Chief People Officer

Heirs Technologies; United States; On-site; USD 250,000 - 450,000; Full time

Job summary

Heirs Technologies Ltd. is seeking a Chief People Officer (CPO) to define and drive the People & Culture strategy, partnering with executives to enable Execution Excellence and Enterprise Scale.

The role leads talent strategy, performance management, leadership development, and culture transformation across the organization. The CPO will own workforce planning, employee experience, and rewards, while embedding VOICED values and the 3Es.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Master’s degree or MBA preferred.
• Minimum of 15 years’ experience in HR/People leadership roles, with 5–8 years at executive level.
• Strong experience in technology, consulting, or fast-scaling organizations.
• Proven track record in organizational transformation and culture change.
• Strategic thinking and business acumen.
• Leadership and executive presence.
• Data-driven decision making.
• HR analytics and workforce metrics.

Responsibilities

• Define and drive People & Culture strategy aligned to growth objectives.
• Lead organizational design and workforce planning for squad-based operating model.
• Oversee Performance Management Framework and executive reviews.
• Build leadership pipeline and succession planning across levels.
• Drive employee experience programs and EVP initiatives.
• Design competitive compensation and benefits frameworks.
• Oversee HR operations, policy governance, and risk management.
• Lead strategic hiring for revenue-driving roles and employer branding.
• Partner with CEO/Board on people-related decisions and metrics.

Skills

People strategy

Organizational design

Performance management

Executive leadership

Talent development

Culture transformation

Leadership coaching

Education

Bachelor's degree in HR

MBA or related master's

Tools

Converge HR

Job description

The Chief People Officer (CPO) is responsible for defining and driving the People & Culture strategy to enable Heirs Technologies’ ambition of Execution Excellence and Enterprise Scale.

The role provides executive leadership across talent strategy, performance management, leadership development, organizational design, culture transformation, and workforce productivity, ensuring the organization has the right talent, structure, and capability to deliver revenue and business outcomes.

As a key member of the Executive Committee, the CPO partners with business leaders to build a high-performance, accountable, and values-driven organization, aligned to HT’s culture of Execution. Excellence. Enterprise.

People Strategy & Organizational Effectiveness

• Develop and execute a People & Culture strategy aligned to the company’s growth and revenue objectives
• Lead organizational design and workforce planning, ensuring alignment to the portfolio and squad-based operating model
• Drive productivity, efficiency, and workforce optimization across all business units

Performance Management & Accountability

• Own and continuously evolve the Performance Management Framework (PMF)
• Drive a culture of outcome-based performance, linking individual KPIs to enterprise revenue and delivery goals
• Lead performance governance, calibration, and executive reviews
• Ensure underperformance is addressed through structured interventions (PIPs, coaching, exits where required)

Leadership & Talent Development

• Build a strong leadership pipeline across all levels (Managers → Executives)
• Drive succession planning and critical role coverage
• Lead enterprise-wide learning and capability development strategy (technical, leadership, and behavioral)
• Embed a coaching culture to strengthen leadership effectiveness and decisionmaking

Culture & Employee Experience

• Champion and embed HT’s culture anchored on VOICED values and the 3Es (Doers, Star Performers, Leaders)
• Drive initiatives that strengthen engagement, accountability, and ownership mindset
• Lead employee experience programs, including EVP, wellness, recognition, and workplace initiatives
• Ensure alignment between culture, performance, and business outcomes

Rewards, Compensation & Benefits

• Design and implement competitive compensation and benefits frameworks aligned with market benchmarks
• Oversee salary structure, incentives, and reward systems tied to performance outcomes
• Drive cost optimization while maintaining talent competitiveness

HR Operations & Governance

• Oversee end-to-end HR operations (recruitment, onboarding, payroll, employee relations, exits)
• Ensure strong policy governance, compliance, and risk management
• Leverage HR technology (e.g., Converge) to drive efficiency, data visibility, and automation

Talent Acquisition & Workforce Planning

• Lead strategic hiring for critical and revenue-driving roles
• Ensure a strong talent pipeline across key capability areas (Engineering, Cloud, Data, Cybersecurity, Commercial, etc.)
• Drive employer branding to position HT as a top talent destination

Executive Partnership & Board Engagement

• Act as a trusted advisor to the CEO and EXCO on people-related decisions and risks
• Present HR insights and metrics to the Board, including performance distribution, attrition, succession, and capability readiness
• Drive alignment between people strategy and business strategy

Bachelor’s degree in Human Resources, Business Administration, or related field

Master’s degree or MBA preferred

Minimum of 15 years’ experience in HR/People leadership roles, with at least 5–8 years at executive level

Strong experience in technology, consulting, or fast-scaling organizations

Proven track record in organizational transformation and culture change

Strategic thinking and business acumen

Leadership and executive presence

Performance and results orientation

Organizational design and change management

Stakeholder management and influence

Data-driven decision making

Strong understanding of HR analytics and workforce metrics

Leadership Expectations (HT Framework)

• Value-Driven — Upholds integrity and enterprise values
• Outcome-Focused — Delivers measurable business results
• Innovative — Drives transformation and new ways of working
• Collaborative — Builds strong cross-functional partnerships
• Empathetic — Balances performance with people focus
• Disciplined — Ensures execution rigor and accountability
• Workforce productivity and revenue per employee
• Performance rating distribution and high performer retention
• Leadership pipeline strength and succession coverage
• Employee engagement and culture metrics
• Time-to-fill and quality of hire for critical roles
• Attrition (regrettable vs non-regrettable)
• Execution of People & Culture strategic initiatives