Chief People Officer

Chief People Officer The Chief People Officer (CPO) is a trusted executive leader responsible for designing and executing a people strategy that supports the organization’s long‑term vision, business objectives, and culture. They are responsible for leading, alongside executives and staff, the human capital strategy through the optimization of people, processes, programs, and technology. This role reports to the Chief Enterprise Partners Officer. What you’ll do Serves as a key member of the executive leadership team shaping and executing a comprehensive human capital strategy aligned with the organization’s mission, vision, and business objectives. Serves as a key advisor to the Chief Enterprise Partners Officer and executive leadership team on organizational design, workforce planning and effectiveness. Provides coaching, mentoring, and strategic guidance to HR leadership, ensuring they have the clarity, support, and resources needed to lead their teams effectively. Sets performance expectations, and fosters a culture of accountability, collaboration, and professional growth across the HR leadership team. Cultivates a strong, unified people function by modeling leadership behavior, promoting cross‑team learning, and ensures staff at all levels have opportunities for development, empowerment, and accountability. Directs the strategy and priorities for the HR business partners focusing on collaborative partnership with the businesses they support. Aligns current and future HR practices with the needs of the organization. Serves as strategic talent acquisition advisor to the business. Maintains and enhances a high performing talent acquisition function that is forward thinking about the skills and talent needs of tomorrow. Advises management team by bringing important HR issues (current and future) to the table and providing the organization with strategic and holistic solutions. Enhances workforce planning and optimizes people‑centered activities (hiring, training, development, performance management) through utilization of data analytics, predictive modeling, and other tools to glean insights and action points. Sets strategic direction for learning and organizational development that focuses on developing strong leaders, a pathway and tools for staff development, and an overall high‑performing workforce. Works with the executive leadership team to establish a sound plan of management succession that corresponds to organizational strategy and objectives. Champions a culture that is engaged, high‑performing, accountable, and inclusive and supports a great employee experience and employee retention. Provides strategic oversight for compensation, benefits, and payroll ensuring total rewards programs are competitive, equitable, fiscally responsible, and aligned with organizational goals. Guides the development of compensation philosophy, benefits strategy, and pay practices that support talent attraction, retention, and internal equity. Evaluates and manages organizational people‑related risks with a balanced, business‑minded approach, ensuring decisions support compliance orientation and operational agility and long‑term organizational health. Attends community and industry meetings and conferences; networks with like organizations and individuals, gaining and maintaining industry relationships. What you'll need Strong interpersonal and enterprise-wide communications focused on explaining the why, setting proper expectations and building trust and respect. Exceptional planning and execution capabilities, with the ability to carry out short and long‑term plans to completion. Strong analytical capabilities, with the ability to understand and assess data, validating accuracy and driving data‑driven business decisions based upon data. Ethical decision‑making capabilities, using objectivity to fairly evaluate the different aspects of a situation. Sound understanding of people, with the ability to understand others’ interests, strengths, and weaknesses, and needs; utilizing this understanding to support individual growth and development. Skilled in the ability to influence, motivate, lead, and inspire team members to carry out their responsibilities. Critical thinking skills, with the ability to understand and identify the critical components of a situation and respond with urgency; utilizing good decision‑making capabilities even when pressure is high. Strong ability to maintain confidence with emerging HR and technology trends. Relevant qualifications Bachelor’s degree in Human Resources, Business Management, or other relevant education. 15 years of professional generalist HR experience to include employee relations, staffing, training, benefits, compensation, and/or another discipline within HR. Previous experience as the head of HR or significant experience as the successor or right hand of the head of HR. Preferred education and experience Master’s degree SHRM‑CP, SHRM‑SCP, PHR, or SPHR Certification Hands‑on experience with Workday Experience in higher education or the non‑profit space Benefits Hybrid work schedule. We work from home two days a week! Comprehensive benefits package, including medical, dental, and vision insurance 401(k) plan with matching employer contribution 22 days of vacation time 11 holidays, including your birthday Parental leave Significant tuition reductions Professional development is highly valued at ASU Enterprise Partners, where employees are encouraged to look across the organization and nurture new areas of interest $30 bi‑weekly cell phone reimbursement ASU Enterprise Partners is an Equal Opportunity Employer #J-18808-Ljbffr ASU Enterprise Partners