Chief People Officer

Website Confidential Executive Search

Amplify has been engaged on a retained search to help a high-growth company secure a seasoned and progressive Chief People Officer to lead their People Team.

The Chief People Officer will be a seasoned business executive who attracts talented people and ensures they have the freedom, support, and responsibility to do extraordinary things. Reporting to the COO, you’ll be responsible for all parts of people management from strategy to execution. This is a chance to have a defining influence on an early stage company that is young enough to be open to real change, but large enough to scale.  The company has grown to over 300 people over the past seven years and need someone who can help them build from there. The CPO is an integral member of their executive leadership team. S/he will focus on ensuring they have the systems, tools, controls, and operational rhythms to optimize business impact and individual growth of everyone at the company. This position will include responsibility for ensuring that day-to-day tactical operations are running smoothly while long-term strategic goals are being tracked and met. One of our first order strategic goals is to make the company an amazing, diverse place to work for talented and entrepreneurial people.

Key Responsibilities

  • Establish and execute the short and long-term people goals that align and support their strategic business plan.

  • Lead, motivate, and inspire a progressive people team; creating an environment where they can thrive individually and collectively.

  • Develop and manage a long-term talent management vision that develops their talent and creates an environment for impact, career development, and progression.

  • Lead change initiatives that enhance productivity, drive employee engagement, reduce cost, and improve organizational effectiveness.

  • Ensure they have the process, tools, and approach necessary to build an inclusive organization.

  • Expand and enhance talent acquisition capabilities to attract top talent and drive improved retention.

  • Champion company culture and ensure values are communicated and understood at all levels.

  • Coach and develop Executives and other leaders through relationships and influence.

  • Develop a strong employment brand to build a reputation for high-performing talent and growth possibilities.

  • Ensure the organizational design and rewards structure reflects a dynamic business environment and motivates the behaviors, performance and values needed to drive their company growth.

  • Develop long-term vision, based on internal and external dependencies, while leading your team in the tactical execution to bring that vision to life.

  • Work with peer members of the management team to provide weekly, monthly, and quarterly key performance indicator (KPI) reporting for human resources. Support the publication of these KPIs on a monthly basis.

  • Act as a key advisor on M&A activities.

Ideal Experience & Qualifications

  • Operations Experience – Portfolio demonstrating at least 10 years of operating experience. The ideal candidate will have (i) experience in companies that have a mix of service and software solutions and (ii) a strong business acumen including a deep understanding of business operations and financial metrics.

  • Organized and Disciplined – They seek to work with people that can execute activities on their own, over a long period of time without a large amount of management oversight. An individual that will succeed in this environment should have a desire to grow in the system over several years and seek to build towards big goals over a long period of time. If your time horizon is six months, they are probably not a good match for you.

  • Multiple Location Experience – They are a growing company with teams in six offices across the United States and looking for someone with experience managing a distributed organization.

  • High-Growth Experience – You should have experience working in a high growth environment that requires specialized technical hires to be successful.

  • Data-Driven – Ability to analyze and articulate the impact of specific investments on employee engagement, onboarding time, employee efficacy, and other relevant performance indicators

  • Performance-Driven – Experience developing frameworks for accountability and performance management at the executive level

  • Variable Compensation – Experience in developing incentive compensation plans for technology, sales, marketing, and executive teams

About You

  • You’re a businessperson who works in HR. You leverage your strong business acumen to fully comprehend the corporate strategy and provide effective partnership to develop talent strategies that ensure its implementation. You leverage this expertise to think strategically and translate high-level business objectives into actionable talent initiatives.

  • You have the general management capabilities to effectively assess the business environment coupled with a high degree of emotional intelligence to gain the trust and commitment necessary for transformative change.

  • You’ve successfully managed the people side of mergers & acquisitions.

  • You’ll ideally have experience working and interfacing with the board and the Executive Committee.

  • You’ve been “in the trenches” of a variety of HR including a mix of recruiting, leadership development, employee relations, training, benefits, HRIS, and compensation.

  • You’re confident and humble, able and willing to roll up your sleeves when needed. You leverage this disposition, and your grasp of the business and market trends, to help you earn trust and influence decision-making at this highest level.

Key Year One Success Measures & Accomplishments

  • The majority of employees at the company feel they have an excellent manager.

  • You’ve earned the trust of your HR team, leadership team, and staff through your understanding of HR practices, curiosity and fluency and progressive people practices, and empathetic leadership style.

  • Gained a strong understanding of their business model, client offerings, operational processes, and organizational culture.

  • Helped them continue to steer our culture towards a more balanced approach where professional and personal lives can thrive.

  • Elevated their reputation, and employer brand, as an employer of choice where talent can be developed and grow.

  • Used relevant people data and analytics to advise and inform the decisions you make and the outcomes you drive for the business.

  • Mastered the art of integrating organizational rigor and process that allows them to scale, while not over-engineering adversely impact their ability to be nimble and agile.

Year One Challenges You Will Face

  • Gaining credibility while learning the business and developing new relationships within a very fast-paced organization.

  • Identifying ways to support leadership development and growth for young homegrown leaders.

  • Developing a strong employer brand with limited resources.

  • Introducing and implementing an enterprise-wide employee engagement program that encompasses their values and reinforces their culture.

  • Effectively managing remote teams while building deeper HR infrastructure and collaboration.

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