Director, Owned and Operated (O&O) Expansion

Honor Technology’s mission is to change the way society cares for older adults. As a leader in aging care innovation, Honor provides the technology, tools, and services that empower older adults to live life on their own terms. Honor’s growing portfolio includes its consumer care brand, Home Instead, Inc., the world’s leading provider of in-home care for older adults. With a global franchise network and more than 100,000 Care Pros, Home Instead delivers over 50 million hours of personalized care annually.

Together, Honor and Home Instead are setting a new standard for aging in place, backed by powerful technology, compassionate care, and a commitment to aging on your own terms.

Join us to create a new and better aging experience for our clients, their families, and our Care Professionals. 

At Honor, we are redefining what home care can be—combining world-class operations, innovative technology, and compassionate service to transform care for older adults.

The Owned & Operated (O&O) business is a key part of Honor’s long-term growth strategy. Beyond serving clients today, O&O acts as a proving ground for new ideas, operating models, and technologies that can ultimately improve outcomes across the broader Home Instead network.

The Transitions Team is responsible for expanding and strengthening this business through acquisitions. We partner with newly acquired agencies to integrate them into Honor’s operating model, establish a strong foundation for future growth, and ensure a smooth transition into the broader O&O organization.

This is a highly visible team with the opportunity to influence how Honor scales its footprint, develops new capabilities, and shapes the future of home care.

As Director O&O Expansion, you will lead one of the most critical phases of Honor's growth strategy: transforming a portfolio of newly acquired home care businesses into high-performing Honor operations.

This is a hands-on leadership role at the intersection of acquisitions, operations, and change management. You will immerse yourself in newly acquired businesses, rapidly assess performance, align teams to Honor's operating model, and lead the organizational and operational changes required to create a stable foundation for growth.

Success in this role requires balancing significant change with business continuity. You'll partner closely with local leaders, employees, and cross-functional teams to navigate multiple and complex transitions while maintaining revenue, retaining key talent, and minimizing disruption for clients and Care Pros.

The ideal candidate is equally comfortable analyzing a P&L, coaching local leaders through change, and rolling up their sleeves to solve operational challenges. Your ultimate goal is to leave each business stronger than you found it—positioned for sustainable growth and ready for successful handoff to the broader O&O organization.

• Revenue Stability: Maintain revenue throughout transition, minimizing client attrition and disruption to sales performance across a portfolio of business or a single large complex territory. 
• Successful Transition Execution: Complete organizational, operational, and system transitions on schedule while maintaining business continuity. 
• Organizational Readiness: Establish a leadership team and operating model capable of sustaining performance and growth after handoff.
• Scalability of Transitions Function: Build repeatable tools and playbooks to enable the transitions team to scale the number of transactions they can manage simultaneously. 

• Business & Operational Acumen
  Rapidly understands how a business operates, including financial performance, organizational dynamics, sales performance, operational workflows, and growth drivers. Identifies risks and opportunities and focuses resources on the highest-impact actions to improve business outcomes.
• Change Leadership
  Leads teams through significant organizational and operational change while maintaining trust, engagement, and business performance. Balances empathy with accountability and drives adoption of new systems, processes, and ways of working.
• Structured Problem Solving & Judgment
  Breaks complex and ambiguous problems into manageable components, identifies root causes, evaluates tradeoffs, and develops practical solutions. Takes those solutions and effectively roles them across the team or organization for sustained benefit. 
• Influence & Execution
  Aligns diverse senior stakeholders around shared objectives and drives coordinated action. Creates clarity, establishes accountability, removes obstacles, and consistently delivers measurable results through others.

• 7+ years of experience leading operational teams, business units, or multi-functional initiatives with accountability for business performance and outcome. 
• Demonstrated experience leading organizational change, operational transformations, integrations, or business turnarounds — ideally including experience managing more than one significant workstream at once, or a single engagement materially larger than a standard territory transition.
• Strong analytical skills with experience using data to diagnose issues, prioritize opportunities, and measure results across competing priorities.
• Experience influencing senior cross-functional stakeholders and driving execution in complex, fast-paced environments. 
• Comfortable operating in ambiguity and building structure and repeatable playbooks where none exist.
• Experience in healthcare, home care, franchising, multi-site operations, M&A integration, or other service-based industries is a plus.
• MBA is a plus.

Honor’s Leadership Principles are the foundation of translating our mission into action. These principles define how we show up and make decisions, and how we hire, develop and grow talent. While Honor has 13 leadership principles, the following  are particularly relevant to this role:

• Drive Impact: Leaders deliver meaningful, timely results. They move quickly and decisively, set a high bar, and continually strive for better. They measure success by outcomes, not activity. When looking at their impact over the course of a month, it's remarkable how much they have moved the organization forward. 
• Identify Problems: Leaders have a keen sense that an identifiable problem is present. They identify it, determine the root cause and propose a solution. Leaders ensure solutions are implemented and partner as necessary.
• Own the Outcome: Leaders are accountable for inputs and outcomes. They follow through end-to-end– marshaling the right resources, escalating when appropriate, but never treating delegation as abdication. They treat expanding scope as expanding obligation, not expanding distance from the details.
• Find Those Better Than Themselves: Leaders seek out those that are better than themselves, listen to them, actively engage them in meaningful work and develop them.  They recognize exceptional talent and willingly move them through the organization.