Job Description

Chief People Officer

Location: Confidential | Compensation: $250,000 – $300,000 base + bonus

About the Company

Our client is a high-growth, operationally complex, multi-entity organization at a meaningful inflection point where scale is real, complexity is increasing, and leadership is committed to building the systems, talent, and structure required for the next phase of growth. This is a confidential search.

About the Role

The Chief People Officer is a senior executive role with a clear mandate: make the business better through people, structure, and execution. This is not a maintenance role or a seat focused on steady-state HR operations. It is for the HR executive who thrives in ambiguity, connects dots others miss, and builds systems that drive performance, accountability, and results at scale.

Sitting at the executive table and advising leaders across Finance, Legal, Technology, and enterprise functions, this leader will translate business strategy into human capital action with measurable outcomes.

Responsibilities

Executive Partnership & Business Impact

• Operate as a true strategic advisor to senior leadership
• Translate business objectives into talent strategy, org design, and measurable outcomes
• Push, challenge, and influence leaders when it matters most
• Align people strategy to revenue, margin, and operational performance

Organizational Design & Transformation

• Step back, assess the machine, and identify where it's breaking down
• Redesign structures, workflows, and talent alignment to increase velocity and efficiency
• Lead transformation efforts

Talent Strategy & Workforce Planning

• Spot gaps before they become problems — leadership, capability, or bench strength
• Partner with Talent Acquisition to raise the bar, not just fill roles
• Build succession pipelines that actually hold under pressure

Culture, Performance & Accountability

• Elevate performance standards across the organization
• Coach leaders to own outcomes, not avoid them
• Shape culture through clarity, expectations, and consequences

Data-Driven HR Leadership

• Use workforce data, financial insight, and trend analysis to drive decisions
• Diagnose root causes — not symptoms
• Turn insights into action quickly and decisively

Qualifications

• 15+ years of progressive HR experience, including meaningful exposure to complex, matrixed organizations
• 5+ years leading and developing HR teams
• Demonstrated track record of driving transformation
• Comfort operating with ambiguity and making calls with imperfect information
• Strong commercial and financial acumen; understands how HR directly impacts revenue, margin, and operational performance
• Credibility and presence to engage and hold ground with executive leadership
• Bachelor's degree required; advanced degree preferred

Equal Opportunity

Our client is committed to building strong, diverse teams and an environment where high performers can do their best work.

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