A privately-held, multi-entity enterprise spanning food production, airline catering, full-service hospitality, deli and retail brands, consumer packaged goods, and commercial real estate is conducting a confidential search for a Chief Human Resources Officer. The CHRO reports directly to the CEO, serves on the executive leadership team, and owns the people function across all operating entities and multiple states.
About the Role
This is a builder's seat, not a steward's. You will inherit a functioning but maturing HR organization and be expected to professionalize it, scale it, and convert it from a compliance-and-administrative function into a measurable driver of margin and enterprise value. You will lead a workforce that is simultaneously professional, industrial, hourly, tipped, and security-regulated across corporate, manufacturing, airport-based catering, restaurant, and retail environments.
What You Will Own
- Strategic human capital advisor to the CEO and ownership on organizational design, succession, executive compensation, and people-related enterprise risk
- Multi-entity, multi-state HR operations: talent acquisition, total rewards, HRIS, payroll, time and attendance, benefits, and employee relations
- Wage-and-hour compliance for a workforce that simultaneously includes tipped restaurant employees, non-exempt food production workers, and exempt salaried staff — the single largest legal exposure in the enterprise
- All federal and state compliance: FLSA, FMLA, ADA, PWFA, Title VII, USERRA, I-9 and E-Verify, plus TSA and airport-authority requirements for security-cleared personnel
- Workers' compensation strategy with explicit accountability for experience-modifier improvement
- Benefits strategy including plan design, carrier negotiations, and evaluation of self-funded or level-funded arrangements
- Succession planning, executive compensation design, and human capital due diligence and integration for acquisitions and new facility launches
- A monthly HR scorecard to the CEO and ownership covering labor cost as a percentage of revenue, turnover, cost per hire, workers' comp loss ratio, and benefits cost per employee — with year-over-year trend, variance to plan, and dollarized impact
Financial Mandate
This role is a margin lever, not a cost center. You will be measured on quantifiable contribution to profitability: reduction in total labor cost as a percentage of revenue, regrettable turnover reduction, workers' comp experience-modifier improvement, benefits cost containment, and recruiting cost optimization. Every initiative will carry a documented business case held to the same return standard as any other capital allocation in the enterprise.
Required
- 15+ years progressive HR experience, including 5–7 years at the VP, CHRO, or Head of People level
- Multi-entity, multi-state, multi-site HR leadership in food production, food service, hospitality, retail, manufacturing, aviation services, or similarly complex operating environments
- Documented wage-and-hour expertise across simultaneous tipped, non-exempt hourly, and exempt salaried populations
- Direct experience implementing or significantly upgrading HRIS, payroll, and time-and-attendance platforms across multi-entity operations
- Workers' compensation leadership at scale, with proven loss-ratio and experience-modifier improvement
- Strong financial fluency — able to build labor cost models, defend program ROI, and engage as a commercial executive
- Bachelor's degree required; advanced degree (MBA, MHRM, JD) strongly preferred
- SHRM-SCP, SPHR, or equivalent senior certification at hire or within 12 months
Preferred
- Direct experience in food production, full-service restaurants, hospitality, airline or airport services, or food retail
- TSA-regulated workforce and airport badging experience
- M&A integration experience from due diligence through post-close harmonization
- Experience in privately-held, founder-led, or family-controlled enterprises
Compensation
Competitive base salary, performance-based annual incentive, comprehensive benefits, and additional executive considerations appropriate to the seniority of the role. Specific terms discussed with finalists.
To Apply
Submit a resume and brief cover letter highlighting relevant multi-entity HR leadership experience. All inquiries treated with complete discretion. Equal Opportunity Employer.
Pay: $125,000.00 - $250,000.00 per year
Benefits:
Work Location: In person
