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
Skills Required
- Experience in HR leadership roles
- Ability to lead M&A integrations
- Experience in building HR functions from the ground up
- Strong knowledge of compliance in a multi-state environment
- Experience with analytics and HR technology
livingHR, Inc. Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about livingHR, Inc. and has not been reviewed or approved by livingHR, Inc..
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Leave & Time Off Breadth — Unlimited PTO is paired with a stated minimum of three weeks annually and additional paid holidays, signaling breadth and encouragement of time away.
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Healthcare Strength — Employer-paid life, AD&D, and short- and long-term disability plus company contributions toward medical and dental indicate a robust core health and protection foundation.
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Parental & Family Support — Paid parental leave for birthing and non-birthing parents alongside a Family Emergency Fund underscores meaningful support for caregiving and crises.
livingHR, Inc. Insights
What We Do
livingHR is The Work Agency® making work better by building culture, experiences, and talent for growing organizations. An agency built for the people function, we drive employee engagement and business results by tackling organizational culture, change, transformation, talent, and leadership opportunities with a people-first approach. We offer high-impact solutions to take your business to the next level, including: - Create Cultures - Optimize Talent - Modernize People Operations - Humanize Experiences - Search for Great Talent - Transform DEIB Life can be hard. Work doesn't have to be. Let us do the lift on humanizing your workplace.
