Chief Human Resources Officer

Fast-growing, mission-driven organization is seeking a Chief Human Resources Officer to take on one of the most exciting mandates in the HR field today: building a people function from the ground up, at real scale, with the full backing of the CEO and executive team. This is a rare opportunity to shape not just HR policy, but the very architecture of how a growing enterprise operates, hires, develops, and leads its people.

The organization is on an ambitious growth trajectory, and it knows that sustaining that growth requires a people infrastructure built to match it. That is where this role comes in. The CHRO will design and build the operating model, systems, and talent strategy that do not yet exist in mature form, transforming the talent pipeline, developing management capability across the organization, and standing up the data and systems that turn people decisions into a genuine competitive advantage.

This is a builder's role for a leader who wants to leave a lasting mark. Reporting directly to the CEO and sitting as a full member of the executive leadership team, the CHRO will operate as both strategic architect and hands-on operator, equally comfortable setting vision and rolling up their sleeves to get the foundational work right. The ideal candidate has built HR functions before, whether from scratch or from a partial foundation, and knows firsthand what it takes to turn ambition into excellent execution. They will also be a true C-suite presence: a trusted advisor who shapes organizational strategy, challenges conventional thinking, and ensures the people perspective is at the table for every major business decision.

For the right leader, this is a chance to build something enduring, at a pivotal moment, with real influence over the outcome.

Key Responsibilities

Transform the HR Function

• Build the HR function, infrastructure, and technology needed to support the organization's growth and ambition.
• Create scalable processes and systems that support the full employee lifecycle.
• Develop and lead a high-performing HR team capable of sustaining the transformation and driving adoption across the organization.

Drive Organizational Performance Through People

• Overhaul talent acquisition end to end to improve hiring quality, speed, and early retention.
• Build management capability through curriculum and coaching that raises leadership effectiveness.
• Establish a market-competitive, financially disciplined compensation and benefits strategy in partnership with Finance and Legal.
• Drive a proactive employee relations model that addresses issues systematically and at the root cause.
• Use workforce data and analytics to inform decisions and hold the organization accountable to its people commitments.
• Strengthen employee engagement and translate engagement data into action at the leadership level.

Advise, Partner, and Build for the Future

• Serve as a full strategic partner on the executive team, shaping decisions on structure, talent, culture, and growth.
• Build a trusted advisory relationship with the CEO grounded in preparation, conviction, and reliability.
• Lead HR's role in mergers and acquisitions, from diligence through integration and stabilization.
• Ensure people strategy is integrated into business strategy in support of the organization's growth plans.
• Develop and execute an HR roadmap that builds the talent, systems, culture, and organizational design that scale requires.
• Represent the organization's people agenda credibly to external stakeholders and the board.

Professional Qualifications

• 15+ years of progressive HR leadership, including at least 5 years as a CHRO, CPO, or equivalent senior HR executive in a complex, global organization; nonprofit or mission-driven experience preferred.
• Demonstrated success leading an HR transformation from underdeveloped to structured and scalable.
• Proven track record in talent acquisition, including redesigning hiring processes and improving recruitment and retention outcomes.
• Ability to design and operationalize job architecture, leveling, and performance management systems that leaders consistently adopt.
• Experience supporting M&A activity, including building repeatable integration playbooks.
• Strong employee relations and compliance background across multiple domestic and international jurisdictions.
• Enterprise HR systems acumen (HRIS/ATS/ERP), with a track record of driving adoption and data reliability.
• Operational instincts paired with the strategic vision and executive presence to lead at the C-suite level.
• Exceptional communication and leadership ability, with a track record of building high-performing teams and influencing across a complex, multi-stakeholder environment.