What Chief People Officer Jobs are in the United States?

Job Description

Lead the Next Chapter of People, Culture & Growth at Luna Grill

Chief People Officer | Onsite in Carlsbad, CA (Restaurant Support Center / RSC)

Compensation : $225K–$250K + Bonus

At Luna Grill, our purpose has been clear for the last 20 years: to inspire better food and lifestyle choices. What started as a promise from two parents to their children has evolved into one of the fastest-growing Mediterranean restaurant brands in the country — fueled by the world’s undisputed #1 diet for 9 consecutive years.

With 58 restaurants across CA, TX, and AZ — and opening nearly one new restaurant every month in 2026 — Luna Grill is entering one of the most exciting growth chapters in our history. Our momentum is real:

• Positive restaurant sales for 5+ years
• Positive transaction growth for 11 consecutive quarters
• Industry‑leading guest scores and retention metrics
• A people‑first culture built on recognition, growth, coaching, and connection

Our current CPO is retiring after helping build something truly meaningful, and we’re seeking a high‑impact leader ready to scale and modernize the people function while protecting the culture that makes Luna Grill special. This role will partner directly with the CEO and Executive Team to strengthen leadership capability, build scalable systems and processes, elevate employer brand presence, and help drive a high‑performance culture across the organization.

We’re looking for someone who

• 15+ years of progressive HR leadership experience
• Thrives in high‑growth environments
• Understands restaurant, wellness, fitness, or retail operations
• Balances strategy with hands‑on execution
• Builds leaders, succession plans, and scalable people systems
• Leads with positivity, accountability, and influence
• Embraces technology, innovation, and modern HR tools
• Has deep California employment law expertise
• Brings strong experience managing wage & hour claims and outside legal counsel
• Understands HRIS, payroll, scheduling, and operational platforms that support scale
• Knows how to protect culture while mitigating organizational risk
• Understands how culture drives operational excellence

What makes Luna Grill different

• Average 4.8‑star guest ratings across Yelp & Google
• Turnover dramatically below industry average
• Team members move up, not out
• A leadership team deeply committed to people‑first values
• A wellness‑focused brand where purpose and performance coexist

If you’re passionate about scaling culture intentionally, building exceptional teams, and creating an organization where people genuinely want to grow their careers — we’d love to connect.

Luna Grill participates in E‑Verify for all positions.

Luna Grill is an equal opportunity employer. We offer a welcoming and inclusive environment to our team members, job applicants, the guests we serve, and the communities we call home. Luna Grill also has a longstanding policy of providing a work environment that respects the dignity and worth of each individual and is free from all forms of discrimination, including harassment, because of race, color, sex, gender, age, religion or religious creed, national origin, ancestry, citizenship, marital status, sexual orientation, gender identity, gender expression, genetic information, physical or mental disability, military or veteran status, or any other characteristic protected by law.

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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 ( 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 level Executive

Employment type

• Employment type Full-time

Job function

• Job function Human Resources
• Industries Technology, Information and Internet

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Precision is an award-winning integrated strategy and marketing agency based in Washington, DC and New York, NY. Powered by data, we bring world-class experts in each of our service areas to conceive, develop, and run campaigns that help our clients seize opportunities and solve their biggest challenges.

We’re at the center of today’s biggest debates and defining moments, inside the Beltway, across New York’s media and financial worlds, and in state capitals across the country. Our work sits at the intersection of politics, business, and culture, helping leaders and organizations make an impact when it matters most. We hire people who are the best at what they do, and who like to have fun doing it; we don’t just break through. We break new ground.

As Precision has grown to over 100 employees across multiple offices, we are establishing a dedicated senior HR leadership role to join our team to build and scale a cohesive people strategy. The Chief People Officer will develop strategy for and lead culture stewardship, employee experience, organizational design, leadership development, performance management, talent acquisition, compensation and benefits. This is a hands‑on leadership role responsible for both setting strategy and directly executing key HR functions in a lean environment, supported by one team member. The SVP, Chief People Officer will play a transformative role in shaping the future of a rapidly growing, groundbreaking agency that is reimagining how companies and organizations communicate.

