Chief People Officer

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Base pay range

$177,000.00/yr - $203,000.00/yr

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About the role

The position is at an international nonprofit. The Chief People Officer (CPO) is a key leader in developing and implementing Project HOPE's human capital and organizational culture strategy.As a part of the leadership team, the CPO will be responsible for global Human Resources (HR), driving talent acquisition and retention, cultivating an inclusive and high-performance culture, and ensuring compliance with labor laws and best practices.

This position demands a visionary leader capable of aligning global HR strategy with business objectives in order to achieve organizational success and support Project HOPE's continuing development and expansion.

Responsibilities

Strategic Leadership & Organizational Development

• Create and implement a complete personnel strategy that is consistent with Project HOPE's purpose, growth objectives, and strategic priorities.
• Promote a values-driven culture by ensuring HR processes are consistent with Project Hope's fundamental principles of fairness, transparency, and humanitarianism.
• Provide credible human capital advice to the CEO, executive leadership, and Board of Directors.
• Promote a high-performing, mission-driven culture that reflects Project HOPE's basic principles.
• Create and sustain a flexible, efficient, and successful global workforce.
• Initiate organizational design, workforce planning, and leadership development programs.
• Manage succession planning to maintain leadership continuity and the growth of internal talent pipelines.
• Ensure fair and inclusive behaviors across all human tasks, while also cultivating a culture of belonging and respect.

Talent Acquisition, Development & Retention

• Manage worldwide personnel acquisition to attract, develop, and retain outstanding individuals.
• Create and implement leadership and career development initiatives to establish a robust internal talent pipeline.
• Create a performance-based culture that includes clear measurements, feedback loops, and recognition systems.
• Create streamlined onboarding and offboarding techniques to improve staff transfers.

Employee Engagement & Culture

• Lead projects to improve the employee experience, well-being, and engagement.
• Create a culture of constant learning, professional development, and cooperation.
• Respond to employee complaints with professionalism and good documentation.
• Oversee internal communication initiatives to promote transparency and connectedness.
• Oversee employee relations initiatives across regions, promoting transparent, courteous, and compliant workplaces.

HR Compliance & Operational Excellence

• Ensure worldwide compliance with labor laws, ethical employment practices, and human resources policies.
• Lead the evolution of HR systems, data analytics, and digital capabilities to support a contemporary, hybrid, and data-driven workforce strategy.
• Collaborate with the Legal Department to resolve employment issues and reduce risks.
• Stay current on HR industry changes and best practices, and adjust strategy as necessary.
• Use HR analytics to evaluate workforce trends, forecast attrition risks, and improve personnel strategy internationally.
• Collaborate with Finance, IT, and the Executive Team on the ERP project to achieve operational excellence.

Total Rewards & Compensation

• Oversee the development and implementation of competitive salary, benefit, and wellness programs.
• Establish equal compensation systems that are consistent with market trends and corporate ideals.
• Maintain compliance with IRS Intermediate Sanctions, local labor laws, and NGO sector benchmarks.
• Work with Finance and the CFO to match the salary and incentives plan with the budget.

Crisis & Change Management

• Lead HR strategy in humanitarian response scenarios, including mental health support, quick workforce scaling, and duty of care for employees in high-risk situations.
• Manage change and transformation projects to guarantee a seamless transition and organizational resilience.

Learning and Development

• Encourage a culture of lifelong learning, with an emphasis on humanitarian leadership and cross-cultural proficiency.
• Implementation of a Learning and Development plan in accordance with corporate objectives.
• Other responsibilities as assigned.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a similar discipline (master's degree desirable).
• 15+ years of progressive HR leadership experience, including at least 7 years in senior/executive positions.
• Proven background in global HR operations, talent management, and culture development.
• Strong understanding of global employment legislation, remuneration structures, and HR best practices.
• Experience with multinational, mission-driven organizations or NGOs is highly appreciated.
• Excellent leadership, interpersonal, and strategic decision-making abilities.
• Proficiency with HR software tools, such as employee engagement platforms and application tracking systems.
• Capability to handle HR operations under resource-constrained and crisis-prone settings.

Pay: $177k to $203k annually.

Seniority level

• Seniority level

  Executive

Employment type

• Employment type

  Full-time

Job function

• Job function

  Human Resources

• Industries

  Technology, Information and Internet

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