Chief People Officer

About the position:

The position involves leading and executing the company's people strategy, ensuring alignment with business objectives and organizational goals. The role requires providing visionary leadership for the HR department, fostering an inclusive, innovative, and high-performance culture. The individual will act as a strategic partner to the CEO and executive team on all people-related matters, including organizational design, succession planning, and culture. Building and maintaining strong relationships with internal stakeholders is essential to ensure alignment between people and business strategy.

Responsibilities

Lead and execute the company's people strategy, aligned with business objectives and organizational goals.

Provide visionary leadership for the HR department, creating an inclusive, innovative, and high-performance culture.

Act as a strategic partner to the CEO and executive team on all people-related matters, including organizational design, succession planning, and culture.

Build and maintain strong relationships with internal stakeholders to ensure alignment between people and business strategy.

Lead the workforce development function to identify and address skill gaps and create initiatives that foster continuous learning and growth for all employees.

Design and implement learning and development programs that support business priorities and enhance employee capabilities, performance, and engagement.

Collaborate with department heads to forecast talent needs and ensure strategic talent development initiatives are in place to meet those needs.

Drive succession planning efforts to ensure there is a strong pipeline of leaders and talent for the organization's future growth.

Oversee the recruitment and retention strategies, ensuring the company attracts top-tier talent while fostering a diverse and inclusive workplace.

Lead performance management, including setting clear expectations, conducting regular feedback sessions, and ensuring alignment with business goals.

Develop and implement leadership development programs to ensure the long-term growth of current and future leaders.

Champion employee engagement and well-being, continuously improving organizational culture and creating a workplace where employees can thrive.

Utilize data-driven insights to measure and report on the effectiveness of talent management and workforce development programs.

Regularly assess employee performance, engagement, and development to ensure programs are having a positive impact on both individual and organizational success.

Implement HR technology and systems to streamline workforce planning and development processes, ensuring accuracy and efficiency.

Ensure all people operations and workforce development programs comply with applicable labor laws, regulations, and internal policies.

Stay current with industry best practices, emerging trends in HR and workforce development, and innovative strategies for talent management and learning.

Requirements

Proven experience (10+ years) in human resources, talent management, and workforce development, with at least 5 years in an executive leadership role.

Strong understanding of organizational development, talent management, and workforce planning principles.

A track record of successfully driving strategic people initiatives, creating culture transformation, and fostering a diverse and inclusive environment.

Experience in developing and leading large-scale learning and development initiatives.

Excellent interpersonal and communication skills with the ability to influence and inspire at all levels of the organization.

Analytical mindset with the ability to use data to drive decisions and measure success.

Experience working with senior leadership teams and providing strategic guidance on people-related matters.

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field (Master's degree preferred).

HR certifications (e.g., SHRM-SCP, SPHR) are highly desirable.

Job Keywords

Hard Skills

Culture Transformation

Employee Engagement

Human Resource Management

Succession Planning

Workforce Development