The ideal candidate will…

• Have a strategic perspective on how to acquire, engage and nurture our most valuable asset.our people!
• Ensure Precision’s approach to talent, employee experience, and organizational development aligns with our long‑term direction and values.
• Possess experience leading organizational change and transformation at a high-growth, multiservice agency or professional service firm.
• The ability to dig deep into the details while seeing the big picture.
• Be adaptable and resilient, with the ability to thrive in a fast-moving environment. Our work is fast-paced and deadline-driven, with periods of high intensity tied to client demands and external events.

The role will report to the CEO and work closely with the leadership team.

What You Will Be Doing: Employee Engagement & Culture

• Bring new ideas and best practices that will improve our employee experience and enhance company culture.
• Build trust and relationships with employees to maintain a pulse on company culture.
• Manage and improve an agency-wide mentorship program.

Performance Management

• Drive a high-performance culture by ensuring alignment of individual and agency goals, advance feedback quality, and manage/improve review processes.
• Build strong frameworks for feedback and growth, fostering accountability, engagement, and clear career progression across the organization.
• Coach managers to deliver meaningful feedback, recognize performance, and effectively address underperformance.

Talent Development

• Develop and implement training programs and learning pathways that enhance both professional and leadership skills.
• Maintain and improve the employee intranet, creating a one‑stop resource for employees on policies, trainings, events and more.

Talent Management

• Oversee full‑cycle recruiting including developing job descriptions, sourcing, selection, and onboarding.
• Recruit top talent for roles across the agency.
• Assess and improve how Precision presents itself and attracts applicants and the effectiveness and efficiency of the hiring process.
• Ensure hiring practices promote equity, inclusivity, and consistency across departments.

HR Operations

• Manage a lean but effective team.
• Monitor and improve compensation and benefits offerings to ensure competitiveness.
• Oversee payroll and benefits administration.
• Minimize risk through proactive governance, policy development, and continuous monitoring.

Labor Relations

• Work closely with leadership to engage with union representatives.
• Manage union reporting and compliance requirements.

What We Are Looking For:

• Minimum 12+ years of relevant experience in human resources, including time as the director or deputy director of HR, depending on company size.
• Experience in a fast‑paced agency or professional service firm.
• Proven leadership progressing employee experience and culture.
• Exceptional communicator who can engage with executives and employees at all levels.
• Comfortable influencing strong, opinionated leaders.
• Creative, energetic, and possess an entrepreneurial spirit.
• Thrives in ambiguity and evolving structures.
• Balances diplomacy with decisiveness.
• Labor relations experience is a plus.
• Degree in Human Resources or related field, and/or SHRM-CP/-SCP certification preferred.

What We Will Give You:

• Competitive salary
• Annual bonus opportunity
• Flexible hybrid remote/in‑office plan
• Retirement plan with automatic 3% safe‑harbor contribution from Precision
• Healthcare coverage - medical, dental and vision with 90% of costs covered by Precision
• Generous paid vacation and sick leave
• Paid parental leave
• Professional development stipend
• Fun.agency outings, holiday parties, informal gatherings, and time for volunteering.

The salary range for this role is $180,000 - $275,000.

We are currently working in a hybrid model and require staff to work in the office 50% of working days per month.

Precision is committed to building a diverse team that will positively and authentically impact the communities we serve. Centering our strategies around the authentic voices and cultures of the communities we are engaging with is paramount to our work – and our work can only be as inclusive as our team is representative. We strongly encourage women, Black, Latino, Hispanic, AAPI, and Indigenous people, LGBTQ+, gender expansive or GNC folks, people of all ages, disabled people, and veterans to apply.

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Morgan Hunter is partnering with a growing, mission-driven organization in the Kansas City area to hire a Chief People Officer . This executive leadership role will partner closely with the CEO and senior leadership team to guide the organization’s people strategy during an exciting period of growth and expansion.

The Chief People Officer will oversee all aspects of human resources including talent strategy, employee engagement, compliance, leadership development, and HR operations. This role will lead an established HR team and play a critical part in supporting a large, multi-location workforce in a highly regulated environment. The ideal candidate is a strategic HR leader who can balance big-picture thinking with hands‑on leadership. This person will help scale the organization, strengthen leadership capabilities, and ensure the culture remains strong as the organization continues to evolve.

