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Chief People Officer

N/a, USA | Leading Information Technologies Company

  • Industry:
    Information Technologies
  • Position Type:
    Full-Time
  • Functions:
    Human Resources
  • Experience:
Job Description:
103 people have viewed this job

This is a remote position based anywhere in the United States.

The Leading Information Technologies Company team has grown quickly, and plans to continue grow while maintaining our culture and remote working, embracing development, and building scalable people-oriented policies. The Chief People Officer is a strategic leader and consultant that oversees People Operations, Recruiting, and Learning & Development functions. In this role you'll be empowered to grow teams, making data driven decisions, and delivering transparent and people first programs.

Responsibilities

Provide strategy and oversight of the administration of compensation, benefits, HRIS system

Work to refine and improve our global compensation frameworks including the Global Compensation Calculator

Advise the executive team on relevant compliance and employment law and introduce best practices to protect the organization

Develop and implement effective training programs for Leading Information Technologies Company employees and community

Harness the existing culture and values when building out internal people related policies while devising new ways to reinforce and improve upon the culture

Manage talent initiatives from recruiting and onboarding to employee retention and offboarding

Identify and measure organizational KPIs and OKRs for all of People Operations

Implement global program for evaluating performance and providing feedback

Advise company on all legal issues related to employment

Evaluate and manage all third party People Ops vendors and partners

Manage and grow a people operations team

Report directly to the CEO

Requirements

People Operations Experience

5+ years experience in a People Operations executive positions or a HR executive position with at least 3 levels reporting to you (directors, managers, and IC).

Deep understanding and competence around US employment law and best practices, experience with international employment law is preferred.

Lead a complex organization.

Improve the effectiveness of the executive team.

Dealt with complex employer relation issues.

Deep understanding of recruiting tactics, metrics, and capacity planning.

Helped develop career paths, promotion reviews and compensation cycles.

Familiar with the issues that public companies face.

Leadership at Leading Information Technologies Company

Scaling

Able to plan ahead for future hires and hire according to plan.

Growth experience, worked at organizations that more than doubled year of year in number of people.

Values

Share our values, and work in accordance with those values, and an ambassador of our values externally.

Help reinforce our values internally.

Dogfooding Willingness to work with git and Leading Information Technologies Company, using Leading Information Technologies Company workflows within the People Ops team.

Collaboration Respond to company criticism quickly, effectively, and visibly.

Results Do what we promised to each other, customers, users, and investors.

Efficiency Concise in written and spoken communication.

Diversity Increase the diversity and inclusion at Leading Information Technologies Company.

Iteration quickly ship after defining an issue.

Transparency Commitment to making People Operations as open and transparent as possible.

All-remote

An ambassador for the employer brand of their organization.

Enthusiasm for and broad experience with quickly learning new software tools.

Become known as the company for all remote and other adopt it.

Find ways to hire people in as many locations around the world.

International HR or People Ops experience.

Efficient result based training programs that also train non-team-members.

You help reinforce our communication guidelines.

Open to doing things differently that at former engagements.

Analytical

Able to select the right metrics to focus on.

Experience with how to efficiently collect metrics.

Make data informed business cases and tradeoffs for decisions.

Able to articulate and quantify a compensation philosophy logic.

Able to achieve company wide consistency in bonuses, promotions, raises, refreshes, leadership development.

Able to measure the effectiveness of interviewers and the caliber of new hires.

Analytical and methodical approach to performance and compensation reviews.

Quantitative approach to identifying high-potentials and underperformance.

Table Stakes

Excellent written and verbal communication skills.

Successful completion of a background check.


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