Chief People and Human Capital Officer

Job Description

Job Description

Chief People and Human Capital Officer Enterprise Executive Leadership Role

Location: Denver, Colorado (on-site / multi-state oversight). Soon to be Castle Rock, Colorado.

Department: Executive Leadership

Reports To: Owner, CEO and President

FLSA Classification: Exempt - Executive

Work Authorization: Must be authorized to work in the United States

About the Organization

This executive role supports a multi-entity enterprise that includes a nationally expanding fast-luxe hospitality and franchise brand, an ultra-luxury residential design-build firm, and a private estate services platform serving high-net-worth clientele. The organization operates under an integrated holding structure and is entering a period of significant multi-state growth.

Position Summary

The Chief People and Human Capital Officer (CPHCO) is a C-Suite executive responsible for enterprise-wide workforce strategy, culture architecture, compliance governance, compensation strategy, organizational design, and scalable human capital infrastructure.

This role integrates progressive culture leadership with disciplined HR governance to support hospitality, franchise, construction, and development operations. The CPHCO serves as a strategic advisor to the Owner and executive leadership team on talent, workforce risk, and long-term organizational scalability.

Essential Duties and Responsibilities Enterprise Strategy and Governance

• Develop and implement a 35 year human capital strategy aligned with company growth objectives.
• Design scalable HR infrastructure to support national franchise and projectbased construction operations.
• Advise leadership on workforce planning, succession planning, and executive compensation models.
• Lead organizational design initiatives across all entities.
• Present workforce strategy updates to executive leadership and advisors.

Compliance and Risk Management

Ensure compliance with:
• State wage and hour laws, including CO Equal Pay for Equal Work Act.
• Federal Fair Labor Standards Act (FLSA).
• EEO, ADA, FMLA, OSHA, and related federal regulations.
• Local employment laws/requirements.
• Multistate employment law as expansion occurs.
Additional responsibilities:
• Oversee wage classification audits.
• Manage internal HR compliance programs and policy development.
• Coordinate with legal counsel on employment matters.
• Oversee workplace investigations and resolution procedures.
• Maintain enterprise risk mitigation related to workforce operations.
Compensation and Benefits Strategy
• Develop equitable and compliant compensation structures.
• Ensure internal pay equity and transparent salary and governance.
• Oversee executive compensation planning and incentive programs.
• Lead benefits strategy aligned with workforce needs and growth.

Talent Acquisition and Workforce Planning

• Design enterprise recruiting strategy and leadership hiring roadmap.
• Build scalable talent acquisition infrastructure.
• Develop leadership pipelines, onboarding systems, and training academies.
• Implement workforce analytics and performance dashboards.
Culture and Employee Experience
• Architect organizational culture standards across divisions.
• Design engagement, retention, and leadership development programs.
• Align employer brand with enterprise growth strategy.
• Establish performance management systems that drive accountability and service excellence.
Construction Division Workforce Oversight
• Ensure OSHAaligned workforce governance integration.
• Support projectbased labor planning models.
• Coordinate subcontractor workforce compliance practices.
Supervisory Responsibilities This role will oversee:
• HR Directors / HR Business Partners
• Talent Acquisition Leadership
• Compensation and Benefits
• Compliance and Risk Personnel
• HRIS and Workforce Analytics Team Members

Required Qualifications

Education:
• Master's Degree in Human Resources, Business Administration, Organizational Leadership, or related field required.
Certifications:
• SHRMSCP or SPHR required.
Experience:
• Minimum 12 years of progressive HR experience.
• Minimum 5 years in executivelevel HR leadership.
• Multistate workforce experience required.
• Experience in restaurant, hospitality, franchise systems, construction, or development required.
• Demonstrated experience leading HR through highgrowth scaling environments.
Knowledge, Skills and Abilities
• Advanced knowledge of Colorado employment law.
• Expertise in compensation strategy and pay equity compliance.
• Strong understanding of FLSA classifications.
• Experience implementing and managing multiple HRIS and payroll platforms.
• Ability to lead complex organizational change.
• Strong executive presence and boardlevel communication capability.
• High discretion and confidentiality standards.
Work Environment

On-site executive role based in Denver, CO, transitioning to Castle Rock, CO.

• Travel may be required (25%50%) to support multistate growth.
• Work environments include corporate offices, retail operations, and construction sites.
Physical Requirements
• Ability to sit or stand for extended periods.
• Ability to lead trainings, orientations, and onboarding sessions.
• Ability to travel domestically and internationally via air or ground transportation.
• Ability to visit operational and construction sites to verify compliance with safety standards.
Compensation (Colorado-Compliant Disclosure)

In accordance with the Colorado Equal Pay for Equal Work Act:

Base Salary Range:

$225,000 - $375,000 annually

Compensation is determined by experience, education, certifications, and demonstrated executive-level performance.

Additional Compensation May Include:
• Performancebased salary increases and incentive opportunities
• Comprehensive benefits package
Benefits
• Medical, dental, and vision insurance
• 401(k) with company match
• Paid Time Off
• Paid holidays
• Professional development sponsorship and continuing education support
Equal Employment Opportunity Statement

We are an Equal Opportunity Employer and comply with all applicable federal, state, and local employment laws. We are committed to providing a workplace free from discrimination and harassment and do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, veteran status, or any other protected characteristic under applicable law.

Application Process Qualified candidates may submit:
• Resume
• Executive leadership summary
• Cover letter outlining human capital scaling experience

This posting will remain open until 9/1/2026 and will be extended if necessary.