The Chief People Officer (CPO) is a strategic executive leader responsible for developing and implementing a comprehensive people strategy that aligns with the organization’s mission, values, and business objectives. The CPO oversees all aspects of human resources, talent management, organizational development, employee engagement, diversity and inclusion, compensation and benefits, workforce planning, and culture transformation. As a key member of the executive leadership team, the CPO partners with business leaders to attract, develop, retain, and empower a high-performing workforce while fostering an inclusive, innovative, and employee-centric culture. The CPO also leads the responsible integration of AI-enabled HR technologies and analytics to improve workforce planning, talent acquisition, employee experience, and data-driven decision-making while ensuring appropriate governance and change management. Position Duties Strategic Leadership Develops and executes an enterprise people strategy aligned with organizational priorities, workforce needs, and long-term business objectives. Serves as the principal strategic advisor to the EVP, Chief Administrative Officer and executive leadership team on human capital strategy, organizational effectiveness, workforce risks, and talent initiatives. Establishes enterprise people metrics and workforce analytics to support executive decision-making, organizational performance, and continuous improvement. Talent Acquisition and Workforce Planning Directs enterprise workforce planning strategies to ensure the organization has the talent, capabilities, and capacity necessary to achieve strategic objectives. Oversees talent acquisition strategies that strengthen the organization’s ability to attract, recruit, and retain high-performing, mission-driven employees. Partners with executive and operational leaders to forecast workforce needs, address critical talent gaps, and develop long-term staffing strategies. AI Strategy and HR Technology Integration Leads the strategic adoption, governance, and optimization of AI-enabled HR technologies to improve workforce planning, talent acquisition, employee experience, and operational efficiency. Establishes policies and governance frameworks that promote the ethical, secure, and responsible use of artificial intelligence, automation, and workforce data. Champions innovation through evaluation and implementation of emerging HR technologies that enhance workforce insights, service delivery, and data-driven decision-making. Workforce Pipeline Develops innovative workforce pipeline strategies through partnerships with educational institutions, professional associations, community organizations, and workforce development programs. Expands recruitment channels and employer branding initiatives to attract diverse, highly qualified candidates for critical and hard-to-fill positions. Establishes long-term workforce development programs including internships, fellowships, apprenticeships, residency partnerships, and leadership pipeline initiatives. Talent Development and Performance Management Leads enterprise leadership development, succession planning, organizational learning, and performance management strategies that strengthen leadership capability and workforce readiness. Oversees programs that identify, develop, and retain high-potential employees while building organizational leadership capacity. Promotes a high-performance culture by aligning performance expectations, coaching, accountability, and career development with organizational objectives. Employee Experience, Engagement,
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