Responsibilities

• Partner with executive leadership to develop and implement long‑term people strategies
• Serve as a trusted advisor to senior leaders on organizational development, workforce planning, and culture
• Guide HR strategy to support organizational growth, expansion, and operational excellence
• Lead initiatives that strengthen employee engagement and retention
• Oversee HR functions including employee relations, benefits, recruiting, compliance, and workforce development
• Ensure compliance with employment laws and regulations across a multi‑location workforce
• Evaluate and improve HR systems, policies, and operational processes
• Support risk management and best practices in a complex operational environment
• Lead and mentor a multi‑disciplinary human resources team
• Develop leadership development programs and succession planning strategies
• Partner with operational leaders to strengthen management capability across the organization
• Preserve and strengthen a mission‑driven, people‑first culture

Qualifications

• 10+ years of progressive HR leadership experience
• Experience supporting complex, multi‑location organizations
• Strong background in employment law, compliance, and risk mitigation
• Proven ability to lead and develop HR teams
• Experience guiding organizations through growth, change, or expansion
• Strong communication, relationship‑building, and executive partnership skills
• Bachelor’s degree required; advanced degree or HR certification preferred

***NO RELOCATION PROVIDED and residency in Kansas City area is required***

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Direct message the job poster from CBIZ Talent Solutions

Executive Vice President at Marcum Search LLC

Join Our Client's Team as Chief People Officer (CPO) - Shape the Future of Homebuilding Excellence!

*** Must reside or be ready to relocate to Orlando Florida***

Are you a visionary HR leader passionate about aligning people strategies with business goals? Do you thrive in dynamic environments where you can make a significant impact? If so, our client invites you to become a key member of their executive team as the Chief People Officer (CPO).

About the Role: As the CPO, you will be the strategic architect of the people strategy, driving initiatives that foster a people-first culture and align with the long-term business objectives. You will lead Human Capital Management, encompassing organizational development, talent acquisition, performance management, company culture, compensation, and compliance.

Must Have:

-5 years minimum in an Executive Level Human resources position (VP or higher)

-Be local or willing to relocate to Orlando Florida

-An awesome amazing personality ;)

Highly Preferred: Industry experience in homebuilding, real estate development, or construction

Key Responsibilities:

Strategic Leadership & Organizational Development

• Serve as a strategic advisor to the CEO and executive team on workforce planning and organizational structure.
• Craft and implement a people strategy that supports our client’s growth and business goals.
• Lead, mentor, and develop HR leaders across various functions.
• Oversee a high-performing HR team supporting our client's multi-division operations.

Talent Acquisition & Development

• Formulate and execute strategies to attract, hire, and retain top talent.
• Implement leadership development programs, internal mobility strategies, and succession planning.
• Collaborate with leaders to identify and nurture future leaders.

Culture & Employee Experience

• Cultivate a culture of accountability, collaboration, and results.
• Drive initiatives to enhance employee engagement and inclusion.
• Lead employee feedback initiatives and translate insights into actionable strategies.

Total Rewards & Workforce Planning

• Design competitive compensation, benefits, and incentive programs.
• Ensure equitable and compliant compensation practices.
• Lead workforce planning to meet business demands and project timelines.

HR Operations & Compliance

• Oversee HR operations including HRIS management, onboarding, policies, and reporting.
• Ensure compliance with employment laws and regulations.
• Manage and enhance core HR systems for data accuracy and efficiency.

People Analytics & Reporting

• Develop and maintain dashboards and metrics to track organizational health.
• Provide data-driven insights to the executive team to inform decision-making.
• Utilize analytics to continuously refine people strategies and improve HR impact.

Qualifications:

• Bachelor’s degree required; MBA or MA/MS in Human Resources, Organizational Leadership, or related field preferred.
• Minimum 15 years of progressive HR leadership experience, with at least 5 years at the executive level.
• Industry experience in homebuilding, real estate development, or construction highly preferred.
• SHRM-SCP, SPHR, or equivalent professional certification preferred.

Skills:

• Exceptional leadership, coaching, and communication skills.
• Proven ability to lead organizational change and build scalable HR systems.
• Deep understanding of HR disciplines including talent strategy, compensation, performance management, and compliance.
• Proficiency in leveraging technology and analytics for decision-making.
• High emotional intelligence, integrity, and a commitment to a people-first mindset.

