Chief People Officer

PROJECT HOPE; Washington (District of Columbia); Hybrid; USD 210,000 - 240,000; Full time

Job summary

PROJECT HOPE, a leading international NGO, seeks a Chief People Officer to shape and execute global human capital and culture strategy. You will oversee HR, drive talent acquisition and retention, and ensure compliance with labor laws while aligning HR initiatives with organizational growth and mission.

The role requires a visionary leader capable of integrating global HR with business objectives, fostering inclusion, and driving data-informed workforce strategies across geographies.

Qualifications

• 15+ years of progressive HR leadership experience, with senior/executive roles.
• Global HR operations, talent management, and culture transformation expertise.
• Experience in international NGOs is highly desirable.

Responsibilities

• Develop global people strategy aligned with Project HOPE’s mission and growth objectives.
• Oversee talent acquisition, development, and retention globally.
• Drive HR compliance, data analytics, and digital capabilities for a modern workforce.
• Lead organizational design and leadership development initiatives.

Skills

Global HR leadership

Strategic decision-making

Change management

HR analytics

Education

Bachelor's degree in HR / related field

Master's degree preferred

Tools

Applicant tracking systems

Employee engagement platforms

Job description

Chief People Officer,HR

Location: District of Columbia
United States

Chief People Officer

Location: Washington, DC (Hybrid) strongly preferred

Project HOPE is an international NGO of more than 1,000 engaged employees and hundreds of volunteers who work in more than 25 countries, responding to the world’s most pressing global health challenges. Throughout our 60-year legacy, Project HOPE has treated millions of patients and provided more than $3 billion worth of medicines to local health care organizations around the world. We have helped build hundreds of health programs from the ground up and respond to humanitarian crises worldwide.

Code of Conduct

It is our shared responsibility and obligation to treat each other with respect, to take affirmative steps to prevent matters involving Sexual Exploitation & Abuse and Trafficking in Persons, and to disclose all potential and actual violations of our Code of Conduct, which may include Conflicts of Interest, Fraud, Corruption, Discrimination or Harassment. Together we can reinforce a culture of respect, integrity, accountability, and transparency.

POSITION SUMMARY:

The Chief People Officer (CPO) is a key leader responsible for shaping and executing Project HOPE’s human capital and organizational culture strategy. As a member of the leadership team, the CPO will oversee global Human Resources (HR), drive talent acquisition and retention, foster an inclusive and high-performance culture, and ensure compliance with labor laws and best practices. This role requires a visionary leader who can align global HR strategies with business objectives to drive organizational success and support Project HOPE's continued growth and expansion.

PRINCIPAL RESPONSIBILITIES:

Strategic Leadership & Organizational Development

• Develop and implement a comprehensive people strategy aligned with Project HOPE’s mission, growth objectives, and strategic priorities.
• Championing a values-driven culture, ensuring HR practices align with Project Hope’s core principles of equity, transparency, and humanitarian ethos.
• Serve as a trusted advisor to the CEO, executive leadership, and Board of Directors on human capital matters.
• Champion a high-performance, mission-driven culture that upholds Project HOPE’s core values.
• Build and maintain an agile, efficient, and effective global workforce.
• Drive organizational design, workforce planning, and leadership development initiatives.
• Lead succession planning to ensure leadership continuity and the development of internal talent pipelines.
• Ensure equitable and inclusive practices across all people functions, and foster a culture of belonging and respect.

Talent Acquisition, Development & Retention

• Oversee global talent acquisition to attract, develop, and retain top-tier professionals.
• Design and implement leadership and career development programs to build a strong internal talent pipeline.
• Implement aperformance-driven culturewithclear metrics, feedback loops, and recognition frameworks.
• Develop seamless onboarding and offboarding strategies to enhance employee transitions.

Employee Engagement & Culture

• Lead initiatives to enhance employee experience, well-being, and engagement.
• Foster a culture of continuous learning, professional growth, and collaboration.
• Address employee concerns with professionalism and proper documentation.
• Oversee internal communication strategies to ensure transparency and connectivity.
• Oversee employee relations strategies across geographies, fostering transparent, respectful, and compliant workplace environments.

HR Compliance & Operational Excellence

• Ensure global compliance with labor laws, ethical employment practices, and HR policies.
• Guide the evolution of HR systems, data analytics, and digital capabilities to support a modern, hybrid, and data-informed workforce strategy.
• Partner with the Legal Department to address employment matters and mitigate risks.
• Stay updated on HR industry trends and best practices, adapting strategies as needed.
• Leverage HR analytics to assess workforce trends, predict attrition risks, and optimize talent strategies globally
• Collaborate with Finance, IT, and the Executive Team on the ERP project to drive operational excellence.

Total Rewards & Compensation:

• Oversee the design and execution of competitive compensation, benefits, and wellness programs.
• Ensure equitable pay structures that align with market trends and organizational values.
• Ensure compliance withIRS Intermediate Sanctions, local labor laws, and NGO sector benchmarks.
• Partner with Finance and the CFO to align compensation and rewards strategy with the budget.

Crisis & Change Management

• Lead HR strategy in humanitarian response contexts, mental health support, ensuring rapid workforce scaling and duty of care for staff in high-risk environments.
• Manage change and transformation initiatives to ensure smooth transitions and organizational resilience.

Learning and Development

• Foster a culture of continuous learning, with a focus on humanitarian leadership and cross-cultural competency.
• Actualization of Learning and Development strategy in line with organizational objectives.

Other duties as assigned.

MINIMUM REQUIREMENTS:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field (Master’s degree preferred).
• 15+ years of progressive HR leadership experience, with at least 7 years in a senior/executive role.
• Proven experience in global HR operations, talent management, and culture transformation.
• Strong expertise in global employment law, compensation structures, and HR best practices.
• Experience in international, mission-driven organizations or NGOs is highly desirable.
• Exceptional leadership, interpersonal, and strategic decision-making skills.
• Proficiency in HR software tools, including employee engagement platforms and applicant tracking systems.
• Ability to manage HR functions in resource-constrained and crisis-prone environments.

PHYSICAL DEMANDS AND WORK ENVIRONMENT:

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Physical demands:

While performing the duties of this job, the employee must be mobile in an office environment and able to use standard office equipment.

Must be able to communicate in verbal and written form and must be able to travel internationally.

Project HOPE employees may be required to travel or work in countries where working conditions are classified as “hardship.”

Work environment:

Typical office environment with exposure to a minimal noise level.

Emergency deployments may be in resource-deprived environments with austere living conditions.

Travel for extended periods may be by air and/or other modes of transportation.

While international travel is not a regular part of every job, programmatic needs may require it intermittently.

Project HOPE employees may be required to travel or work in countries where working conditions are classified as “hardship.”

Salary range $210,000 - $240,000 USD per year based on candidates residing in the US. Compensation for the role is dependent on several factors including a candidate’s location, qualifications, skills, and experience. Project HOPE offers comprehensive benefits as part of the total compensation package including health, dental, vision and life insurance, 403(b), paid leave, and much more. For more information about our benefits please visit our benefits page.

Thank you very much for your interest in Project HOPE