Industry: Enterprise SaaS, AI-Enabled Technology, Cloud Platforms, Digital Workplace, People Operations, and Workforce Transformation
Location: USA Remote
Compensation Package: $389K – $515K
We are a large, enterprise-scale SaaS, AI-enabled technology, cloud platform, digital workplace, people operations, and workforce transformation organization supporting a highly skilled, distributed workforce across the United States. The company operates in a fast-moving technology environment where talent strategy, organizational design, leadership capability, employee experience, workforce planning, culture, performance systems, and people operations directly influence business growth, customer outcomes, innovation speed, and long-term enterprise value.
This is not a traditional HR leadership role focused only on policy administration, employee relations, or transactional people operations. The Chief People Officer will serve as a strategic enterprise executive responsible for aligning people strategy with business strategy. This role will shape how the company attracts, develops, rewards, engages, organizes, and retains talent across a remote-first, technology-driven organization.
The company is continuing to invest in leadership development, workforce planning, executive talent strategy, performance management, employee experience, compensation design, people analytics, organizational effectiveness, manager capability, talent mobility, culture building, and scalable HR systems. As the organization grows, leadership is seeking a Chief People Officer who can bring executive presence, business judgment, operational discipline, and a modern people leadership philosophy to a highly visible enterprise role.
The Chief People Officer will lead the full people agenda across talent acquisition, talent management, organizational design, employee experience, compensation and benefits, learning and development, HR operations, people analytics, culture, performance management, executive development, succession planning, and workforce transformation. This executive will partner closely with the CEO, Board, CFO, COO, CTO, CIO, CRO, Legal, Finance, Product, Engineering, Operations, Marketing, Customer Success, and Executive Leadership to ensure people strategies support business priorities and measurable outcomes.
This role requires a leader who understands how people’s decisions affect the full enterprise. The ideal candidate will know how to build scalable people systems, advise senior leaders, improve organizational effectiveness, strengthen leadership accountability, modernize HR operations, develop high-performing teams, and create a culture where employees understand expectations, feel supported, and contribute to business success.
The selected candidate will help define how the organization scales its workforce while protecting culture, improving leadership quality, strengthening employee trust, and supporting business performance. This includes building stronger people analytics, improving manager enablement, developing succession plans, aligning rewards with performance, guiding workforce transformation, and ensuring the people function operates as a strategic business partner.
This is a high-impact executive opportunity for a people leader who wants to shape organizational strategy, build a modern workforce operating model, support a remote-first culture, and help a large technology company grow with clarity, accountability, inclusion, and long-term talent strength.
• Lead the company’s enterprise people strategy across talent acquisition, talent management, employee experience, organizational design, compensation, benefits, learning, performance, HR operations, people analytics, and culture.
• Partner with the CEO, Board, and executive leadership team to define workforce priorities, leadership expectations, organizational capabilities, talent risks, and long-term people strategy.
• Build and execute a people roadmap that supports business growth, employee engagement, leadership effectiveness, workforce scalability, retention, performance, and operating discipline.
• Lead organizational design efforts to ensure structure, roles, reporting lines, leadership layers, and workforce investments align with company strategy and execution priorities.
• Oversee talent acquisition strategy, including executive hiring, workforce planning, hiring process quality, candidate experience, employer positioning, and recruiting operations.
• Strengthen talent management programs, including succession planning, leadership development, career pathways, performance calibration, internal mobility, and high-potential employee development.
• Lead employee experience strategy across engagement, communication, manager effectiveness, culture initiatives, remote work practices, recognition, employee listening, and retention programs.
• Partner with Finance and Executive Leadership on workforce planning, headcount strategy, labor cost management, compensation planning, incentive design, and long-range people investment.
• Oversee compensation and benefits programs to ensure competitive positioning, internal equity, performance alignment, compliance, and sustainable cost management.
• Build a modern HR operations model with strong service delivery, clear processes, employee support standards, HR systems governance, compliance readiness, and data accuracy.
