CHRO Partner

CHRO Partner

Fractional CHRO | People & Organization Leadership

TechCXO pioneered the fractional executive leadership model. For more than 20 years, we have built a firm designed specifically for accomplished C-suite operators who want both impact and autonomy. We do not place executives. Our CHRO Partners build their own portfolio practices within the TechCXO platform, serving as embedded people and organization leaders for growth-stage and middle-market companies.

As a TechCXO CHRO Partner, you step into companies as the acting HR executive. You work directly with founders, CEOs, boards, and investors to provide strategic leadership and operational execution across all people functions.

You control the clients you serve and the work you take on. At the same time, you are part of a national partnership of experienced peers who collaborate across HR, Finance, Revenue Growth, Executive Leadership, and Technology. TechCXO has built a Partner model for executives who want to build and grow a practice within an established firm.

The Opportunity

As a TechCXO CHRO Partner, you will:

• Serve as the embedded people leader for multiple growth-stage companies
• Advise founders, CEOs, boards, and investors on workforce strategy and organizational health
• Build and scale people functions, HR infrastructure, and culture frameworks
• Lead workforce planning through growth, transformation, M&A, and exit
• Originate and develop client relationships in your market
• Collaborate across TechCXO practices including Finance, Revenue Growth, Executive Operations, and Technology

What This Role Really Requires

This role is best suited for CHROs who:

• Have already operated at the C-level as CHRO, Chief People Officer, or equivalent
• Are comfortable building their own book of business
• Want autonomy without isolation
• Prefer execution over theory
• Have credibility with investors, boards, and founding teams

You are not joining a bench waiting for assignments. You are building a practice within a platform.

Core Responsibilities

Responsibilities vary by engagement and may include any or all of the following:

People Infrastructure

• Design and implement HR operating models that support company scale
• Build or rebuild core HR functions: HRIS, compensation, benefits, compliance, and total rewards
• Establish HR policies, employee handbooks, and people operations frameworks
• Develop and implement performance management systems and review cycles
• Ensure employment law compliance across multi-state and remote environments
• Install the people infrastructure companies need to grow from early stage to material scale

Talent & Culture

• Partner with leadership on talent acquisition strategy and executive hiring
• Build and sustain cultures that attract, develop, and retain high-performers
• Design leadership development, succession planning, and career frameworks
• Lead employee engagement initiatives and organizational health diagnostics
• Develop employer brand and talent positioning in competitive hiring markets
• Coach founders and CEOs on people leadership, team dynamics, and organizational effectiveness

Transaction & Growth Support

• Lead HR due diligence and people-side integration for M&A transactions
• Develop workforce and org design plans tied to capital raises and growth milestones
• Prepare people functions for PE or VC investor scrutiny and board reporting
• Support exit readiness including HR clean-up, retention programs, and org documentation
• Navigate RIFs, restructurings, and headcount optimization with care and compliance
• Advise on executive compensation design, equity plans, and incentive structures

Business Development

• Build and maintain a strong referral network in your regional market
• Source new client engagements through founder, investor, and advisor relationships
• Strengthen connections with VC, PE, banking, and legal communities
• Represent TechCXO as a thought leader in the people and HR space

Collaboration

• Partner with other TechCXO leaders to deliver integrated client solutions
• Contribute to intellectual capital, toolkits, and thought leadership
• Mentor newer Partners where appropriate

Ideal Background

We pursue CHROs with depth, not title inflation.

• 4+ cumulative years as CHRO, Chief People Officer, or equivalent Chief-level HR title
• C-suite HR leadership experience at PE-backed, venture-backed, or founder-led companies in the $10M–$500M revenue range
• Track record of building or rebuilding a people function during growth or transformation ideally more than once
• Experience as an embedded HR leader, not solely in large enterprise or government environments
• Exposure to M&A, organizational restructuring, or transaction-related HR work
• Board-level communication experience

Strong preference for executives who have:

• Already doing fractional CHRO work or actively transitioning into it
• Served companies across multiple industries or lifecycle stages
• Operated in high-growth, change-heavy, or resource-constrained environments
• Built or scaled HR teams from early stage through significant headcount growth

What Makes a Strong TechCXO Partner

• Entrepreneurial mindset
• High personal accountability
• Strong regional network
• Comfort operating independently across multiple client environments
• Bias toward execution over process
• Collaborative orientation within a peer partnership

Education & Credentials

• Bachelor’s degree required
• MBA, SPHR, SHRM-SCP, or equivalent preferred
• Demonstrated depth in people leadership, org design, and HR strategy

Why TechCXO

• Operate under a recognized national brand
• Join a peer group of experienced C-level operators across Finance, HR, Technology, and Revenue
• Maintain autonomy while leveraging shared infrastructure, marketing, and business development support
• Participate in a long-standing executive partnership model built for operators who want both impact and independence

TechCXO is committed to equal opportunity and does not discriminate on the basis of legally protected characteristics in the selection of Partners or engagement opportunities.