Director, Owned and Operated (O&O) Expansion

Honor; Omaha (NE); Remote; USD 202,000 - 224,000; Full time

Job summary

Honor is seeking a Director O&O Expansion to lead the integration of newly acquired home care businesses into Honor operations. This hands-on role blends acquisitions, operations and change management, requiring deep financial, organizational and field-execution insight. You’ll stabilize transitions, align teams, and keep revenue and talent intact while enabling scalable growth.

Travel ~3 days/week. You'll partner with local leaders, product, finance, HR, and care delivery to implement SOPs

Qualifications

• 7+ years leading operational teams, business units, or multi‑functional initiatives with accountability for business performance and outcome.
• Demonstrated experience leading organizational change, operational transformations, integrations, or business turnarounds.
• Strong analytical skills with data-driven decision making and measuring results.
• Experience influencing senior cross‑functional stakeholders in fast‑paced environments.
• MBA is a plus.

Responsibilities

• Lead the Owned & Operated expansion portfolio through acquisitions and integration.
• Assess financial performance, organizational structure, local market dynamics, and growth opportunities in acquired businesses.
• Develop stabilization and transition plans balancing operational change with business continuity.
• Partner with local leaders and employees during periods of significant change, building trust and accountability.
• Drive adoption of Honor's SOPs, systems, reporting, and performance management across functions.
• Coach leaders and build repeatable playbooks/tools for future integrations.

Skills

Business & Operational Acumen

Change Leadership

Structured Problem Solving

Influence & Execution

Education

MBA

Job description

Director, Owned and Operated (O&O) Expansion

Remote Position

Honor Technology’s mission is to change the way society cares for older adults. As a leader in aging care innovation, Honor provides the technology, tools, and services that empower older adults to live life on their own terms. Honor’s growing portfolio includes its consumer care brand, Home Instead, Inc., the world’s leading provider of in‑home care for older adults. With a global franchise network and more than 100,000 Care Pros, Home Instead delivers over 50 million hours of personalized care annually.

Together, Honor and Home Instead are setting a new standard for aging in place, backed by powerful technology, compassionate care, and a commitment to aging on your own terms.

Join us to create a new and better aging experience for our clients, their families, and our Care Professionals.

About us:

Honor Technology’s mission is to change the way society cares for older adults. As a leader in aging care innovation, Honor provides the technology, tools, and services that empower older adults to live life on their own terms. Honor’s growing portfolio includes its consumer care brand, Home Instead, Inc., the world’s leading provider of in‑home care for older adults. With a global franchise network and more than 100,000 Care Pros, Home Instead delivers over 50 million hours of personalized care annually.

Together, Honor and Home Instead are setting a new standard for aging in place, backed by powerful technology, compassionate care, and a commitment to aging on your own terms.

Join us to create a new and better aging experience for our clients, their families, and our Care Professionals.

About the Team:

At Honor, we are redefining what home care can be—combining world‑class operations, innovative technology, and compassionate service to transform care for older adults.

The Owned & Operated (O&O) business is a key part of Honor’s long‑term growth strategy. Beyond serving clients today, O&O acts as a proving ground for new ideas, operating models, and technologies that can ultimately improve outcomes across the broader Home Instead network.

The Transitions Team is responsible for expanding and strengthening this business through acquisitions. We partner with newly acquired agencies to integrate them into Honor’s operating model, establish a strong foundation for future growth, and ensure a smooth transition into the broader O&O organization.

This is a highly visible team with the opportunity to influence how Honor scales its footprint, develops new capabilities, and shapes the future of home care.

About the Role:

As Director O&O Expansion, you will lead one of the most critical phases of Honor's growth strategy: transforming a portfolio of newly acquired home care businesses into high‑performing Honor operations.

This is a hands‑on leadership role at the intersection of acquisitions, operations, and change management. You will immerse yourself in newly acquired businesses, rapidly assess performance, align teams to Honor's operating model, and lead the organizational and operational changes required to create a stable foundation for growth.

Success in this role requires balancing significant change with business continuity. You'll partner closely with local leaders, employees, and cross‑functional teams to navigate multiple and complex transitions while maintaining revenue, retaining key talent, and minimizing disruption for clients and Care Pros.

The ideal candidate is equally comfortable analyzing a P&L, coaching local leaders through change, and rolling up their sleeves to solve operational challenges. Your ultimate goal is to leave each business stronger than you found it—positioned for sustainable growth and ready for successful handoff to the broader O&O organization.

This role typically involves travel about three days a week, three weeks per month—though some months may require no travel at all.