If you are ready to lead and inspire a talented team, shape a dynamic culture, and make a lasting impact on our client's organization, we encourage you to apply today!

Apply now and be a part of building the future of homebuilding excellence!

Seniority level

• Seniority level Executive

Employment type

• Employment type Full-time

Job function

• Job function Human Resources and Strategy/Planning
• Industries Construction and Building Construction

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Overview

Posting Number S

Position Title Chief People Officer

Department Office of the President

Division Office of the President

Supervisor Title President

Status Full Time Regular

Salary Range $120,000 - $150,000

The Chief People Officer (CPO) serves as the Chief Human Resources Officer of the College and provides strategic leadership and operational oversight for all human resources and people and culture functions. Reporting directly to the President, the CPO is a senior institutional leader and trusted advisor to the President and Cabinet on matters related to organizational effectiveness, workforce planning, employee engagement, and institutional culture.

The CPO is responsible for developing and executing a comprehensive people and culture strategy that supports the College’s goal of becoming an employer of choice and fostering an inclusive, supportive, and engaging working environment for faculty and staff.

The position has college-wide responsibility for human resources strategy, policy, and service delivery, including recruitment and retention, onboarding, leadership development and succession planning, employee relations, performance management, payroll, benefits administration, compensation, compliance, and human resources technology. The CPO also oversees the administration and effective use of the College’s human resources information systems (HRIS) to ensure accurate employee data, reliable payroll and benefits processing, and meaningful workforce reporting.

As the leader of a small, service-oriented HR department, the CPO combines strategic leadership with active engagement in HR operations to ensure responsive, high-quality support for faculty and staff.

Responsibilities

• Lead and manage the Office of Human Resources, including supervision and development of staff; establish goals, priorities, and performance expectations while maintaining direct awareness of departmental operations.
• Play a leadership role in fostering a positive, inclusive campus culture and ensuring that the College’s human resources practices, policies, and services reflect and advance its mission and values.
• Oversee and ensure the accurate and timely administration of payroll, benefits enrollment and other employee lifecycle processes; develop and implement a comprehensive onboarding program that introduces new faculty and staff to the College, its organizational structure, and its mission and core values.
• Provide leadership and oversight for the College’s human resources information systems (HRIS), including system administration, employee data integrity, reporting, and integration with payroll, benefits, and onboarding processes.
• Conduct a review of all HR processes and make recommendations for achieving greater operational efficiency and customer-friendly functions and services.
• In a small HR department environment, contribute directly to operational tasks and problem-solving as needed to ensure continuity of services and effective support for faculty and staff.
• Provide vision, leadership, and strategic direction for the College’s people and culture functions in alignment with the institution’s strategic vision.
• Serve as a strategic partner to the President, Cabinet, and senior leadership on workforce strategy, organizational effectiveness, and culture-related initiatives.
• Develop and implement comprehensive strategies for recruitment, onboarding, engagement, retention, leadership development, and succession planning.
• Ensure delivery of timely, effective, and customer-focused HR services that support faculty and staff success across the institution.
• Oversee employee relations, including grievance processes, investigations, and resolution of employment-related concerns, ensuring prompt, equitable, and consistent responses.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations; maintain awareness of legislative and regulatory changes impacting higher education.
• Develop, recommend, and administer human resources policies and procedures in collaboration with senior leadership and shared governance bodies.
• Oversee compensation, classification, performance management, payroll, and benefits programs, ensuring competitiveness, equity, and fiscal responsibility.
• Lead the use of human resources technology and data analytics to support decision-making, continuous improvement, and institutional planning.
• Recommend, evaluate, and provide leadership for training, development, wellness, and recognition programs.
• Serve on College-wide committees as appropriate and represent the institution on people- and culture-related matters.
• This position requires work outside of normal business hours, including evening and weekend hours, as necessary.
• Perform other duties as assigned by the President.

