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Chief People Officer Jobs (NOW HIRING)

Buck Jack LLC

Chief People Officer

Colorado Springs, CO · On-site

$100K - $130K/yr

Position Head of People Description Overview of the Shandy Clinic The Shandy Clinic provides multidisciplinary pediatric therapy with a mission to serve children and families, and to help every child ...

Johnson Lambert

Chief People Officer (CPO)

Jacksonville, FL · On-site

$200K - $240K/yr

Johnson Lambert is searching for a Chief People Officer (CPO) to serve as a strategic executive leader. This role aligns human capital initiatives with overall firm growth objectives. The CPO leads a ...

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Chief People Officer information

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$41.5K

$151.2K

$269.5K

How much do chief people officer jobs pay per year?

As of Sep 6, 2026, the average yearly pay for chief people officer in the United States is $151,203.00, according to ZipRecruiter salary data. Most workers in this role earn between $111,500.00 and $185,000.00 per year, depending on experience, location, and employer.

What is a chief people officer?

A Chief People Officer (CPO) is a senior executive responsible for overseeing all aspects of an organization's human resources strategy and operations. This includes talent acquisition, employee development, culture, engagement, and organizational structure. The CPO works closely with other executives to align people strategies with business goals, ensuring a positive workplace culture and compliance with labor laws. They play a key role in shaping company values and driving employee satisfaction and retention.

What are the key skills and qualifications needed to thrive as a chief people officer?

To thrive as a Chief People Officer, you need a strong background in human resources management, organizational development, and employment law, often supported by a relevant degree and senior HR certifications like SHRM-SCP or SPHR. Familiarity with HRIS platforms, talent management systems, and data analytics tools is essential for driving strategy and informed decision-making. Exceptional leadership, emotional intelligence, and change management skills help build trust and foster a positive workplace culture. These competencies are crucial for aligning people strategy with business objectives and ensuring organizational success.

What are some typical challenges a chief people officer faces when scaling company culture across multiple locations?

A Chief People Officer (CPO) often encounters the challenge of maintaining a unified company culture as the organization expands into different regions or countries. This involves aligning diverse teams with core values while being sensitive to local customs and regulatory requirements. CPOs must implement consistent communication strategies, inclusive policies, and leadership development programs to foster cohesion and engagement. Regular feedback loops and collaboration with local HR teams are key to successfully scaling culture across a geographically dispersed workforce.

What is the difference between Chief People Officer vs HR Director?

AspectChief People OfficerHR Director
CredentialsTypically requires extensive HR leadership experience, advanced degrees in HR or Business, and executive certificationsRequires relevant HR experience, often a bachelor's or master's degree in HR or related fields, with professional HR certifications
Work EnvironmentStrategic, company-wide leadership role involved in executive decision-makingOperational role focused on managing HR functions within departments or divisions
Employer & Industry UsageCommon in large corporations across industries, especially in tech, finance, and multinational firmsUsed across various industries, often in mid to large-sized organizations

The Chief People Officer and HR Director both oversee human resources functions, but the CPO holds a strategic, executive-level position responsible for shaping company culture and talent strategy, while the HR Director manages day-to-day HR operations. The CPO typically has broader responsibilities and higher credentials, reflecting their role in organizational leadership.

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Cities with the most Chief People Officer job openings:

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Chief People Officer jobs near you
Infographic showing various Chief People Officer job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 21% Part Time, and 2% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $151,203 per year, or $72.7 per hour.

Chief People Officer (Washington)

PeopleOps Jobs

Washington, DC • On-site

$177K - $203K/yr

Full-time

Re-posted 4 days ago

Job description

1 week ago Be among the first 25 applicants

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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.

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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 levelExecutive
Employment type
  • Employment typeFull-time
Job function
  • Job functionHuman Resources
  • IndustriesTechnology, Information and Internet

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