• Lead people analytics and reporting across attrition, engagement, hiring, performance, compensation, retention, workforce demographics, leadership health, productivity signals, and organizational risk.
• Partner with Legal and Compliance to ensure employment practices, workplace policies, investigations, employee relations, labor compliance, and risk management are handled with care and consistency.
• Advise senior leaders on organizational health, leadership effectiveness, team performance, change management, workforce risk, employee matters, and culture-building priorities.
• Build, mentor, and lead the People organization while creating a culture of trust, accountability, business partnership, employee care, and operational excellence.
• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, Industrial Relations, Labor Relations, Organizational Development, or a related field required.
• MBA, master’s degree, or advanced education in HR, organizational development, business leadership, or workforce strategy strongly preferred.
• Professional certifications such as SHRM-SCP, SPHR, GPHR, CCP, CEBS, Prosci, HRCI, or similar credentials preferred.
• 15+ years of progressive experience in human resources, people operations, talent strategy, organizational development, executive HR leadership, workforce planning, or employee experience.
• 8+ years of senior executive leadership experience managing People, HR, Talent, Employee Experience, Learning, Compensation, HR Operations, or Organizational Effectiveness functions.
• Experience within enterprise SaaS, AI-enabled technology, cloud platforms, fintech, cybersecurity, digital products, consulting, healthcare technology, or large distributed enterprise environments strongly preferred.
• Proven success building enterprise people strategies, scaling HR organizations, advising CEOs and Boards, improving leadership capability, strengthening culture, and supporting business transformation.
• Strong understanding of workforce planning, talent acquisition, executive hiring, compensation strategy, benefits, employee relations, performance management, succession planning, people analytics, and HR compliance.
• Experience leading people programs in remote, hybrid, multi-state, high-growth, transformation-focused, or technology-driven organizations.
• Familiarity with HR systems and people platforms such as Workday, Greenhouse, Lever, BambooHR, ADP, UKG, Lattice, Culture Amp, LinkedIn Talent Solutions, ServiceNow HRSD, Visier, Tableau, Power BI, or similar platforms preferred.
• Strong business and financial acumen with experience managing people budgets, headcount plans, compensation investments, workforce productivity, and labor cost strategy.
• Experience working directly with CEOs, Boards, executive committees, legal teams, finance leaders, managers, employees, and external advisors.
• Excellent executive communication, coaching, conflict resolution, change leadership, organizational diagnosis, and stakeholder management skills.
• Strategic people executive with the ability to connect workforce strategy, leadership quality, culture, operating model design, and business performance.
• Strong executive presence with the confidence to advise the CEO, Board, and senior leadership team on talent risk, organizational health, leadership effectiveness, and workforce strategy.
• Business-minded and commercially aware, with the ability to understand how people decisions affect growth, productivity, profitability, customer outcomes, and enterprise value.
• Operationally disciplined with the ability to build scalable HR processes, improve service delivery, strengthen compliance, and create reliable people systems.
• Employee-centered and leadership-focused, with the ability to balance employee trust, business needs, manager accountability, and organizational performance.
• Data-informed with the ability to use people analytics, engagement insights, attrition trends, hiring data, compensation signals, and performance information to guide decisions.
• Strong change leader who can support transformation, organizational redesign, leadership transitions, new operating models, and culture evolution.
• Collaborative and able to align Finance, Legal, Operations, Product, Engineering, Revenue, Marketing, Customer Success, Technology, and Executive Leadership around shared people priorities.
• Calm and balanced under pressure, especially during employee relations matters, executive transitions, organizational changes, workforce planning decisions, or sensitive leadership issues.
• High integrity and discretion when handling confidential employee information, compensation data, executive matters, workforce plans, investigations, legal issues, and Board-level materials.
The Chief People Officer will provide strategic leadership by ensuring the company’s people strategy supports growth, organizational health, leadership effectiveness, employee engagement, and long-term workforce strength.
This role will help leadership make better decisions about organizational design, workforce planning, talent investment, leadership development, performance management, culture, compensation, employee experience, and change management. The CPO will ensure the people function is not managed as an administrative department, but as a strategic business capability that helps the organization scale responsibly.
