Chief Human Resources Officer

The CHRO is the CEO’s strategic partner and a member of the executive leadership team, responsible for building a high-performance, values-driven organization. The role sets the end-to-end people strategy (workforce planning, talent, culture, total rewards, and people operations), scales the HR operating model, and develops leaders at every level so the company can execute ambitious growth plans. In short: build what’s missing, modernize what exists, and scale it across multiple locations for a fast, customer-focused business.

• People Strategy & Org Design:
  Define and execute a multi-year people strategy aligned to business goals; lead org design, headcount planning, and capability building across corporate, distribution, and field teams.
• Leadership, Talent & Culture:
  Own leadership bench (executive recruiting, succession, leadership development); shape culture with clear behaviors and rituals that drive engagement and performance.
• Performance & Workforce Management:
  Modernize performance management (goals/OKRs, feedback, calibration) and partner on change management for strategic initiatives (e.g., footprint shifts, new channels).
• Diversity, Safety & Compliance:
  Embed DEI across talent practices; oversee CA and multi-state employment compliance (leave, wage/hour, safety) and maintain strong employee-relations practices.
• HR Technology & Analytics:
  Own the HR tech stack (e.g., Workday/UKG/ADP + ATS/LMS) and automation roadmap; build people analytics for headcount, hiring, performance, retention, DEI, and total cost of workforce.
• Executive Partnership & Governance:
  Advise the CEO and leadership on org health, talent risk, and succession; prepare materials for the board/compensation committee; lead and develop a high-performing HR/Talent/Rewards team.

• 12+ years of progressive HR leadership, including 5+ years leading the HR function (VP/Head/CHRO) in a fast-paced, multi-site business; PE portfolio experience preferred.
• Proven success scaling an organization (culture as a driver of performance) in consumer products, retail, e-commerce, and/or light manufacturing/distribution.
• Depth in Total Rewards (comp design, sales incentives, benefits) and Talent (executive hiring, succession planning, leadership development).
• Strong command of California and multi-state employment laws and practices; excellent employee-relations judgment.
• Track record implementing HRIS/HR tech and building people analytics that inform executive decisions.
• Exceptional executive communication, stakeholder management, and change leadership; trusted advisor to CEOs and senior leaders.

South Bay (on-site; limited hybrid flexibility)

CEO

$230k - $260k annually