Chief People Officer (Remote)

7Seventy Recruiting; United States; Remote; USD 260,000 - 280,000; Full time

Benefits offered by this job

Health insurance

Mental health resources

403(b) retirement plan (3% match)

Generous paid time off

Employee Assistance Program (EAP)

Remote work equipment

Job summary

7Seventy Recruiting seeks a Chief People Officer to lead enterprise-wide people strategy, HR operations, and organizational development across a distributed workforce. The role reports to the CEO, shapes workforce planning and leadership development, and partners with legal and international teams to ensure compliant, inclusive people practices in a 24/7 crisis-service environment.

The candidate will drive labor relations with CBAs, manage payroll and total rewards, and build a

Qualifications

• 10–15 years of progressive HR experience with 5+ years in executive leadership.
• Experience leading organizational change and rebuilding HR operations.
• Direct experience in unionized environments and CBAs.
• Experience with distributed remote teams.

Responsibilities

• Define and execute a comprehensive people and culture strategy aligned with multi-year goals.
• Advise the CEO and executives on organizational design, change management, leadership development, and workforce effectiveness.
• Lead transformation initiatives using people analytics and performance metrics to inform decisions.
• Develop scalable HR frameworks and operating practices for distributed teams.

Skills

Executive leadership

People strategy

Organizational development

Change management

Labor relations

Employee engagement

HR operations

Leadership development

DEIB

Remote teams leadership

Job description

Experience: 10–15 years of progressive People/HR experience, including at least 5 years in executive leadership

Core Areas: People Strategy, Human Capital Management, Organizational Development, Change Management, Labor Relations, Employee Engagement, HR Operations, Leadership Development

Compensation: $260,000–$280,000 annually

Travel: Occasional travel as needed

About the Role

The Chief People Officer will provide executive leadership for enterprise-wide people strategy, human capital management, organizational development, and HR operations. Reporting directly to the Chief Executive Officer, this position will develop and execute a scalable people and culture strategy aligned with long-term organizational objectives. Key priorities include workforce planning, organizational transformation, employee engagement, leadership development, and building a high-accountability HR infrastructure for a distributed workforce.

This executive role combines strategic leadership with hands‑on oversight of labor relations, collective bargaining agreements, payroll, total rewards, leave administration, and HR compliance. The position will lead the People team, advise executive leadership on organizational design and change management, and strengthen HR systems supporting employees in high‑stress, 24/7, and shift‑based crisis‑service environments. Success requires data‑informed decision‑making, inclusive people practices, and experience managing organizational change across remote teams.

What You’ll Do

• Define and execute a comprehensive people and culture strategy that aligns workforce planning, organizational development, and HR priorities with multi‑year strategic goals.
• Serve as a trusted strategic advisor to the CEO and executive leadership on organizational design, change management, leadership development, and workforce effectiveness.
• Lead significant organizational transformation initiatives, using people analytics, workforce data, and performance metrics to inform decisions and improve organizational effectiveness.
• Develop scalable HR frameworks and operating practices that strengthen accountability, organizational resilience, and collaboration across distributed teams.

Team Leadership & Employee Engagement

• Direct, mentor, coach, and develop the People team, establishing clear accountability, data‑informed execution, and effective HR leadership practices.
• Design and implement an organization‑wide employee engagement strategy that builds trust, gathers employee feedback, and measures workforce sentiment.
• Integrate diversity, equity, inclusion, and belonging (DEIB) principles into organizational culture, HR systems, operational processes, and every stage of the employee lifecycle.
• Develop an inclusive workplace culture that balances employee support, empathy, professional boundaries, and organizational accountability.
• Partner with executive and People leadership in the organization’s Mexico operations to support cross‑border collaboration, organizational alignment, and cultural integration.

Employee Relations & Leadership Development

• Partner with General Counsel to lead labor relations and manage compliance with collective bargaining agreements covering union‑represented employees.
• Oversee employee relations practices that support consistent policy application, workforce stability, and effective management of labor‑related matters.
• Build comprehensive learning and development programs, including organization‑wide professional development, mentorship initiatives, and leadership training.
• Establish development pathways that strengthen management capabilities and provide targeted support for first‑time managers.

HR Operations & Organizational Infrastructure

• Oversee and strengthen foundational HR operations, including payroll administration, total rewards, employee benefits, and leave administration.
• Rebuild, stabilize, and improve essential HR processes and operational systems where necessary to support a reliable and scalable People function.
• Streamline day‑to‑day HR transactions and administrative workflows while maintaining compliance with internal policies and applicable employment laws.
• Improve HR data integrity, operational efficiency, and the consistency of people‑related processes.
• Manage the People function’s budget, aligning HR technology investments, staffing resources, and headcount decisions with organizational priorities.

Qualifications

Required Experience

• 10–15 years of progressive professional experience in People Operations, Human Resources, or people leadership functions, including at least 5 years in an executive‑level leadership position.
• Demonstrated success leading organizational change, managing strategic transitions, and stabilizing or rebuilding HR departments and operational infrastructure.
• Proven experience balancing executive‑level human capital strategy with direct involvement in strengthening foundational HR operations.
• Direct experience working in unionized environments and managing collective bargaining agreements.
• Successful experience managing organizational culture, collaboration, and performance across fully distributed remote teams.
• Demonstrated ability to lead and engage a highly passionate, mission‑driven workforce while establishing clear management expectations and professional boundaries.

Required Skills

• Strong executive‑level capabilities in people strategy, organizational design, workforce planning, change management, and leadership development.
• Ability to guide complex organizational transformation while strengthening HR infrastructure, management accountability, and operational effectiveness.
• Practical expertise in labor relations, unionized workplace dynamics, and the administration of collective bargaining agreements.
• Ability to develop personnel management frameworks and leadership practices appropriate for high‑stress, 24/7, and shift‑based crisis‑service environments.
• Experience applying workforce analytics, employee feedback, and performance metrics to organizational development and people management decisions.
• Ability to establish and maintain effective employee engagement practices, inclusive organizational systems, and professional development programs.
• Deep understanding of diversity, equity, inclusion, and belonging principles, including their application across HR policies, employee benefits, organizational culture, and the employee lifecycle.
• Strong cultural competency and empathy for the systemic challenges and intersectional experiences of LGBTQ+ individuals and other marginalized communities, including the use of affirming language in HR systems and benefits administration.
• Ability to collaborate with executive leadership, legal counsel, and international People teams on sensitive organizational and workforce matters.

Preferred Qualifications

• Previous experience supporting organizations with 24/7 operations and shift‑based workforces.
• Experience partnering with international entities, particularly Spanish‑speaking teams or operations in Latin America.
• Prior experience navigating progressive, mid‑to‑large‑scale nonprofit organizations.

Work Model

This position is remote and open to candidates located anywhere in the continental United States, Alaska, or Hawaii. Occasional travel is required as needed. The position reports directly to the Chief Executive Officer and is a non‑union executive role.

Work Authorization

Candidates must be authorized to work for any employer in the United States. Employment visa sponsorship is not available for this position.

• Comprehensive health insurance coverage, including plans supporting gender‑affirming care.
• Mental health resources, including access to virtual care and in‑network and out‑of‑network treatment options.
• 403(b) retirement plan with a 3% employer match, vesting over three years.
• Generous paid time off and company holidays.
• Employee Assistance Program (EAP) offering confidential emotional support, work‑life resources, financial guidance, and legal assistance.
• Employer‑provided technology for remote work.