Key areas of strategic support may include:
• Enterprise people strategy and workforce roadmap development.
• Board and executive-level people reporting.
• Organizational design and operating model improvement.
• Executive talent strategy and succession planning.
• Leadership development and manager capability building.
• Workforce planning, headcount governance, and labor cost visibility.
• Employee experience, engagement, and retention strategy.
• Performance management and talent calibration.
• Compensation, benefits, and rewards strategy.
• People analytics, workforce insights, and organizational health measurement.
• Talent acquisition strategy and recruiting process excellence.
• Culture development and values-based leadership alignment.
• Change management and workforce transformation support.
• HR operations modernization and people systems optimization.
The Chief People Officer will help ensure the organization has the leadership, talent, culture, systems, and employee experience needed to scale with discipline, trust, and measurable business impact.
• Location: USA Remote.
• Primarily a remote executive leadership environment with regular executive meetings, workforce planning sessions, talent reviews, employee experience updates, people analytics reviews, Board reporting, and cross-functional strategy discussions.
• Flexibility required during executive hiring, organizational changes, employee relations matters, workforce planning cycles, compensation reviews, engagement surveys, Board reporting, or urgent people-related matters.
• Occasional travel may be required for Board meetings, leadership offsites, employee events, executive sessions, company gatherings, HR workshops, or strategic planning meetings.
• Regular collaboration with the CEO, Board, Executive Leadership, HR, Talent Acquisition, Finance, Legal, Operations, Product, Engineering, Revenue, Marketing, Customer Success, Technology, and external advisors.
• Fast-paced enterprise technology environment with high visibility around leadership effectiveness, employee trust, workforce planning, retention, culture, compliance, and organizational performance.
• Role requires handling confidential employee records, compensation plans, executive discussions, workforce strategy, legal matters, investigations, succession plans, and Board-level materials with discretion.
• Executive People Leadership
• Human Resources Strategy
• Talent Management
• Organizational Development
• Workforce Planning
• Employee Experience
• Executive Talent Strategy
• Compensation and Benefits Leadership
• Performance Management
• Leadership Development
• People Analytics
• HR Operations
• Culture and Engagement
• Change Management
• Board People Reporting
Compensation Package: $389K – $515K
The total compensation package may include base salary, an executive performance bonus, people strategy performance incentives, long-term incentives, equity participation, where applicable, and additional executive-level benefits, depending on experience, qualifications, and final role alignment.
Benefits may include:
• Comprehensive medical, dental, and vision coverage.
• Executive performance bonus eligibility.
• People strategy, organizational performance, and talent outcome incentive opportunities.
• Long-term incentive opportunities.
• Equity or ownership-aligned compensation where applicable.
• Retirement savings plan with company contribution.
• Paid time off and company holidays.
• USA remote work flexibility.
• Board-level visibility and enterprise people leadership authority.
• Executive coaching, leadership development, and professional growth support.
• Support for HR leadership, organizational development, people analytics, compensation strategy, workforce planning, and executive education programs.
• Wellness, employee assistance, and work-life support programs.
• Access to modern HRIS, talent acquisition, performance management, engagement, learning, analytics, collaboration, and workforce planning platforms.
This is an opportunity to join a large technology-driven organization where the Chief People Officer will directly shape leadership culture, workforce strategy, employee experience, organizational design, and long-term business performance.
The CPO will have the authority and visibility to build a modern People organization, strengthen leadership capability, improve talent systems, support remote workforce excellence, guide organizational transformation, and create a people strategy that supports sustainable growth.
You will work in an environment that values accountability, employee trust, data-driven decisions, responsible leadership, business partnership, and practical innovation. The company is investing in people analytics, leadership development, workforce planning, employee experience, HR operations modernization, and scalable remote-first operating practices.
For a senior people executive who enjoys advising leadership, building strong cultures, developing talent systems, improving employee experience, and turning people strategy into measurable enterprise value, this role offers the scope, influence, and leadership platform to make a major impact.
