Influence with ability to partner effectively with senior leadership with experience reporting directly to CEO and serving on executive leadership team
• Proven track record in driving process efficiency, scalability, and accountability
• Data-driven decision making with strong analytical and problem-solving skills
• Relevant experience in utilizing AI tools to enable efficiencies
• Skilled in driving sustained organizational change
• Strong change management expertise
• Experience driving process improvement, operational transformation, and system implementation
• Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred)
• Candidates preferred to be local to the Greater St. Louis area

Core Values:

• Collaboration: At Lexicon, an emphasis is placed on working together seamlessly and leveraging the collective strengths of individuals within the organization. Employees promote communication, teamwork, and the sharing of ideas to achieve common goals and objectives.
• Responsiveness: Responsiveness measures our ability to react quickly and effectively to changes, demands, or challenges. A responsive Employee fulfills all obligations effectively and timely to our current and future clients, while maintaining effectiveness and staying aware of evolving business needs or circumstances.
• Culturally Positive: The “Courage to Ask Why” reflects our culture that encourages curiosity, understanding, critical thinking, and challenging the status quo. Employees professionally question existing processes, seek new viewpoints, and explore customer-focused solutions. Employees embrace and promote the values and beliefs of the organization and demonstrate respect for their colleagues, our clients, and the broader community. Employees create a culture that encourages “asking why” through professional curiosity, understanding, critical thinking, and challenging the status quo.
• Customer Service: Employees are committed to prioritize and exceed the expectations of current and future clients. Employees know and anticipate the needs of internal and external customers and act accordingly – providing high priority to customer satisfaction.

Acknowledgement:

The above statements describe the job’s essential responsibilities and requirements. They are not an exhaustive list of the duties that may be assigned to job incumbents.