About the Role:

As Sr. Manager, O&O Expansion, you will lead one of the most critical phases of Honor's growth strategy: transforming 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 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.

This role typically involves travel about three days a week, three weeks per month—though some months may require no travel at all.

As Sr Manager O&O Expansion, at Honor, you will:

• Lead Business Assessment & Transition Strategy
• Quickly develop a deep understanding of newly acquired businesses, including financial performance, organizational structure, local market dynamics, operational workflows, and growth opportunities.
• Assess business health and identify the critical risks, dependencies, and opportunities that could impact a successful transition.
• Develop and execute a stabilization and transition plan that balances operational change with business continuity.
• Lead Organizational Integration & Team Transformation
• Evaluate talent, and leadership capabilities within acquired businesses.
• Make recommendations on staffing needs and retention plans to align acquired organizations with Honor's operating model.
• Partner closely with local leaders and employees through periods of significant change, building trust while driving accountability.
• Ensure teams are equipped, trained, and organized to operate successfully within Honor's systems and processes.
• Drive Operational Implementation & Change Management
• Lead the adoption of Honor's standard operating procedures, systems, reporting, and performance management practices across sales and care delivery.
• Partner closely with the Implementations team throughout client, Care Pro, and system migrations, ensuring operational readiness, issue resolution, and business continuity during transition.
• Coordinate cross-functional implementation activities with Product, Operations, Finance, HR, Recruiting, and other partners.
• Stabilize Performance & Create a Path to Growth
• Identify the highest-leverage opportunities to improve sales performance, referral generation, recruiting effectiveness, and operational execution.
• Determine transition priorities and resource allocation across competing business needs, balancing revenue protection, organizational change, operational risk, and long-term scalability.
• Coach local leaders on operational management, performance expectations, and decision-making to increase organizational capability beyond the transition period.
• Capture learnings from acquisitions and develop repeatable tools, playbooks, operating mechanisms, and transition frameworks that improve future integrations.
• Partner with O&O leadership to execute a seamless handoff and support long-term growth after transition.

Key Results:

• Revenue Stability: Maintain revenue throughout transition, minimizing client attrition and disruption to sales performance.
• 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.

We’re looking for you to bring:

Competencies:

• 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. Demonstrates sound judgment when balancing short-term business needs with long-term organizational goals.
• Influence & Execution
  Aligns diverse stakeholders around shared objectives and drives coordinated action. Creates clarity, establishes accountability, removes obstacles, and consistently delivers measurable results through others.

Qualifications:

• 5+ years of experience leading operational teams, business units, or multi-functional initiatives with accountability for business performance and outcomes.
• Demonstrated experience leading organizational change, operational transformations, integrations, or business turnarounds.
• Strong analytical skills with experience using data to diagnose issues, prioritize opportunities, and measure results.
• Experience influencing cross-functional stakeholders and driving execution in complex, fast-paced environments.
• Comfortable operating in ambiguity and building structure where none exists.
• Experience in healthcare, home care, franchising, multi-site operations, M&A integration, or other service-based industries is a plus.
• MBA is a plus.

Leadership Principles:

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:

• Always Push: Leaders set a high bar for themselves and others. They know that mediocrity isn't an option; they set ambitious goals, always strive for better, and commit to delivering top-notch service and outcomes.
• 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.
• GSD (get stuff done): Leaders make tangible progress, delivering quality and timely results. When looking at their accomplishments over the course of a month, it's staggering what they have accomplished and how much they have moved the organization forward.