Chief Human Resources Officer

Chief Human Resources Officer (CHRO)

Private Equity–Backed Platform Company

Our client is a private equity–backed platform company formed in Q4 2025 as part of a broader buy-and-build strategy. Since formation, the business has completed one strategic acquisition and currently has two additional acquisitions under LOI
, with an aggressive growth roadmap over the next 24–36 months.

The organization is transitioning from founder-led, decentralized operations to a scaled, institutional platform capable of supporting rapid inorganic growth, leadership professionalization, and eventual exit. Human Capital is a critical value-creation lever, and the CHRO will play a central role in building the people infrastructure required to support scale.

This is a hands‑on, execution‑oriented CHRO role — not a policy‑only position. The ideal candidate has built HR functions inside PE‑backed, high‑growth, multi‑entity environments and thrives in ambiguity, speed, and complexity.

The Chief Human Resources Officer will serve as a core member of the executive leadership team and a key partner to the CEO, CFO, and PE sponsor. This leader will design, build, and scale the full HR function across the platform and all acquired entities.

The CHRO will own:

• Talent strategy and leadership development
• M&A people integration
• Compensation, incentives, and equity alignment
• HR infrastructure, systems, and governance
• Culture integration and change management
• Compliance and risk management

This role requires someone equally comfortable rolling up their sleeves and operating at the board level
.

• Partner with CEO and PE sponsor to develop a human capital strategy aligned to the investment thesis
• Translate value‑creation plans into workforce plans, leadership needs, and incentive structures
• Serve as primary HR interface with the Board and Operating Partners
• Establish HR KPIs and dashboards tied to retention, productivity, leadership depth, and integration progress

• Lead people due diligence for all current and future acquisitions, including:
• Org structure evaluation
• Leadership capability assessment
• Compensation and benefits analysis
• Cultural risk identification
• Own Day 1 and Day 100 integration plans from a people perspective
• Standardize job architectures, titles, and org design across the platform
• Integrate acquired teams while balancing speed with cultural sensitivity
• Identify leadership gaps early and execute targeted hiring or restructuring plans

• Build a scalable recruiting engine to support growth at both corporate and operating company levels
• Partner with executives to define “right seat, right time” leadership needs
• Design succession planning for:
• CEO and C‑suite roles
• Functional leaders
• Key operating roles across portfolio companies
• Implement leadership development and coaching programs for high‑potential leaders
• Reduce dependency on founders and legacy operators over time

• Design and implement market‑aligned compensation frameworks across the platform
• Partner with CFO and PE sponsor on:
• Short‑term incentive plans
• Long‑term incentive plans (LTIP, equity, phantom equity, profit interest)
• Ensure compensation supports performance, retention, and exit outcomes
• Harmonize comp and benefits across acquisitions while managing cost and morale
• Oversee benefits strategy, renewals, and vendor relationships

• Build a modern HR operating model from the ground up
• Select and implement HRIS, ATS, performance management, and payroll systems
• Establish scalable policies, procedures, and controls suitable for a PE‑backed environment
• Ensure compliance across:
• Federal, state, and local labor laws
• Multi‑state employment environments
• Union or non‑union work forces (if applicable)
• Prepare the HR function for audit, diligence, and exit readiness

• Define and embed a unified platform culture while respecting acquired company identities
• Lead change management during periods of rapid growth and integration
• Drive employee…