Position Summary

The Head of People (HOP) serves as the senior executive responsible for the organization's people strategy, workforce planning, and talent infrastructure. This role owns the full employee lifecycle-from workforce forecasting and recruiting through onboarding, development, performance management, engagement, retention, and compliance.

The HOP partners closely with executive leadership to ensure that people systems, policies, and culture scale in alignment with organizational growth, financial performance, and regulatory requirements. This is both a strategic leadership role and an execution-oriented role, requiring strong operational engagement, data fluency, and the ability to build scalable systems.

Core Responsibilities

1. People Strategy and Executive Leadership
• Develop and execute a comprehensive people strategy aligned with company vision, growth plans, and financial objectives.
• Serve as a strategic advisor to the CEO and executive team on workforce planning, organizational design, compensation strategy, and culture.
• Translate business goals into measurable workforce plans and cultural initiatives.
• Participate in executive planning, EOS processes, and leadership decision-making.

2. Talent Acquisition and Workforce Planning
• Own end-to-end recruiting strategy across all roles (e.g., RBTs, BCBAs, leadership, administrative

staff).
• Forecast hiring needs based on growth projections, client demand, scheduled hours, and geographic expansion.
• Build scalable recruiting systems, pipelines, and partnerships (referrals, community sourcing, schools, universities, etc.).
• Establish reports and dashboards for measuring and communicating department KPIs.
• Manage, hire, and hold accountable a high-performing recruiting team to fill positions quickly with talented culturally-aligned team members at every level.

3. Onboarding, Training and Professional Development
• Design and maintain structured onboarding programs for all roles, including leadership and clinical staff.
• Build internal training and professional development frameworks, including leadership development pathways.
• Partner with Operations and Clinical leadership to ensure training supports quality of care, compliance, and performance.
• Implement succession planning and internal promotion pipelines.

4. Performance Management and Employee Experience
• Own performance management systems, including goal setting, evaluations, feedback cycles, and corrective action processes.
• Partner with Division Leaders to understand clear role expectations, KPIs, and accountability structures across departments.
• Drive employee engagement, retention initiatives, and culture-building efforts.
• Develop strategies to improve retention, reduce burnout, and support staff well-being-especially in high-demand clinical roles.

5. Compensation, Benefits and Incentives
• Design compensation structures, including salary bands, variable compensation, bonuses, and incentives.
• Partner with Finance to ensure compensation strategies are financially sustainable and market competitive.
• Oversee benefits strategy, enrollment, renewals, and vendor relationships.

6. Compliance, HR Operations and Risk Management
• Ensure compliance with federal, state, and local employment laws across all operating states.
• Oversee HR policies, procedures, employee relations, investigations, and documentation.
• Manage employee lifecycle compliance (I-9s, credentialing coordination, licensing support, background checks, etc.).
• Partner with legal counsel as needed on employment matters.
• Mitigate organizational risk related to staffing, turnover, and labor practices.

7. Systems, Data and Reporting
• Own HRIS, ATS, assessments, and people-related systems and integrations.
• Build and maintain people analytics dashboards (turnover, retention, vacancies, productivity, labor costs).
• Use data to inform decision-making and continuously improve people operations.
• Ensure accurate, timely reporting to leadership.

Required Qualifications:
• Ability to scale teams and systems efficiently in a growth-stage organization.
• Adept at engaging and motivating employees at all levels to meet their maximum potential.
• Desire to remain in compliance and reduce employment-related liability.
• Driving desire to fill positions efficiently with the best available talent.
• Data-driven mindset with experience using metrics to drive decisions.
• Excellent executive-level communication and leadership skills.

Key Performance Indicators (KPI)
• Unstaffed Hours

o Time-to-fill and vacancy rates by role and region

o Onboarding completion and time-to-productivity
• RBT and BCBA Retention Rate

o Employee turnover and retention (overall and role-specific)

• GGOB/Expense %/COGS %

o Labor cost efficiency vs. budget

• Employee engagement and satisfaction indicators

o Partner with Division Leaders to drive Employee Satisfaction score

Benefits
• Dental, health, and vision available after 90 days
• Flexible remote and hybrid work options
• 10 days of PTO and 10 paid holidays
• Skills and leadership development training and opportunities
• EOS, GGOB, Culture Index tools and training