Required Knowledge, Skills And Abilities

• Extensive, progressively responsible leadership experience in human resources or people and culture functions, preferably in higher education or a nonprofit environment.
• Strong knowledge of human resources information systems (HRIS), payroll systems, and workforce analytics, with the ability to ensure system accuracy, support operational processes, and generate meaningful reports for institutional leadership.
• Demonstrated ability to lead organizational change and foster a positive, inclusive, and high-performance culture.
• Strong knowledge of compensation, benefits, classification, performance management, and employment law.
• Proven ability to develop and implement strategic initiatives aligned with institutional goals.
• Excellent written and verbal communication skills and the ability to communicate complex and sensitive information effectively.
• Ability to analyze data, assess organizational needs, and present recommendations clearly and professionally.
• Strong judgment, discretion, and ability to maintain confidentiality.

Distinguishing Characteristics

The Chief People Officer serves as the College’s senior leader for people and culture, providing strategic direction for organizational development, workforce planning, and human resources operations. The position oversees employment processes, including recruitment, onboarding, payroll, benefits administration, compensation, employee relations, compliance, and HR systems.

Working in a small department environment, the CPO maintains direct awareness of day-to-day HR operations and collaborates closely with staff to ensure effective, compliant, and service-oriented delivery of human resources programs and services across the institution.

The CPO must be able to collaborate effectively with diverse constituencies across the College and provide sound guidance to institutional leadership while maintaining discretion, sound judgment, and a strong service orientation.

Education/Training

Bachelor’s degree required in human resource management, business administration, employment law, organizational leadership, or a related field. A master’s degree is preferred.

Experience

A minimum of five years of progressively responsible leadership experience in human resources or people and culture functions. Experience in higher education is strongly preferred. Experience administering or implementing HRIS platforms such as Paylocity, Workday, or similar enterprise human resources systems is preferred.

Licenses Or Certifications

Professional HR certification preferred (SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent).

Is This a Temporary Position?

No

Employment Conditions

An offer of employment is contingent upon successful completion of the College’s background screening process.

Number Of Vacancies

1

EEO Statement

North Central College is an Equal Opportunity Employer committed to increasing the diversity of our workforce. NCC provides reasonable accommodation to applicants with disabilities where appropriate. If you need reasonable accommodation for any part of the application or hiring process, please notify the Office of Human Resources. Determinations for reasonable accommodation will be made on a case-by-case basis.

Open Until Filled

Yes

Additional Information

The pay offered to the selected candidate will be determined based on factors including (but not limited to) the candidate’s experience, qualifications, and training. North Central College provides a comprehensive benefits package, which includes:

• All-inclusive medical, dental and vision group insurance
• Health and dependent care savings plans
• Employer-paid life, AD&D and disability group insurance
• 403(b) retirement plan with employer contributions
• Employee assistance plan resources
• Tuition waiver for full-time employees, spouse and dependent children
• Generous paid time off plans, including 3 weeks vacation to start
• 15 paid holidays per year, including 5 days during NCC Winter Break
• Free access to campus health center, fitness and athletic facilities, and library

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The Chief People Officer (CPO) serves as a strategic advisor to the President & CEO and Executive Leadership Team, leading the development and execution of a comprehensive people strategy aligned with Manor Park’s mission, values, and long‑term business objectives.

The CPO is responsible for shaping an organizational culture that attracts, develops, and retains exceptional talent while ensuring compliance, operational excellence, and an outstanding employee experience. This role positions Manor Park as an Employer of Choice within the Continuing Care Retirement Community (CCRC) industry and broader healthcare marketplace.

Key Responsibilities Enterprise People Strategy

• Develop and execute a forward-looking, enterprise-wide people strategy aligned with organizational growth and strategic priorities.
• Serve as a strategic thought partner to executive leadership and the Board of Directors on workforce planning, succession planning, culture, and organizational effectiveness.
• Lead change management initiatives that support transformation and continuous improvement.
• Utilize workforce analytics and data insights to inform decision‑making and measure organizational health.
• Organizational Development & Culture.
• Champion a high‑performance, mission‑driven culture rooted in dignity, respect, and service excellence.
• Lead succession planning and leadership pipeline development across all levels of the organization.
• Design and implement talent development, leadership development, and management training programs.
• Partner with leadership to strengthen engagement, accountability, and performance alignment.

