Chief People Officer

Helios HR • Atlanta, GA

1d • Remote

About The Position

MedZed is a leader in delivering value-based, technology-enabled social support to a diverse population of high-cost Medicaid members who have been unreachable with telephonic outreach, disconnected from primary care, and using hospital-based services as their primary point of care. The company combines field-based outreach with innovative technologies to find and engage these members. Community Health Navigators, who are directly connected to those they serve, build trust and reconnect members to primary care, address Health-Related Social Needs (HRSNs), and provide them with the means and knowledge to take more control over their healthcare. These interventions lead to reduced Emergency Department and Inpatient utilization costs for health plan partners and improved quality of life for their members. The Chief People Officer (CPO) reports directly to the CEO and is a core member of MedZed’s executive leadership team, serving as a strategic partner to the CEO and COO. This role is accountable for architecting and sustaining a people strategy that enables scalable growth, operational performance, and regulatory confidence in a value-based healthcare environment. The CPO will inspire and enable MedZed’s growth from a base of 300 people serving members in 3 states to 1,000+ people providing care in five states over the next 3 to 4 years. This position is responsible for designing people systems and actively partnering with the CEO to steward MedZed’s culture, leadership capability, and employee experience as the organization scales. The CPO ensures workforce decisions are grounded in data, aligned to business outcomes, and reinforced by a strong, measurable culture. Success will be measured by high engagement (eNPS remains strong and stable, turnover meets targets), internal growth through L&D programs, and operational excellence in staffing levels.

Requirements

• Bachelor’s or master’s degree in human resource or business administration, or a related field.
• 15+ years of progressive HR and people leadership experience.
• Proven CEO and executive partnership experience.
• Strong expertise in people analytics, HRIS, and learning strategy.
• Experience in healthcare or regulated environments.
• Deep knowledge of labor and hour regulations in complicated states including CA.

Nice To Haves

• SHRM-SCP or SPHR are highly preferred to demonstrate expertise.
• Bi-lingual a plus.

Responsibilities

• Partner with the CEO and executive team to ensure that MedZed’s “people plan” ensures company meets business objectives while overseeing change management.
• Create organizational structure that optimizes results. Define skills necessary for each position to make our care model successful.
• Partner with the CEO and ELT to translate business strategy into workforce capabilities and organizational design.
• Ensure people strategy supports both short-term execution and long-term sustainability by balancing humanity and productivity and not burning out the team or diluting what makes MedZed a great place to work.
• Serve as executive owner of our values and shared behaviors and drive connection to the mission throughout the organization.
• Establish and maintain a measurable culture framework with eNPS as a core enterprise key performance indicator and leverage the information to drive improvement throughout the organization.
• Create a place where associates want to build a career, specifically focusing on the unique challenges of field-based care.
• Own the strategy and delivery for how we train our people, ensuring that our investments in learning lead to better performance and higher job satisfaction.
• Align L&D programs to MedZed’s business priorities, workforce needs, and performance expectations.
• Build clear “whats next” maps for every employee. Nobody should wonder how they can grow at MedZed.
• Strengthen our managers. Our operations team is passionate about what we do and who we do it for. Provide them with the tools to lead with accountability and empathy. Teach them to continuously look around corners and develop critical thinking and analytical skills.
• Build systems that integrate learnings from exit interviews and formal and informal feedback into a continuous cycle of improved hiring, training, and development.
• Lead enterprise workforce planning across field and corporate teams to ensure company has people in the right place at the right time to meet revenue targets.
• Design role frameworks, job leveling, and career pathways.
• Ensure every role has a clear purpose, competitive market-pay, and a defined path for advancement.
• Trusted advisor to leaders throughout the organization.
• Strengthen manager capability with focus on engagement, performance, and retention.
• Hold leaders accountable for culture, learning adoption, and engagement outcomes.
• Own Human Resource’s analytics strategy and move beyond simple headcount. Use data to tell the story of our team to leadership and the board to help inform better decisions about the future.
• Manage HR technology to make sure that it’s a tool that helps people get work done, rather than an obstacle to be overcome.
• Partner with finance to keep pay and benefits competitive and fair.
• Align performance systems with business and engagement outcomes.
• Lead initiatives to combat burnout that is common in healthcare and particularly in field-based care.
• Partner with Legal to proactively mitigate employment risk and workforce compliance while addressing issues.
• Partner with legal to keep us compliant and, more importantly, ensure our field teams are safe and supported in their daily work.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 11-50 employees