Chief People Officer - Remote

Medzed LLC•Atlanta, GA

2d•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. WE COMBINE FIELD-BASED OUTREACH WITH INNOVATIVE TECHNOLOGIES TO FIND AND ENGAGE THESE MEMBERS. WE THEN APPLY A MODEL OF CARE DESIGNED TO RE-CONNECT THEM TO PRIMARY CARE, ADDRESS THE HEALTH-RELATED SOCIAL NEEDS (HRSNS) THAT CONTRIBUTE TO THEIR DISENGAGEMENT AND PRESENT BARRIERS TO CARE, AND PROVIDE THEM WITH THE MEANS AND KNOWLEDGE TO TAKE MORE CONTROL OVER THEIR HEALTHCARE. OUR INTERVENTIONS YIELD REDUCED EMERGENCY DEPARTMENT AND INPATIENT UTILIZATION COSTS FOR OUR HEALTH PLAN PARTNERS AND IMPROVED QUALITY OF LIFE FOR THEIR MEMBERS. WE ARE SEEKING AN ACCOMPLISHED INDIVIDUAL TO HELP REALIZE OUR VISION AND CONTRIBUTE TO LONG-TERM VALUE CREATION. Reporting directly to the CEO, the Chief People Officer is The Chief People Officer (CPO) is a core member of MedZed’s executive leadership team and a strategic partner to the CEO, accountable for architecting and sustaining a people strategy that enables scalable growth, operational performance, and regulatory confidence in a value-based healthcare environment. This role is responsible not only for designing people systems, but for actively stewarding 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—using eNPS and related engagement indicators as enterprise health metrics.

Requirements

Bachelor’s or master’s degree in human resource or business administration, or a related field.
20+ years of progressive HR and people leadership experience
Proven CEO and executive partnership experience
Strong expertise in people analytics, HRIS, and learning strategy

Nice To Haves

SHRM-SCP or SPHR are highly preferred to demonstrate expertise
Experience in healthcare or regulated environments preferred

Responsibilities

Design and execute an enterprise people strategy aligned to MedZed’s growth objectives and value-based care model
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
Serve as executive owner of culture, values, and employee experience
Establish and maintain a measurable culture framework with eNPS as a core enterprise KPI
Use eNPS and engagement data to identify risks, leadership gaps, and trends
Partner with leaders to convert insights into action
Ensure culture remains strong during growth and change
Own enterprise learning and development strategy across leadership, management, and functional capability building
Aligning L&D programs to MedZed’s business priorities, workforce needs, and performance expectations
Design leadership development pathways for executives, people managers, and field leaders
Ensure learning investments measurably improve engagement, retention, performance, and readiness
Integrate learning, succession planning, and career development into a cohesive talent system
Lead enterprise workforce planning across field and corporate teams
Design role frameworks, job leveling, and career pathways
Anticipate and mitigate workforce risks tied to turnover and labor markets
Coach executives and senior leaders on people leadership and accountability
Strengthen manager capability with focus on engagement, performance, and retention
Hold leaders accountable for culture, learning adoption, and engagement outcomes
Own people’s analytics strategy
Oversee HRIS systems, data integrity, and reporting
Translate data into insights for ELT and Board
Partner with CFO on compensation, incentive, and benefits strategy
Align performance systems with business and engagement outcomes
Ensure equity, competitiveness, and compliance
Own employment risk and workforce governance
Partner with Legal and Finance on audits and policy integrity
Proactively mitigate people-related risk
Lead enterprise change initiatives
Maintain engagement, learning continuity, and cultural stability during transformation
Serve as stabilizing executive presence