Chief People Officer (Washington) Job at PeopleOps Jobs, Washington DC

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  • PeopleOps Jobs
  • Washington DC

Job Description

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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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Job Tags

Full time, Local area, Worldwide, Flexible hours,

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