HR is a unique function inside any organization—but it takes on an entirely different complexity within a private equity portfolio company. HR is a cost center, not a revenue generator, and the CHROPE feels constant pressure to optimize OpEx while still maintaining service excellence.
At the same time, the CHROPE must balance two sides of culture:
the culture of the business as a whole—and the culture within the HR organization itself.
HR leaders must use data to measure engagement, turnover, and retention for the entire company, while also cultivating a healthy, engaged micro-culture within their own team. And in today’s competitive market, the battle for strong HR talent is intense. The best HR professionals gravitate toward environments with:
- strong HR leadership
- a clear HR value proposition
- a healthy internal culture
- and opportunities for real growth
Top HR talent doesn’t tolerate toxic or stagnant environments—they move on quickly when the HR vibe is misaligned.
The HR Employee Value Proposition (EVP) comes down to three pillars: FIND, GROW, KEEP.
Finding strong HR talent is hard enough; if you don’t deliberately invest in how they grow, you won’t keep them for long.
Here’s what winning CHROPEs prioritize when crafting a magnetic, retention-focused HR EVP.
1. Be Authentic, Transparent, and Proactively Promote Job Security
Every corporate environment has some degree of bureaucracy. And while confidential information can’t be shared broadly, HR professionals hunger for context—they perform better when they understand how decisions are made and what’s happening inside the company.
Yet many leaders hold information close, treating knowledge as power. But in PE-backed companies especially, everyone is in the same foxhole, and transparency strengthens collaboration, alignment, and psychological safety.
CHROPEs who win the HR talent war:
- share relevant context early and often
- encourage open dialogue
- give consistent feedback
- reinforce role clarity and job security
HR people who feel safe and informed contribute at a higher level—and stay longer.
2. Provide Stretch Opportunities That Enable Real Growth
In organizational design, the goal is simple: the right people doing the right work at the right level. But for development to truly happen, HR professionals must have access to stretch assignments.
People grow fastest when they operate just beyond their comfort zone.
High-performing CHROPEs:
- create deliberate opportunities for mid-level team members to lead meaningful projects
- give HR staff visibility with senior leaders
- allow high-potential employees to “step up” and influence outcomes
- encourage experimentation and skill-building
Stretch opportunities help HR employees develop, feel valued, and stay engaged.
3. Get Creative With HR-Specific Incentives and Recognition
HR teams rarely get celebrated at the same level as customer-facing or revenue-driving functions—but their impact on culture, retention, and operational health is massive. A winning CHROPE creates intentional systems to recognize and reward HR excellence.
Here are creative, high-impact ways to incent your HR team:
- Recognition programs such as “HR Hero of the Month” or “Employee Spotlight”
- Learning incentives—budget for workshops, conferences, certifications, or curated professional development
- Wellness Days as rewards for performance
- Gamification challenges tied to HR goals (engagement scores, time-to-fill, stay interviews completed, etc.)
- Surprise rewards like gift cards, experiences, or wellness gifts
- Employee-led initiatives, with rewards for impactful implementation
- Mentorship opportunities—either as a mentor or being mentored by senior leaders
These programs reinforce a culture of appreciation and elevate the perceived value of HR within the organization.
Final Thoughts
I’ve had a behind-the-scenes look at countless HR organizations—from high-performing, energized teams to toxic, dysfunctional ones. More than anyone else, the CHROPE shapes the vibe of the HR department.
The strongest HR leaders are:
- authentic
- transparent
- collaborative
- deliberate about culture
- invested in retention and growth
When the CHROPE models these traits, the HR department becomes a place where top talent wants to stay, contribute, and grow—ultimately strengthening the entire organization.
