Job Description

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 homebased 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 buildandtransform role: the CPO will help design and scale a modern, highperformance, AIenabled organizationwhile preserving HCHBs missiondriven culture and deep commitment to the caregivers and patients our customers serve.

Key Responsibilities

• People Strategy & Culture
  • Define and execute a multiyear People strategy aligned to HCHBs business, technology, and AI transformation roadmap.
  • Shape and reinforce a culture that is:
    • Missiondriven
    • Performanceoriented 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 enterprisewide 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 benchstrength strategies, highpotential pipelines, and internal mobility programs tied to longterm 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 compliancedocumented 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 HCHBs 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 employeefacing communication for all orgwide 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, allhands 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 crossfunctional alignment across Product, Technology, Operations, Commercial, and Finance.
• HR Operations & Risk Management
  • Lead a highperforming 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 HCHBs 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 peoplefocused 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 paytransparency 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 HCHBs 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 healthtech strongly preferred; exposure to PE or enterpriseowned environments a plus.
• Demonstrated success leading HR in a transformation environment, ideally involving digital, data, and/or AIdriven change.
• Proven track record building and scaling:
  • Talent strategies for highperforming 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/boardlevel 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 relationshipbuilding, communication, and influence skills; able to coach executives, manage through ambiguity, and drive alignment across stakeholders.
• Passion for the mission of homebased care and a strong alignment with HCHBs value.

Leadership Characteristics

• Strategic and handson: Comfortable moving between boardlevel 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.
• Missiondriven: 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 ]]>

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