As Director, O&O Expansion, at Honor, you will:

• Lead Business Assessment & Transition Strategy
• Quickly develop a deep understanding of newly acquired businesses, including financial performance, organizational structure, local market dynamics, operational workflows, and growth opportunities.
• Assess business health and identify the critical risks, dependencies, and opportunities that could impact a successful transition.
• Develop and execute a stabilization and transition plan that balances operational change with business continuity.
• Lead Organizational Integration & Team Transformation
• Evaluate talent, and leadership capabilities within acquired businesses.
• Decide on staffing needs and retention plans to align acquired organizations with Honor's operating model.
• Partner closely with local leaders and employees through periods of significant change, building trust while driving accountability.
• Hire additional and onboard additional staff as required.
• Drive Operational Implementation & Change Management
• Lead the adoption of Honor's standard operating procedures, systems, reporting, and performance management practices across sales and care delivery.
• Partner closely with the Implementations team throughout client, Care Pro, and system migrations, ensuring operational readiness, issue resolution, and business continuity during transition.
• Coordinate cross‑functional implementation activities with Product, Operations, Finance, HR, Recruiting, and other partners.
• Stabilize Performance & Create a Path to Growth
• Identify the highest‑leverage opportunities to improve sales performance, referral generation, recruiting effectiveness, and operational execution.
• Determine transition priorities and resource allocation across competing business needs, balancing revenue protection, organizational change, operational risk, and long‑term scalability.
• Coach local leaders on operational management, team management expectations, and decision‑making
• Partner with O&O leadership to execute a seamless handoff and support long‑term growth after transition.
• Drive Function Scalability
• Capture learnings from acquisitions and develop repeatable tools, playbooks, operating mechanisms, and transition frameworks that improve future integrations.

Key Results:

• Revenue Stability: Maintain revenue throughout transition, minimizing client attrition and disruption to sales performance across a portfolio of business or a single large complex territory.
• Successful Transition Execution: Complete organizational, operational, and system transitions on schedule while maintaining business continuity.
• Organizational Readiness: Establish a leadership team and operating model capable of sustaining performance and growth after handoff.
• Scalability of Transitions Function: Build repeatable tools and playbooks to enable the transitions team to scale the number of transactions they can manage simultaneously.

We’re looking for you to bring:

• Business & Operational AcumenRapidly understands how a business operates, including financial performance, organizational dynamics, sales performance, operational workflows, and growth drivers. Identifies risks and opportunities and focuses resources on the highest‑impact actions to improve business outcomes.
• Change LeadershipLeads teams through significant organizational and operational change while maintaining trust, engagement, and business performance. Balances empathy with accountability and drives adoption of new systems, processes, and ways of working.
• Structured Problem Solving & JudgmentBreaks complex and ambiguous problems into manageable components, identifies root causes, evaluates tradeoffs, and develops practical solutions. Takes those solutions and effectively roles them across the team or organization for sustained benefit.
• Influence & ExecutionAligns diverse senior stakeholders around shared objectives and drives coordinated action. Creates clarity, establishes accountability, removes obstacles, and consistently delivers measurable results through others.

Qualifications:

• 7+ years of experience leading operational teams, business units, or multi‑functional initiatives with accountability for business performance and outcome.
• Demonstrated experience leading organizational change, operational transformations, integrations, or business turnarounds — ideally including experience managing more than one significant workstream at once, or a single engagement materially larger than a standard territory transition.
• Strong analytical skills with experience using data to diagnose issues, prioritize opportunities, and measure results across competing priorities.
• Experience influencing senior cross‑functional stakeholders and driving execution in complex, fast‑paced environments.
• Comfortable operating in ambiguity and building structure and repeatable playbooks where none exist.
• Experience in healthcare, home care, franchising, multi‑site operations, M&A integration, or other service‑based industries is a plus.
• MBA is a plus.

Honor’s Leadership Principles are the foundation of translating our mission into action. These principles define how we show up and make decisions, and how we hire, develop and grow talent. While Honor has 13 leadership principles, the following are particularly relevant to this role:

• Drive Impact: Leaders deliver meaningful, timely results. They move quickly and decisively, set a high bar, and continually strive for better. They measure success by outcomes, not activity. When looking at their impact over the course of a month, it's remarkable how much they have moved the organization forward.
• Identify Problems: Leaders have a keen sense that an identifiable problem is present. They identify it, determine the root cause and propose a solution. Leaders ensure solutions are implemented and partner as necessary.
• Own the Outcome: Leaders are accountable for inputs and outcomes. They follow through end‑end– marshaling the right resources, escalating when appropriate, but never treating delegation as abdication. They treat expanding scope as expanding obligation, not expanding distance from the details.
• Find Those Better Than Themselves: Leaders seek out those that are better than themselves, listen to them, actively engage them in meaningful work and develop them. They recognize exceptional talent and willingly move them through the organization.

Compensation for this role is a salary of $201,600 - $224,000.

At Honor, we put people first. Our leadership culture is guided by Leadership Principles that prioritize integrity, compassion, and excellence. We offer a unique opportunity to lead with purpose and make a meaningful impact no matter your role.

Honor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, political affiliation or belief.