Chief People Officer

About HCHB

Homecare Homebase (HCHB) is the leading software platform for home health hospice and personal care providers across the United States. We support agencies that care for millions of patients each year helping them deliver high-quality cost-effective care in the home.

HCHB is in the midst of a multi-year technology and product transformation modernizing its platform accelerating AI-driven solutions and strengthening its operating model to better serve customers employees and the broader home-based care ecosystem.

Role Overview

The Chief People Officer will be a key member of the HCHB Executive Leadership Team and a strategic partner to the leader will own the full People strategy and execution across the organization: culture talent leadership development organizational design performance total rewards and HR operations.

This is a build-and-transform role: the CPO will help design and scale a modern high-performance AI-enabled organizationwhile preserving HCHBs mission-driven culture and deep commitment to the caregivers and patients our customers serve.

Key Responsibilities

1. People Strategy & Culture

• Define and execute a multi-year People strategy aligned to HCHBs business technology and AI transformation roadmap.
• Shape and reinforce a culture that is:
  • Mission-driven
  • Performance-oriented and accountable
  • Collaborative across Product Technology Operations and Commercial teams
• Partner closely with Hearst Health HR to ensure alignment with enterprise standards policies and governance.
• Lead culture and engagement initiatives that improve retention inclusion and employee experience across all locations and functions.

2. Organizational Design & Leadership Effectiveness

• Partner with the President and ELT to design and evolve the organizational structure that supports growth AI innovation and operational excellence.
• Drive leadership effectiveness across the executive and senior leader population including coaching role clarity and succession planning.
• Develop and implement succession and talent plans for critical roles (e.g. Product Technology Data & AI Operations Commercial Finance).

3. Workforce Risk Succession Planning & Talent Bench Strength

• Build enterprise-wide succession plans for executive and critical roles (Product Engineering Data & AI Operations Commercial Finance).
• Identify and mitigate talent risks single points of failure and organizational bottlenecks.
• Create bench-strength strategies high-potential pipelines and internal mobility programs tied to long-term capability needs.
• Develop annual talent planning leadership assessments and workforce risk dashboards.

4. People Governance Compliance & SOX Controls

• Establish and enforce governance for compensation data access payroll data separation and least privilege standards for managers.
• Ensure HR operations support SOX 404 compliancedocumented processes segregation of duties audit readiness for payroll compensation cycles benefits hiring and HRIS workflows.
• Partner with Legal Finance and Hearst Audit on policy governance employment compliance regulatory changes and risk mitigation.
• Maintain a modern clear accessible policy framework across the organization.

5. Performance Development & Learning

• Own the performance management framework to drive clarity of goals accountability and measurable outcomes.
• Build robust learning and development programs including:
  • Manager / leader development
  • Skills development for evolving roles in AI data product and engineering
  • Programs supporting HCHBs transformation (change management agility collaboration).
• Create development pathways and career progression frameworks that enhance retention and internal mobility.

6. Total Rewards Compensation & Benefits

• Oversee compensation and benefits strategy ensuring competitiveness in the market and alignment with HCHB and Hearst Health frameworks.
• Partner with Hearst compensation teams on executive compensation LTIC bonus structures and retention plans for key talent.
• Develop and maintain clear job architectures leveling frameworks and pay bands that support transparency and fairness.

7. Internal Communications & Transformation Messaging

• Serve as the executive steward of employee-facing communication for all org-wide transformations (AI operating model changes leadership updates SaaS migration modernization).
• Build an internal communications strategy that ensures clarity around the why what and how behind major organizational shifts.
• Partner with Communications Product and Operations to create consistent messaging frameworks all-hands content leadership updates and transformation milestones.

8. Leadership Operating System & Executive Team Effectiveness

• Partner directly with the President to define and operationalize leadership standards and expectations across HCHB (Clarity Alignment Acceleration).
• Build and steward the HCHB Leadership Operating System including:
  • ELT cadence and meeting design
  • Leadership forums and quarterly manager summits
  • Leadership commitments and charters
  • Manager capability programs
• Drive executive coaching role clarity and cross-functional alignment across Product Technology Operations Commercial and Finance.

