Chief People Officer

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. #J-18808-Ljbffr