Chief People Officer

Chief People Officer

This role sits at the intersection of talent strategy and business transformation — where your decisions directly impact the firm's ability to attract world-class talent, retain top performers, and build the leadership bench required for sustained growth and market leadership.

You will partner with an engaged, forward-thinking executive team that views People as a competitive advantage, not an afterthought. If you thrive at building scalable talent systems, transforming organizational culture, celebrating and recognizing team member contributions, and developing leaders who drive real business results, this is your opportunity to make an outsized impact on a firm with the resources, commitment, and ambition to do this work at scale.

This leader will oversee talent acquisition, talent development, performance management, compensation, HR business partnerships, and people operations while partnering closely with business leaders to strengthen organizational effectiveness and advance a high-performance, people-centered culture. Leading a team of approximately 40 People professionals, the CPO will build scalable programs, processes, and systems that support sustainable growth and exceptional business results.

Key Responsibilities:

• Evolve People Team Operating Model and Structure
• Lead Talent Acquisition Strategy and Scalable Recruiting Systems
• Champion High Performance Culture
• Lead Compensation Strategy and Pay Equity
• Partner with Senior Leadership and Enterprise Stakeholders
• Lead Culture, Engagement, and Team Member Experience
• Define and Build People Analytics Strategy

Required Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; Master's degree (MBA, HR, Organizational Development, or related) preferred.
• 15+ years of progressive human resources and talent leadership experience; C-suite People leadership experience (CHRO, VP People, Chief Talent Officer) strongly preferred.
• At least 5 years in a senior or executive People role, ideally within engineering/architecture or other relevant professional services industries.
• Experience in architecture/engineering, professional services, management consulting, or another complex, project-based business environment where talent quality, client service, and scalable growth are critical to success.
• Demonstrated experience leading enterprise-wide talent strategy for organizations of 1,000+ employees in multi-location, decentralized settings with aggressive growth targets.
• Proven ability to build and lead high-performing HR functions spanning talent acquisition, HR business partnerships, compensation, talent development, and people operations.
• Strong track record in enterprise talent acquisition, including executive recruitment, early-talent/leadership development programs, and pipeline building at scale.
• Deep expertise in strategic workforce planning, organizational design, and role architecture — the ability to connect business strategy to organizational structure and staffing decisions.
• Experience driving high-performance management culture through performance systems, talent calibration, pay-for-performance frameworks, and accountability.
• Strong business acumen — ability to read P&Ls, understand market dynamics and competitive positioning, and translate business strategy into People priorities.
• Excellent communicator who can influence across levels and functions without direct authority in a matrixed organization; skilled at building alignment among diverse stakeholders.
• Proficiency with HRIS platforms and data analytics — ability to use data to drive decision-making and improve People processes; experience with HR technology implementation.
• Skilled in change management and organizational transformation — guiding leaders and teams through significant structural or cultural shifts.
• Collaborative leadership style with the resilience and political savvy to navigate complex, partnership-driven cultures; able to balance urgent operational needs with strategic long-term initiatives.

Location/Travel:

• This is an on-site position based out of our St. Louis, MO Head Office. Candidates must be local or willing to relocate.
• Requires travel up to 25–30% to regional offices, client sites, and enterprise locations.

Barry-Wehmiller is an equal opportunity employer. M/F/D/V This organization uses E-Verify.Applicants may be subject to pre-employment screening which may include drug screening, reference checks, employment verifications, background screening and/or skills assessments.