Chief Human Resources Officer

The Opportunity We are seeking a Chief Human Resources Officer on behalf of a private equity–backed healthcare technology and services platform headquartered in Atlanta, Georgia. This is a foundational executive role reporting directly to the CEO and partnering closely with the board and a newly assembled C-suite. About the Company Our client is a growth-stage healthcare technology and services platform that serves the full continuum of care through three integrated business units: • Residence — clinical and billing solutions for assisted living communities • In-Home — unskilled, skilled, hospice and palliative care, and document management • Practice Management — EMR, EHR, and claims operations Backed by a leading middle-market private equity sponsor, the company has scaled rapidly through acquisition and is now north of $100M in revenue with roughly 250 employees today and a pending transaction that will bring headcount above 350 in the near term. Following a period of aggressive M&A, leadership has made a deliberate pivot: stop acquiring and start consolidating. A new executive team — including CEO, CRO, CMO, and CFO — is in place, and the business is transitioning from a distributed holding-company model to a unified, functionally aligned operating company under a single brand. The Role The CHRO will be the first strategic People leader at the enterprise level. The company does not currently have a centralized HR function; the role will be supported by a people operations resource and will inherit a patchwork of legacy practices from the acquired businesses, including inconsistent compensation structures, distributed payroll, fragmented talent acquisition, and no enterprise 401(k) match. This is a build role, not a manage role. The CHRO will architect the People function from the ground up, lead the human side of consolidation, and position the business for its next phase of disciplined growth. Expect direct board exposure and daily partnership with the executive team from day one. Scope of Responsibility Organizational Design & Consolidation • Architect the transition from a distributed, acquisition-by-acquisition structure to a centralized, functionally aligned operating model • Define role clarity across legacy entities, identify redundancies, and design the go-forward org structure across all three business units • Partner with leadership to transition legacy CEOs to GM-level roles with appropriate scope and accountability • Develop and execute the workforce communication strategy through a significant change event M&A Integration • Lead people-side integration of the pending transaction and future deals • Build a repeatable M&A integration playbook covering cultural assessment, compensation normalization, systems migration, and workforce alignment • Proactively surface integration risks and drive resolution before they become escalations Total Rewards & Compliance • Resolve near-term compensation inconsistencies across legacy entities • Design and implement a competitive total rewards framework, including the rollout of an enterprise 401(k) match • Ensure multi-state compliance across a geographically dispersed workforce Talent Acquisition & Enablement • Replace the current brand-by-brand hiring approach with a coordinated, enterprise-level talent acquisition function • Establish talent infrastructure to attract and retain high-caliber functional leaders, with a particular focus on the Atlanta market • Design onboarding and performance management frameworks consistent with a high-performance, high-integrity culture People Analytics & HR Technology • Lead UKG as the enterprise HRIS/HCM platform • Build executive- and board-ready people reporting, including workforce metrics, retention trends, and org health indicators • Apply AI-enabled tools across the employee lifecycle to drive efficiency and scale Core HR & People Operations • Own all foundational HR functions: employee relations, compliance, benefits administration, payroll oversight, and HR policy • Establish consistent HR processes, documentation, and service delivery across all three business units, replacing the current patchwork of legacy practices • Build or contract the HR team infrastructure needed to support a 350+ employee organization through scale • Serve as the primary HR resource and escalation point for the executive team and people managers across the enterprise Culture & Executive Team Alignment • Partner with the executive team (CEO, CRO, CMO, CFO) to define and operationalize a unified enterprise culture • Establish operating rhythms, leadership norms, and accountability structures for the consolidated organization • Support the rebranding of legacy websites and employee-facing assets under a single enterprise identity