Talent Acquisition & Workforce Planning

• Oversee strategic workforce planning to ensure staffing models support operational and service excellence goals.
• Lead modern, inclusive recruitment strategies to attract top‑tier talent in a competitive labor market.
• Ensure onboarding and orientation programs reflect the organization’s culture and service philosophy.
• Design and oversee competitive compensation and total rewards strategies that balance fiscal responsibility with market competitiveness.
• Ensure internal equity and pay practices align with organizational values and regulatory requirements.
• Oversee benefits programs to enhance employee well‑being and retention.

Employee Experience & Engagement

• Lead initiatives that enhance employee engagement, well‑being, and retention.
• Foster strong employee relations practices that promote trust, fairness, and transparency.
• Serve as a trusted advisor and coach to senior leaders on complex people matters.
• Promote an inclusive and respectful workplace culture.
• Ensure full compliance with federal, state, and local employment laws and regulations including EEO, ADA, FMLA, ERISA, COBRA, OSHA, and Wage & Hour laws.
• Oversee affirmative action planning and reporting.
• Serve as Safety Director and Chair of the Safety Committee; ensure OSHA reporting and workplace safety standards are maintained.
• Protect organizational integrity through sound HR governance, documentation, and policy administration.

HR Operations & Infrastructure

• Lead modernization of HR systems, processes, and technology to improve efficiency and data accuracy.
• Oversee HR budget development and stewardship.
• Ensure accurate reporting and workforce analytics to support executive decision‑making.
• Maintain and update policies, procedures, and the employee handbook in alignment with best practices.

Qualifications

• Proven executive HR leadership experience, preferably within healthcare, senior living, or service‑oriented organizations.
• Demonstrated success in strategic workforce planning, organizational development, and culture transformation.
• Strong business acumen and financial literacy.
• Exceptional communication and presentation skills, including experience presenting to executive teams and Boards.
• PHR/SPHR or SHRM‑SCP preferred.

Education

• Bachelor’s degree in human resources, Business Administration, or related field required.

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About us

Climate X is a purpose-driven technology company, backed by GV (Google Ventures), Western Technologies (early investors in Meta, Google, Palantir), Commerz Ventures, Pale Blue Dot, Deloitte, and other world-class investors. We’re a wonderfully diverse, growing team with physical offices in London and New York City.

Climate X is on a mission to revolutionize how the world manages assets, property, and infrastructure in the face of climate change. We apply cutting-edge, peer-reviewed science to prevent the worst impacts of climate risks. By combining climate projections, remote sensing observations, and advanced modeling, we forecast the frequency and severity of events like floods, subsidence, storms, and more.

Our SaaS platform allows financial institutions and real estate firms to:

• Identify how property and company assets could be damaged by severe weather events
• Understand what that damage could mean for asset valuations
• Become more resilient to climate change and make smarter investment and lending decisions

We are proud to be a certified B Corporation (B Corp), joining a global community of businesses that meet the highest standards of social and environmental performance, transparency, and accountability. This reflects our commitment not only to climate action but to responsible business practices and creating positive impact for society.

Demand for Climate X is growing fast, and we need to build our team! You’ll be at the front of a nascent industry, working as part of a fantastic and diverse team, doing things that you can be proud of. We’re excited to have the opportunity to speak with you during this process.

We advocate for diversity within our founders, team, and investors from a range of backgrounds. We’re building not just a team but a place of innovation, where problem-solving and fun coexist to address the most significant challenges our society faces today.

Our mission

To deepen the understanding of our changing planet and inspire meaningful action.

What we do

• We’re helping the world become more resilient to the impacts of physical climate risks (including floods, fires, storms and more). In doing so, we help drive positive global impact aligned to many of the UN’s Sustainable Development Goals (SDG’s).

• Our team builds cutting-edge, peer-reviewed science (incorporating climate projections, remote sensing data) and translates that into financial impacts (to the value of assets or business disruption linked to failure of critical infrastructure) that our customers in the financial services industry use to identify, manage and mitigate those risks.

• Climate X’s customers include the world’s largest banks, asset managers and insurance companies including CBRE, Standard Chartered, Virgin Money and Federated Hermes, as well as a partnership ecosystem that includes Deloitte, Capgemini and AWS.Combined, they manage over $6.5 trillion of assets.

• Customers choose us thanks to our ecosystem of products that help solve real human problems and drive tangible business benefits. They love our customer-centric mindset, as well as our pace of innovation in the market.

