Chief Human Resources Officer

Addison Group; Atlanta (GA); Hybrid; USD 375,000 - 475,000; Full time

Job summary

Addison Group in Atlanta, GA is seeking a transformational Chief Human Resources Officer (CHRO) to lead the people strategy, culture, and HR function during a pivotal growth phase. This executive will partner closely with the CEO and the leadership team, acting as a passionate advocate for employees at every level of the organization and driving a high-performing, people-centered culture.

The CHRO will own the HR operating model, talent acquisition, compensation and benefits, learning, and HR

Qualifications

• Bachelor's degree in HR, business, or related field.
• 15+ years of progressive HR leadership at the executive level.
• Experience as CHRO or equivalent senior HR role.
• Proven ability to develop enterprise-wide people strategies.
• Experience building or transforming an HR Shared Services organization.
• Broad HR lifecycle expertise across talent, compensation, benefits, and compliance.
• Proven ability to partner with CEOs and leadership teams.

Responsibilities

• Develop and execute a comprehensive people strategy aligned with growth and long-term vision.
• Advise the CEO and leadership on organizational effectiveness, culture, and workforce strategy.
• Establish HR as a strategic function contributing to performance and growth.
• Translate business priorities into workforce strategies, structures, and programs.
• Lead HR across talent acquisition, employee relations, compensation, benefits, operations, L&D, and compliance.
• Own the HR Shared Services function and operating model.
• Lead HR transformation and change management during organizational growth.

Education

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related discipline

Job description

Title: Chief Human Resources Officer (CHRO)

Location: Atlanta, GA

Work Arrangement: Hybrid (3 days onsite weekly)

Employment Type: Direct Hire

Compensation: $375,000-$475,000 + bonus

Position Overview

Our client is seeking an accomplished and transformational Chief Human Resources Officer (CHRO) to lead the organization's people strategy, culture, and human resources function during an important period of growth and evolution. This executive will serve as a strategic partner to the CEO and executive leadership team while acting as a passionate champion for employees at every level of the organization. The CHRO will be responsible for shaping a high-performing, people-centered culture and building the infrastructure, programs, and operating model necessary to support continued organizational growth.

Key Responsibilities

Executive HR Leadership & People Strategy

• Develop and execute a comprehensive people strategy aligned with the organization's business objectives, growth plans, and long-term vision.
• Serve as a trusted advisor to the CEO and executive leadership team on organizational effectiveness, workforce strategy, culture, leadership, talent, and employee matters.
• Establish HR as a strategic business function that directly contributes to organizational performance and sustainable growth.
• Translate business priorities into actionable workforce strategies, organizational structures, talent initiatives, and people programs.
• Provide executive leadership across the full spectrum of Human Resources, including talent acquisition, employee relations, compensation, benefits, HR operations, learning and development, performance management, organizational development, HR technology, compliance, and workforce planning.

Culture & Employee Experience

• Own and continuously evolve the organization's culture, ensuring company values are reflected in leadership behaviors, people practices, and the employee experience.
• Serve as a visible and authentic employee champion, creating mechanisms for employees to provide feedback, raise concerns, and influence organizational decisions.
• Develop strategies that strengthen engagement, retention, inclusion, collaboration, and employee connection.
• Establish listening strategies, engagement measurements, and action plans that translate employee feedback into meaningful organizational improvements.
• Partner with leaders throughout the organization to create an environment where employees feel valued, supported, developed, and empowered.
• Ensure the employee experience is consistent and intentional throughout the entire employee lifecycle.

