Chief People Officer

About This Role

This executive role leads the entire People function across the Americas, covering talent acquisition, total rewards, culture, organizational design, compliance, and M&A integration. Reporting to the COO, this leader acts as a strategic partner to the Executive Leadership Team and is key to driving business transformation. It is a builder's role for someone effective at both senior leadership and operational details, capable of architecting long-range people strategy one moment and executing processes or resolving complex employee matters the next.

Responsibilities

• Define and drive the company-wide People Operations strategy, workforce plan, and organizational effectiveness agenda to directly support business growth and transformation
• Serve as a thought partner and trusted advisor to the CEO, COO, and broader Executive Leadership Team on all matters of talent, culture, organizational design, and change
• Partner with Finance on workforce planning and headcount strategy, ensuring alignment with investment thesis and expense targets
• Lead the people workstream across M&A diligence and post-close integration, including cultural assessment, organizational design, retention, harmonization of programs, and change management
• Establish a meaningful HR metrics and analytics framework, delivering insights that enable data-informed decisions at every level of leadership
• Lead and develop the People Operations team, including People Business Partners, Generalists, and functional specialists across Talent Acquisition, Benefits, and HRIS
• Partner closely with Payroll within Accounting to ensure accuracy and timeliness
• Build and refine the People Operations Team Charter, goals, and operating cadence; manage resource allocation, budget, milestones, and risk
• Establish, document, and continuously improve standard operating procedures across every People Operations function with clear ownership and accountability
• Own People Operations compliance across all employment laws and regulations, including required regulatory and compliance reporting, in partnership with internal and external legal counsel
• Oversee Total Rewards, including compensation philosophy, structure, and administration
• Lead the Benefits strategy and programs to ensure offerings are competitive, cost-effective, and aligned with business goals
• Operationalize company culture through systems, rituals, and feedback loops, elevating employee engagement, recognition, and connection across a distributed workforce
• Coach and counsel leaders on talent management, performance, organizational design, and complex employee relations matters
• Champion an inclusive environment where every employee feels welcomed, valued, and equipped to do the best work of their career
• Partner with leaders to design teams and roles that scale with the business, with a clear point of view on capability gaps and succession