Interim Chief Human Resources Officer

Interim Chief Human Resources Officer (CHRO) — Stabilization, Alignment & People Infrastructure Build-Out Location: Remote with travel as needed (strong preference for candidates located in the Austin, TX metro area; Engagement Length: 6-month interim engagement with extension potential
Industry: Private Equity–Backed Operating Platform Undergoing Rapid Growth & Organizational Strain
Reporting Structure: Reports to CEO & PE Operating Partner; partners closely with CFO, COO, General Counsel, Controller, Director of Talent Acquisition, and Operations Leadership

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.

Immediate Stabilization & People Infrastructure Reset
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; 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.
Strengthen leadership capability through coaching, training, and performance expectations for managers at all levels.
Establish performance management tools, goal-setting frameworks, and employee feedback loops.
Conduct a compensation review across corporate and field roles to ensure competitiveness and internal equity.
Evaluate current benefits structure; Develop Day 1 HR readiness templates, onboarding playbooks, and integration checklists for upcoming acquisitions.
Ensure HR systems, processes, and policies are built for rapid assimilation of acquired teams.

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.
~ Experience supporting M&A integration and building repeatable people-and-culture playbooks strongly preferred.
~ 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.