Position Overview
A rapidly scaling, private‑equity–backed platform is seeking an Interim Chief Human Resources Officer (CHRO) to stabilize the people function, rebuild foundational HR processes, and create a scalable talent and organizational framework capable of supporting accelerated expansion, multi‑state operations, and pending add‑on acquisitions.
The company is currently facing challenges including inconsistent HR policies, fragmented recruiting processes, high frontline turnover, limited manager discipline around performance management, and gaps in compliance, onboarding, and workforce planning. The incoming CHRO will play a critical role in resetting people infrastructure , strengthening culture during a fast‑growth period, and building the governance, structure, and operating cadence expected by a PE sponsor.
This engagement requires a hands‑on, execution‑minded HR executive who can diagnose quickly, create order from chaos, elevate leadership capability, and deliver a scalable HR roadmap that restores stability and positions the company for long‑term success.
Key Responsibilities
- Conduct a 45–60‑day enterprise‑wide HR assessment covering culture, org structure, compliance, recruiting, onboarding, performance management, and employee relations.
- Build a near‑term stabilization plan addressing talent gaps, policy inconsistencies, compliance risks, and operational pain points.
- Establish disciplined HR operating cadence, leadership expectations, and communication frameworks across all departments.
Talent Acquisition, Workforce Planning & Onboarding
- Redesign recruiting processes to address critical hiring needs, speed‑to‑fill, and quality‑of‑hire.
- Implement structured workforce planning and role clarity across corporate, field, and operational teams.
- Improve onboarding experience to reduce early turnover and compress time‑to‑productivity for new hires.
- Evaluate third‑party recruiting partners and internal talent acquisition structure; recommend optimization or redesign.
Policy, Compliance & HR Governance
- Standardize HR policies, employee handbook content, and state‑by‑state compliance requirements.
- Build or strengthen frameworks for investigations, documentation, progressive discipline, and employment risk mitigation.
- Partner with legal to ensure audit readiness, alignment with regulatory requirements, and improved HR controls.
Culture, Leadership Development & Organizational Health
- Strengthen leadership capability through coaching, training, and performance expectations for managers at all levels.
- Lead cultural alignment efforts to stabilize workforce morale during a period of rapid change and operational stress.
- Establish performance management tools, goal‑setting frameworks, and employee feedback loops.
Compensation, Benefits & Total Rewards Optimization
- Conduct a compensation review across corporate and field roles to ensure competitiveness and internal equity.
- Evaluate current benefits structure; recommend adjustments to support retention, cost effectiveness, and workforce scalability.
- Align compensation strategies with PE sponsor expectations and organizational growth plans.
M&A & Integration Readiness (People & Culture Stream)
- Develop Day 1 HR readiness templates, onboarding playbooks, and integration checklists for upcoming acquisitions.
- Create scalable frameworks for org design, role leveling, cultural assimilation, and change management.
- Ensure HR systems, processes, and policies are built for rapid assimilation of acquired teams.
Qualifications
- 12–20+ years of progressive HR leadership, ideally within PE‑backed, multi‑site, or fast‑scaling environments.
- Demonstrated success stabilizing HR functions and building scalable people infrastructure under rapid‑growth conditions.
- Strong experience establishing HR operating discipline, governance structures, and leadership alignment.
- Hands‑on experience with compliance, investigations, talent acquisition redesign, and employee relations.
- Proven ability to partner closely with CEOs, COOs, CFOs, and PE sponsors.
- Experience supporting M&A integration and building repeatable people‑and‑culture playbooks strongly preferred.
- Execution‑first mindset with the ability to operate at both the strategic and tactical levels.
Engagement Model
- 6‑month interim engagement with potential extension or conversion based on long‑term needs.
- Remote with travel to Austin , especially during the initial assessment and critical execution milestones.
- High visibility to the CEO and PE sponsor, with structured weekly updates, KPI dashboards, and milestone reporting.
Seniority level
- Executive
Employment type
- Contract
Job function
- General Business, Strategy/Planning, and Human Resources
Industries
- Business Consulting and Services and Venture Capital and Private Equity Principals