HR Shared Services & Operating Model

• Own the HR Shared Services function and operating model.
• Evaluate the current HR delivery structure and identify opportunities to improve efficiency, accountability, scalability, and employee service.
• Define the appropriate HR operating model, including centralized services, Centers of Excellence, HR Business Partner support, and manager/employee self-service.
• Establish clear service delivery standards, workflows, escalation processes, SLAs, governance structures, and performance metrics.
• Develop and implement standardized HR processes across the organization while maintaining appropriate flexibility for business needs.
• Determine the appropriate technology, resources, staffing model, and processes required to support a scalable HR Shared Services organization.
• Create a culture of continuous improvement within HR operations, using data and employee feedback to identify opportunities for greater efficiency and service quality.
• Establish measurable KPIs and dashboards to monitor HR service delivery, employee experience, operational effectiveness, and organizational performance.
• Build comprehensive talent strategies designed to attract, develop, retain, and advance high-performing employees.
• Partner with executive leadership to identify critical talent, succession needs, leadership gaps, and future workforce requirements.
• Develop leadership development, career development, succession planning, and high-potential talent programs.
• Strengthen manager capabilities through coaching, development, and consistent leadership expectations.
• Establish talent processes that support internal mobility and create meaningful career opportunities for employees.

Talent Acquisition & Workforce Planning

• Provide strategic oversight of talent acquisition and workforce planning to ensure the organization can attract the talent required to meet business objectives.
• Partner with leadership to establish workforce plans, organizational structures, and critical hiring priorities.
• Strengthen employer brand and candidate experience.
• Develop recruiting strategies that support both immediate hiring requirements and long-term talent pipelines.

Compensation, Benefits & Total Rewards

• Oversee compensation and benefits strategies to ensure programs are competitive, equitable, financially sustainable, and aligned with organizational objectives.
• Partner with leadership and Finance on compensation philosophy, executive compensation, incentive structures, pay practices, and workforce costs.
• Evaluate total rewards programs and recommend enhancements that support attraction, engagement, and retention.
• Ensure benefits programs and HR practices remain compliant with applicable laws and regulations.

HR Operations, Technology & Analytics

• Establish scalable HR processes, systems, policies, and infrastructure that support organizational growth.
• Oversee HR technology strategy and ensure HR systems provide accurate data, efficient workflows, and a positive user experience.
• Develop HR analytics and workforce reporting that provide leadership with actionable insights.
• Establish appropriate HR metrics around retention, engagement, hiring, workforce costs, employee relations, productivity, and service delivery.
• Identify opportunities to leverage automation and technology to improve HR efficiency and employee experience.

Employee Relations, Compliance & Risk

• Provide executive oversight of employee relations and workplace matters, ensuring fair, consistent, and legally compliant practices.
• Partner with internal and external legal counsel on complex employee matters, investigations, policies, and employment-related risk.
• Establish strong HR governance and compliance practices across the organization.
• Ensure HR policies, procedures, and practices are aligned with applicable employment laws and organizational standards.
• Foster a culture of accountability while ensuring employees are treated with fairness, respect, and consistency.

Organizational Transformation & Change Management

• Lead HR transformation initiatives that enable the organization to scale effectively.
• Serve as a change leader during periods of organizational growth, restructuring, transformation, or evolving business needs.
• Build organizational readiness and communication strategies around significant people and business changes.
• Partner with executives and leaders to ensure change initiatives are implemented thoughtfully and effectively.
• Lead, develop, and evolve the HR organization to ensure the function has the capabilities and structure required to support the business.
• Establish clear expectations, accountability, and performance standards across the HR team.
• Build a high-performing HR leadership culture centered on collaboration, service, innovation, and business partnership.
• Identify future HR capabilities and talent requirements as the organization continues to grow.
• Serve as a mentor and coach to HR leaders and emerging talent.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related discipline required; advanced degree preferred.
• 15+ years of progressive Human Resources leadership experience, including significant experience operating at the executive level.
• Demonstrated experience serving as a CHRO, Chief People Officer, SVP/EVP of HR, or comparable senior HR executive.
• Proven success developing and executing enterprise-wide people strategies.
• Demonstrated experience building or significantly transforming an HR Shared Services organization and operating model.
• Broad expertise across the full HR lifecycle, including talent acquisition, employee relations, compensation, benefits, organizational development, learning, HR operations, HR technology, compliance, and workforce planning.
• Proven experience partnering with CEOs, executive teams, and boards or other senior governance groups.
• Strong track record of building and evolving organizational culture.
• Demonstrated success leading HR transformation, organizational change, and scalable people infrastructure.
• Medical, dental, vision, and 401(k) benefits.