9. HR Operations & Risk Management

• Lead a high-performing HR Operations function ensuring accurate and compliant execution of core HR processes (benefits administration employee records immigration etc.).
• Ensure compliance with all relevant federal state and local employment laws and regulations.
• Establish and maintain clear modern policies that support both employee needs and business objectives.
• Partner closely with Legal Finance and Hearst where appropriate on risk management investigations and employee relations.

10. Change Management & Transformation

• Serve as a primary change leader for HCHBs AI and technology transformation.
• Design and lead change management strategies that help employees understand the why what and how of key changes across org roles and processes.
• Collaborate with Product Technology Operations and Communications to ensure transformation milestones are supported with clear consistent people-focused messaging and support.

11. Compensation Governance Pay Architecture & Total Rewards Strategy

• Oversee compensation governance including job architecture leveling frameworks pay transparency requirements and consistent compensation cycles.
• Conduct regular pay equity audits market benchmarking and compliance with state pay-transparency laws.
• Partner with Hearst Corporate Compensation on executive compensation LTIC programs bonus structures and retention strategies.
• Build a total rewards philosophy that supports fairness competitiveness employee value proposition and HCHBs MBO alignment.

Qualifications

• 15 years of progressive HR / People leadership experience with 5 years in a senior executive HR role.
• Experience in technology SaaS healthcare or health-tech strongly preferred; exposure to PE- or enterprise-owned environments a plus.
• Demonstrated success leading HR in a transformation environment ideally involving digital data and/or AI-driven change.
• Proven track record building and scaling:
  • Talent strategies for high-performing engineering product and commercial organizations
  • Leadership development and succession for executive and senior leaders
  • Performance management systems that drive accountability and results
• Strong command of compensation benefits and total rewards including partnering with corporate parent/board-level stakeholders.
• Experience working in or closely with matrixed organizations (e.g. within a broader enterprise or portfolio company structure).
• Deep knowledge of U.S. employment law and HR compliance best practices.
• Exceptional relationship-building communication and influence skills; able to coach executives manage through ambiguity and drive alignment across stakeholders.
• Passion for the mission of home-based care and a strong alignment with HCHBs value

Leadership Characteristics

• Strategic and hands-on: Comfortable moving between board-level conversations and practical execution.
• Builder mindset: Enjoys designing and implementing new systems not just maintaining existing ones.
• Change leader: Steady under pressure clear in communication and skilled at bringing people along through change.
• Collaborative partner: Works seamlessly with Product Technology Operations Finance and Hearst Health.
• Mission-driven: Energized by supporting clinicians caregivers and the patients they serve.

What You Can Expect from Us

At Homecare Homebase we dont just help our clients succeed; we help our employees succeed. Competitive pay robust benefits and professional development opportunities are a few of the many reasons that Homecare Homebase is a great place to build your career.

Our Team Members Also Enjoy

Meaningful work. Our employees often tell us that their work gives them a sense of purpose because it makes a difference in the lives of clinicians and homecare staff.

A President who cares. President Luke Rutledge has made it his mission to create a culture that cares- one that appreciates and takes good care of its people. As a result being an employee of HCHB feels like being a member of a big family.

Flexibility. We value work-life balance because we know that happy employees create happy clients. Thats why Homecare Homebase offers both full- and part-time career opportunities to fit lifes unique demands.

A company that gives back. Every year Homecare Homebase proudly supports numerous charitable fundraising initiatives that align with our mission of empowering exceptional care and helping others in need.

About Homecare Homebase

Founded in 1999 Homecare Homebase is dedicated to helping our clients overcome business and technological challenges that stand in the way of clinical outcomes and operational efficiency. We work with home health and hospice organizations to tackle problems big and small. Our services are rooted in systems thinking and reach across the entire organization from Intake to Discharge to achieve transformative results.

This position does not provide sponsorship. All applicants should either be US Citizens or Permanent Residents eligible to work in the US without immigration restrictions