Chief People Officer

Haydon•Tempe, AZ

About The Position

The Chief People Officer (CPO) provides strategic and operational leadership for Human Resources, Talent Acquisition, and Learning & Development across Haydon Companies and its affiliated business units. As a member of the Executive Leadership Team, the CPO develops and executes a scalable people strategy supporting the company’s growth toward a $2 billion, multistate construction organization. The role focuses on building leadership capability, strengthening talent pipelines, developing career pathways, and implementing efficient people processes that support business expansion and operational excellence. The CPO leads across executive strategy and tactical execution, partnering with Operations and other business leaders to translate growth objectives into measurable workforce outcomes. The position oversees organizational development, workforce planning, leadership development, talent acquisition, HR service delivery, and scalable people operations, while managing departmental leaders, resources, and budgets.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
Minimum 12–15 years of progressive experience in Human Resources, Talent Acquisition, Organizational Development, or related People functions.
Minimum 7 years of senior leadership experience with responsibility for multiple People functions, departmental leaders, and organizational initiatives.
Demonstrated leadership across Human Resources, Talent Acquisition, and Learning & Development, including developing and executing enterprise-wide people strategies.
Experience building, implementing, or significantly scaling internal talent development programs, including leadership development, technical training, succession planning, and career pathways.
Success leading departmental leaders, establishing performance expectations, managing resources, and delivering measurable business results.
Experience scaling people operations, workforce planning, and talent acquisition in a growing multisite or multistate organization.
Experience leading organizational transformation, process improvements, and technology initiatives that improve efficiency and support business expansion.
Strong business and financial acumen, including managing departmental budgets, evaluating investments, and aligning people initiatives with organizational objectives.
Ability to translate organizational growth objectives into actionable people strategies.
Advanced knowledge of leadership development, adult learning principles, succession planning, and organizational effectiveness.
Ability to design scalable programs and processes without unnecessary administrative complexity.
Strong understanding of recruiting strategies, workforce planning, compensation, employee relations, and employment compliance.
Ability to influence executive leaders and build productive relationships with field and corporate leadership.
Strong analytical and financial skills, including establishing metrics, evaluating program effectiveness, and managing budgets.
Excellent communication, facilitation, coaching, and change management skills.
Ability to balance long-term strategic priorities with immediate operational demands.
Willingness to work directly alongside teams to solve problems, implement solutions, and drive results.
Ability to walk active construction sites and comply with safety requirements.
Ability to occasionally lift and carry materials up to 25 pounds.
Ability to work flexible hours as project and onboarding needs require.
Ability to wear required Personal Protective Equipment (PPE) on job sites.

Nice To Haves

Master’s degree preferred.
Experience in construction, engineering, infrastructure, manufacturing, or another field-intensive industry.
Experience supporting both craft/hourly and professional/salaried workforces.
SHRM-SCP, SPHR, or relevant organizational development certification preferred.

Responsibilities

Develop and execute a comprehensive People strategy aligned with five-year growth objectives, business priorities, and geographic expansion.
Advise the CEO and Executive Leadership Team on organizational structure, workforce planning, leadership effectiveness, and talent investments.
Evaluate and strengthen organizational structure, leadership capabilities, staffing, and resources across Human Resources, Talent Acquisition, and Learning & Development.
Partner with business leaders to design scalable organizational structures, reporting relationships, and staffing models across divisions and states.
Lead organizational change initiatives and establish departmental goals, accountability standards, and performance indicators tied to business results.
Direct scalable technical, operational, and leadership training programs across craft, field operations, project management, and corporate functions.
Partner with Operations leadership to identify skill gaps, set training priorities, and ensure programs reflect business and field requirements.
Champion leadership development, career pathways, competency frameworks, and succession planning.
Build sustainable internal training capabilities through instructional design, technical subject matter experts, and operational leaders; measure training effectiveness and business impact.
Evaluate recruiting team structure, resources, systems, and processes, and lead Talent Acquisition strategy for workforce growth and geographic expansion.
Partner with Operations to forecast staffing needs, identify critical positions, and develop proactive recruiting strategies for craft, professional, technical, and leadership roles.
Strengthen recruiting processes, candidate experience, employment branding, and hiring manager accountability.
Develop talent pipelines through trade schools, universities, industry partnerships, apprenticeship programs, and internal development.
Establish recruiting metrics, including time-to-fill, quality of hire, retention, and recruiting effectiveness.
Evaluate HR service delivery, departmental capacity, systems, and processes to ensure efficient and consistent support across a multistate workforce.
Provide executive oversight of employee relations, compensation, benefits, performance management, compliance, and employee engagement.
Establish scalable HR policies and practices across divisions and states while ensuring compliance with applicable employment laws.
Strengthen performance management, compensation structures, job architecture, and career progression frameworks.
Drive process improvements, automation, and HR technology utilization to improve efficiency, accuracy, and employee experience.
Partner with Finance, Legal, IT, and Operations to align people programs with business requirements and financial objectives.
Develop workforce analytics and reporting to support executive decision-making.
Champion company values and a culture of accountability, collaboration, employee development, and operational excellence.
Strengthen employee engagement, retention, communication, and organizational effectiveness in partnership with leadership.
Establish leadership expectations that promote coaching, performance accountability, and employee growth; support cultural consistency and integration during expansion.
Lead, coach, and develop departmental leaders across Human Resources, Talent Acquisition, and Learning & Development.
Set departmental responsibilities, priorities, performance expectations, and accountability for results; assess departmental effectiveness and implement improvements.
Manage departmental budgets and prioritize investments based on business impact and operational efficiency.
Maintain a visible, hands-on leadership presence, supporting process improvements, organizational initiatives, and resolution of complex business challenges.