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…