THE IMPACT YOU’LL OWN

The successful candidate will have experience working for a fast-growth high performance company and thrive on challenge, ownership, and growth with the autonomy to build the infrastructure that will engender a world-class employee experience.

Reporting directly to our General Manager, you will have a defining and important role that will shape the company's culture, values, and workforce strategy as we undergo rapid growth.

Own the end-to-end employee journey, designing and implementing initiatives that create a frictionless, inclusive, and engaging experience, driving high retention, strong engagement, and internal mobility. If you believe you can deliver what we need in this role but don’t meet all the criteria listed below or think there’s another area where you add value that we haven’t captured, we would still love to hear from you.

People Strategy & Organisational Design

• Build and execute a scalable, best-in-class people and workforce strategy across all levels of the organisation.

• Ensure processes, standards, and policies are consistent, compliant, and enable a safe, supportive, and high-performing workplace.

• Manage the People function’s P&L and resource planning; scale the team and capabilities in line with business growth.

Talent Acquisition & Employer Brand

• Strengthen Climate X’s employer brand; act as a visible ambassador to attract world-class, diverse talent.

• Partner with hiring teams to optimise recruitment processes, maximise vacancy visibility, and minimise bias across sourcing, selection, and evaluation.

• Build and maintain an AI-driven and efficient forward-looking talent pipeline.

Culture, Experience & Engagement

• Align leadership & drive a high-performance, high-reward culture.

• Own the end-to-end employee journey, designing and implementing initiatives that create a frictionless, inclusive, and engaging experience, driving high retention, strong engagement, and internal mobility.

Learning, Development & Performance

• Develop and deliver structured learning and development programmes.

• Create frameworks that support continuous growth, capability building, and leadership development.

People Operations & Analytics

• Oversee people operations and workforce management, ensuring compliance, accuracy, and great service levels.

• Produce data-driven insights, dashboards, and early-warning indicators to guide decision-making and identify organisational risks.

ESSENTIAL SKILLS

• Demonstrable experience working in a similarly high growth role or evidence that you’re ready to take your responsibilities to the next level

• Evidence that you have led and significantly contributed to the deployment or development of world-class people strategies

• You’ve cultivated authentic culture and values across the pillars of people, diversity and inclusion

• The ability to foster meaningful relationships across all levels of the company, relate well with others, listen effectively, and help employees at all levels achieve their development goals

• Familiarity with strategic planning, including compensation practices, data analysis, organisational diagnosis, and development of capacity plans

• Resourceful and able to find creative solutions, thinking beyond current systems and approaches while recognising the impact of decisions and actions on the entire organisation

• Excellent interpersonal and communication skills; able to partner effectively with a variety of internal and external stakeholders, including expectation setting

DESIRABLE SKILLS

• Background in organisational psychology or behavioural science, enabling deeper insight into motivation, culture, and performance design.

• Prior experience in climate-tech, sustainability, or impact-driven organisations, with an understanding of purpose-led workforce dynamics.

• Experience with compensation benchmarking or designing progressive benefits frameworks, including modern, inclusive benefits.

BENEFITS

Contribute to a business making purposeful impact related to climate change

Monthly training & conference budget to help you upskill and develop your career (£1,000 per year)

6 monthly appraisals and 12 monthly pay reviews

Pension contribution scheme

Hybrid working (3 days/week in office)

Mental Health and Wellbeing support via Oliva

25 days holiday, plus Bank Holidays, annual 3-day Christmas-closure, and half day on your birthday (36.5 days total!)

