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Chief People Officer
Chief People OfficerPeopleOps Jobs • Washington, DC, United States
Chief People Officer

Chief People Officer

PeopleOps Jobs • Washington, DC, United States
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This range is provided by PeopleOps Jobs. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

Base pay range

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

About PeopleOps Jobs

We started PeopleOps Jobs (https : / / peopleopsjobs.io) to help companies that care about HR find the right people in the HR and People Operations world.

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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