Chief People Officer
Based in United StatesFull-TimeExecutive
Salary260,000 - 280,000 USD per year
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Job Details
- Experience
- 10–15+ years of progressive HR/People leadership experience, including at least 5 years in an executive (C-level) role
- Required Skills
- Change Management
Requirements
- 10–15+ years of progressive HR/People leadership experience, including at least 5 years in an executive (C-level) role.
- Proven experience leading organizational transformation, scaling HR functions, and driving enterprise-wide change initiatives.
- Strong background in labor relations, including experience working within unionized environments and managing collective bargaining agreements.
- Demonstrated ability to lead remote, distributed, and mission-driven teams, ideally in high-intensity or 24/7 operational environments.
- Deep expertise in organizational design, employee engagement, talent strategy, and leadership development.
- Strong understanding of DEIB principles and experience embedding them into HR systems and culture.
- Exceptional executive communication and stakeholder management skills, with experience advising CEOs and boards.
- Ability to balance strategic leadership with hands-on execution in complex and evolving environments.
Responsibilities
- Define and lead the overall people and culture strategy, aligning workforce planning, organizational design, and talent systems with enterprise-wide goals.
- Serve as a strategic advisor to the CEO and executive leadership team on change management, leadership development, and organizational effectiveness.
- Lead, mentor, and develop the People function, fostering a culture of accountability, inclusion, trust, and data-informed decision-making.
- Design and implement employee engagement strategies that strengthen culture, belonging, and alignment across a fully remote workforce.
- Embed diversity, equity, inclusion, and belonging principles across all HR systems, programs, and stages of the employee lifecycle.
- Oversee labor relations in partnership with legal leadership, ensuring effective management of union relationships and collective bargaining obligations.
- Build and enhance HR infrastructure, including payroll, total rewards, compliance systems, and workforce operations to ensure scalability and accuracy.
- Develop learning, mentorship, and leadership development programs to strengthen capabilities across all organizational levels.
- Manage People team budgets and resource allocation to ensure strategic investment in talent and organizational priorities.
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