Optional quarterly socials, dinners, and fun nights out

**Company Description**
Sandisk understands how people and businesses consume data and we relentlessly innovate to deliver solutions that enable today's needs and tomorrow's next big ideas. With a rich history of groundbreaking innovations in Flash and advanced memory technologies, our solutions have become the beating heart of the digital world we're living in and that we have the power to shape.
Sandisk meets people and businesses at the intersection of their aspirations and the moment, enabling them to keep moving and pushing possibility forward. We do this through the balance of our powerhouse manufacturing capabilities and our industry-leading portfolio of products that are recognized globally for innovation, performance and quality.
Sandisk has two facilities recognized by the World Economic Forum as part of the Global Lighthouse Network for advanced 4IR innovations. These facilities were also recognized as Sustainability Lighthouses for breakthroughs in efficient operations. With our global reach, we ensure the global supply chain has access to the Flash memory it needs to keep our world moving forward.
**Job Description**
We are seeking an experienced and highly skilled Executive Assistant to support a Chief People Officer (CPO). This role is an integral partner to a C-suite leader, requiring exceptional judgment, self-awareness, discretion, and the ability to manage priorities across a complex global business.
As a trusted advisor, you will help drive efficiency, foster strong cross-functional relationships, and ensure the executive's time and attention are optimized for maximum business impact. You will also play a key role in enabling alignment across the People organization and broader leadership team.
The Executive Assistant will also play an influential role within the broader executive administrative community, collaborating closely with other leaders and administrative professionals across the organization.
Executive Partnership & Prioritization
+ Serve as a trusted partner to the CPO, managing priorities and driving alignment across executive commitments
+ Anticipate needs, proactively resolve issues, and ensure seamless execution of business priorities
+ Act as an extension of the executive in managing workflows, communications, and decision-making cadence
Calendar & Scheduling
+ Manage and prioritize a highly dynamic, global calendar in a timely manner
+ Exercise strong judgment to optimize time allocation and align meetings to business priorities
+ Ensure meeting readiness through agenda preparation and coordination
Meeting & Executive Readiness
+ Plan and execute internal and external meetings, leadership offsites and organizational events, ensuring seamless end-to-end coordination in partnership with internal stakeholders
+ Prepare agendas, briefings, presentations, and executive materials
+ Track actions and ensure follow-through
Communication & Stakeholder Management
+ Serve as a proxy for communications and approvals
+ Manage executive communications and stakeholder coordination
+ Ensure timely follow-up and workflow efficiency
+ Handle highly sensitive and confidential information with the utmost discretion, serving as a trusted steward of executive communications, organizational decisions and board-level materials.
People Team & Cross-Functional Coordination
+ Partner with HR/People teams to support leadership rhythms and priorities
+ Lead cross-functional collaboration on strategic initiatives and international engagements, aligning with local country teams to ensure an impactful, cohesive agenda Track deliverables and drive execution across stakeholders
Travel Management
+ Coordinate complex domestic and international travel
+ Ensure seamless execution and real-time support
Operational Excellence & Tools
+ Manage expenses, purchase orders, and internal systems
+ Partner with technical teams to support tools and workflows
+ Identify and implement process improvements
+ Coordinate with external vendors to ensure seamless alignment with our internal process and procedures for timely remittance
Project Support & Execution
+ Support strategic initiatives and research
+ Analyze issues and inform executive decision-making
+ Drive coordination across multiple priorities
Leadership & Team Collaboration
+ Mentor and support administrative peers
+ Drive consistency and alignment across admin team
+ Contribute to a high-performing administrative function
**Qualifications**
Required:
+ 10+ years supporting C-suite executives
+ Experience supporting senior executives within multi-billion-dollar revenue public companies or similarly large, complex global organizations
+ Experience supporting People/HR leadership strongly preferred
+ Strong judgment, discretion, and professionalism
+ Proven ability to manage complex priorities
+ Excellent communication and organizational skills
Preferred:
+ Experience supporting executives with board interactions
+ Experience managing multiple executives
+ Advanced proficiency with Microsoft Office
Additional Expectations:
+ Daily on-site presence at the Milpitas office
+ Flexibility to travel up to 15-20% as needed
**Additional Information**
Sandisk is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person's gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person's assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the "Know Your Rights: Workplace Discrimination is Illegal ( " poster. Our pay transparency policy is available here ( .
Sandisk thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.
Sandisk is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.
Based on our experience, we anticipate that the application deadline will be **10/02/2026** (3 months from posting), although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this posting with a new anticipated application deadline.
\#LI-RG1
**Compensation & Benefits Details**
+ An employee's pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
+ The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.
+ If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.
+ You will be eligible to participate in Sandisk's Short-Term Incentive (STI) Plan, which provides incentive awards based on Company and individual performance. Depending on your role and your performance, you may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Sandisk's Standard Terms and Conditions for Restricted Stock Unit Awards.
+ We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the Sandisk Savings 401(k) Plan.
+ Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law.