Chief People Officer

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 President. This 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 organization—while preserving HCHB's mission-driven culture and deep commitment to the caregivers and patients our customers serve.

Key Responsibilities

People Strategy & Culture

Define and execute a multi-year People strategy aligned to HCHB's 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.

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).

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.

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 compliance—documented 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.

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 HCHB's transformation (change management, agility, collaboration).

Create development pathways and career progression frameworks that enhance retention and internal mobility.

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.

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.

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.

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.

Change Management & Transformation

Serve as a primary change leader for HCHB's 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.

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 HCHB's 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 HCHB's 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 don't 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.

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. That's why Homecare Homebase offers both full- and part-time career opportunities to fit life's 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.

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