Chief Human Resources Officer

The Opportunity

We are seeking a Chief Human Resources Officer on behalf of a private equitybacked 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

Required Experience:

Chief