Chief People Officer, HR & Administration_ Employee

Project Hope

2d•$210,000 - $240,000•Hybrid

About The Position

The Chief People Officer (CPO) is a key leader responsible for shaping and executing Project HOPE’s human capital and organizational culture strategy. As a member of the leadership team, the CPO will oversee global Human Resources (HR), drive talent acquisition and retention, foster an inclusive and high-performance culture, and ensure compliance with labor laws and best practices. This role requires a visionary leader who can align global HR strategies with business objectives to drive organizational success and support Project HOPE's continued growth and expansion.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field (Master’s degree preferred).
15+ years of progressive HR leadership experience, with at least 7 years in a senior/executive role.
Proven experience in global HR operations, talent management, and culture transformation.
Strong expertise in global employment law, compensation structures, and HR best practices.
Experience in international, mission-driven organizations or NGOs is highly desirable.
Exceptional leadership, interpersonal, and strategic decision-making skills.
Proficiency in HR software tools, including employee engagement platforms and applicant tracking systems.
Ability to manage HR functions in resource-constrained and crisis-prone environments.

Nice To Haves

Master's degree preferred.

Responsibilities

Develop and implement a comprehensive people strategy aligned with Project HOPE’s mission, growth objectives, and strategic priorities.
Championing a values-driven culture, ensuring HR practices align with Project Hope’s core principles of equity, transparency, and humanitarian ethos.
Serve as a trusted advisor to the CEO, executive leadership, and Board of Directors on human capital matters.
Champion a high-performance, mission-driven culture that upholds Project HOPE’s core values.
Build and maintain an agile, efficient, and effective global workforce.
Drive organizational design, workforce planning, and leadership development initiatives.
Lead succession planning to ensure leadership continuity and the development of internal talent pipelines.
Ensure equitable and inclusive practices across all people functions, and foster a culture of belonging and respect.
Oversee global talent acquisition to attract, develop, and retain top-tier professionals.
Design and implement leadership and career development programs to build a strong internal talent pipeline.
Implement a performance-driven culture with clear metrics, feedback loops, and recognition frameworks.
Develop seamless onboarding and offboarding strategies to enhance employee transitions.
Lead initiatives to enhance employee experience, well-being, and engagement.
Foster a culture of continuous learning, professional growth, and collaboration.
Address employee concerns with professionalism and proper documentation.
Oversee internal communication strategies to ensure transparency and connectivity.
Oversee employee relations strategies across geographies, fostering transparent, respectful, and compliant workplace environments.
Ensure global compliance with labor laws, ethical employment practices, and HR policies.
Guide the evolution of HR systems, data analytics, and digital capabilities to support a modern, hybrid, and data-informed workforce strategy.
Partner with the Legal Department to address employment matters and mitigate risks.
Stay updated on HR industry trends and best practices, adapting strategies as needed.
Leverage HR analytics to assess workforce trends, predict attrition risks, and optimize talent strategies globally.
Collaborate with Finance, IT, and the Executive Team on the ERP project to drive operational excellence.
Oversee the design and execution of competitive compensation, benefits, and wellness programs.
Ensure equitable pay structures that align with market trends and organizational values.
Ensure compliance with IRS Intermediate Sanctions, local labor laws, and NGO sector benchmarks.
Partner with Finance and the CFO to align compensation and rewards strategy with the budget.
Lead HR strategy in humanitarian response contexts, mental health support, ensuring rapid workforce scaling and duty of care for staff in high-risk environments.
Manage change and transformation initiatives to ensure smooth transitions and organizational resilience.
Foster a culture of continuous learning, with a focus on humanitarian leadership and cross-cultural competency.
Actualization of Learning and Development strategy in line with organizational objectives.
Other duties as assigned.