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Chief People Officer

Atlanta, GA, USA |

  • Industry:
    Non-Profit / Social Enterprise
  • Position Type:
  • Functions:
    General Management
    Human Resources
  • Experience:
    10-12 years
Job Description:
51 people have viewed this job

The Chief People Officer (CPO) role presents an outstanding opportunity for a highly driven and engaged individual to play a crucial lead in aiding the complex transformation of one of the world’s largest and most respected humanitarian non-profits.The CPO will manage all human capital work across the organization and will be a member of the executive leadership team. We seek a candidate who can think globally, builds strong teams, is a problem-solver, solutions-focused and collaborative. The candidate must also be a systems thinker, who can help senior management handle the array of issues that might arise.

The CPO provides human capital leadership to align the organization’s strategic priorities with the necessary people capabilities to deliver on the organizations mission, business objectives, and desired culture. As a trusted advisor and coach to the CEO, COO, and executive leadership team, the CPO is responsible for optimizing all people-centered activities and will often lead significant change initiatives that impact organizational growth, strategy implementation, and cultural transformation. Specifically, this role will be responsible for the success of all areas within HR, including talent management and acquisition; training and development; compensation, benefits, diversity and inclusion, and organizational development. The successful candidate will also be a doer, capable of rolling up his/her sleeves to execute solutions.


Executive Human Resources Key Accountabilities:

Build and lead the organization’s global HR function;

Gain an understanding of the organization and participate fully in all strategic deliberations. Act as a strategic partner to all members of the Global Management Team (GMT), especially the COO and CEO, and provide insightful, innovative thinking and problem solving on critical HR issues;

As an active member if the Crisis Management Team, provide sound guidance and direction in settings of protracted or chronic crisis and acute humanitarian emergencies;

Help to communicate and uphold the organization’s values and ensure that they come through in all key initiatives and people-oriented decisions;

Drive large-scale change management and organizational restructuring.

Partner with leaders to advance our vision and deliver the Total Rewards strategy.        

Partner with the Board to ensure that all Talent needs are met.

​​Organizational Design and Talent Management Accountabilities:

Build talent and capability across all functions and levels within the organization;

Lead talent development and retention initiatives across the organization;

Lead succession planning initiatives across the organization;

Develop KPIs to drive organizational performance;

Create and use data to drive decision making;

Coach and mentor fellow colleagues/managers and develop leadership bench strength capable of addressing the challenges of a highly dynamic organization;

Design and execution of employee incentives and benefit offering;

Continuous evaluation of executive and other incentive compensation programs;

Design and cost management of Health & Welfare programs;

Communication of all Total Rewards messaging.

Key Skills and Abilities:

Experience of driving transformation in a complex organization;

Ability to influence and persuade at all levels within an organization, including outside of direct reporting lines;

Strong business focus and acumen;

Vision and ability to integrate and leverage the various parts of the organization; building capability for the future, rationalizing and consolidating as necessary;

A strong customer focus and understanding of how to deliver and communicate new value proposition;

Ability to operate strategically while simultaneously leading, coaching and executing at a local and international level;

Proven track record of building strong relationships with stakeholders at all level.


Bachelor’s degree required;

Minimum of 10+ years of experience in human resources management, benefits management, business unit management, financial or other data analysis related to HR programs;

Strong leadership skills with the ability to develop, manage and inspire others;

Proven ability and tolerance to problem solve and lead in stressful crisis and emergency situations and environments;

Excellent verbal and written communication skills; ability to communicate with a wide variety of audiences;

Strong ability to analyze and interpret complex data and arrive at sound business decisions;

Ability to maintain strict confidentiality of sensitive information;

HR experience with a proven track record of successful management of HR Teams, roles and responsibilities;

Customer focus, action and results oriented, ethics and values, integrity and trust, teamwork, leadership, negotiation and communication.

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