Chief People Officer

Ocient Inc.•Remote, USA

2d•$275,000 - $350,000•Remote

About The Position

The Chief People Officer is a C-suite executive and key architect of Ocient’s people strategy during a defining growth phase. Reporting directly to the CEO, the CPO will build the talent infrastructure, culture, and leadership capability needed to scale from a high-velocity startup into a durable, high-performance organization. This is a hands-on, highly visible role for an operator who thrives in ambiguity, moves fast, and knows how to build people programs that actually accelerate the business — not slow it down. The right candidate has been a senior people leader at a growth-stage technology company, understands the pace and complexity of scaling through rapid headcount growth, restructuring, or M&A, and brings the credibility and judgment to counsel the CEO and executive team on all people matters.

Requirements

12–18+ years of progressive HR/People experience, with at least 5–7 years at the VP, SVP, or CPO level
Proven growth-stage operator: you’ve been a senior people leader at a high-growth technology company — ideally through a period of 2x–5x+ headcount scaling, restructuring, or M&A — and you know what it takes to build people infrastructure at speed
Player-coach profile: you’ve operated at C-suite or VP level and still do the work yourself — writing JDs, running interviews, managing ER cases, pulling comp analyses. You don’t wait for a team
Data-driven mindset: you use people metrics to make decisions, communicate business impact, and prioritize your team’s work
Total rewards expertise: deep experience in compensation benchmarking, benefits strategy, and pre-IPO equity (options/RSUs)
Multi-state and/or global HR experience: comfortable managing people programs across multiple jurisdictions and regulatory environments
Executive-level credibility: proven ability to partner with CEOs, Boards, and investors on sensitive people matters and organizational decisions
Business and financial acumen: experienced with headcount planning, budgeting, and making the financial case for people investments
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; Master’s or MBA preferred; or equivalent experience

Nice To Haves

Experience at a company that has navigated a significant inflection point: Series C+ fundraise, pre-IPO readiness, acquisition, or rapid geographic expansion
Background in data infrastructure, enterprise software, or deep tech — you understand what it takes to hire and retain rare technical talent
Experience in a company selling into government, defense, or intelligence sectors (familiarity with clearance considerations a plus)
Executive HR certification such as SHRM-SCP or SPHR

Responsibilities

Serve as a trusted advisor and strategic partner to the CEO and executive team, translating business strategy into a forward-looking people roadmap with clear priorities, owners, and milestones — revisited quarterly as conditions shift
Bring a founder’s mindset to people strategy: think in systems, move with urgency, and build for scale without over-engineering
Champion company culture — internally and externally — preserving the high-ownership, high-trust values of a startup while professionalizing the organization for the next stage of growth
Serve as a visible advocate for Ocient’s people brand in recruiting markets, investor conversations, and the broader tech ecosystem
Lead workforce planning, org design, and headcount modeling in close partnership with the CEO and functional leaders — anticipating growth needs 6–12 months out
Design and implement leadership development, onboarding, and performance frameworks that build a high-performance culture without bureaucracy
Build and mentor a lean, high-performing HR/People team — leveling up existing talent and making targeted hires as the business scales
Drive org design decisions that improve accountability, reduce friction, and enable the company to move faster
Own total rewards strategy, including competitive compensation benchmarking, benefits, incentive programs, and equity — with deep expertise in pre-IPO equity structures (options/RSUs)
Oversee the full employee lifecycle: onboarding, development, performance, retention, and offboarding
Implement and optimize HRIS and people analytics tools to drive data-informed decisions; define and report on key people metrics to the CEO and Board
Manage employee relations, investigations, and conflict resolution with speed and discretion
Ensure compliance with federal, state, and local employment laws across multiple jurisdictions, developing scalable policies that meet legal requirements without unnecessary process
Partner with legal counsel on employment matters, contractor classification, and risk mitigation
Oversee regulatory reporting and filings (EEO, FMLA, ADA, FLSA, etc.)