Chief People Officer

HKS, Inc.•Los Angeles, CA

2d•$230,000 - $275,000•Remote

About The Position

The Chief People Officer is an enterprise strategic leader who is responsible for architecting this new people system to integrate with and drive HKS’s evolution. This role leads the global Talent function, including human resources, talent acquisition, learning & development, total rewards, people analytics, HR systems, and compliance. The CPO has a seat at the executive table and serves as a trusted advisor to the CEO, President & CFO, Board, and senior leadership team on culture, leadership, accountability, performance, and firmwide change. The role protects the craft and culture that make HKS distinctive while raising the bar on execution, talent density, and business impact.

Requirements

Relevant professional degree, or an equivalent combination of education and experience
15+ years of progressive people, talent, and/or CHRO leadership experience including enterprise-level responsibility in a complex professional-services, design, creative, or comparably knowledge-driven organization
Experience with core functional breadth across HR, talent acquisition, learning and development, HRIS, global compliance, employee relations, total rewards and people/workforce analytics
Proficiency in MS Office Suite preferred
Experience with HRIS platforms (e.g., Workday) preferred
Experience in architecture, design, engineering, construction, or another licensed professional-services environment preferred
Experience modernizing talent systems for AI, automation, digital delivery, product, data, or technology-enabled work preferred
Proven experience in strategic transformation leadership with a record of shaping business strategy through organization design, talent systems, leadership capability and culture, not only administering HR programs
Proven experience in a global, matrixed operating model including spans and layers, decision rights, role clarity, workforce planning and accountability across functions, sectors, practices or geographies
Strong executive -level compensation and rewards expertise including performance differentiation, incentives, total rewards and alignment between contribution and long-term business value
Strong people analytics orientation with the ability to use data to improve workforce planning, succession, engagement, retention, organizational effectiveness and executive decision making
Proven leadership experience through significant change including difficult workforce or performance decisions handled with fairness, clarity, courage and steadiness
Proven experience building credibility with senior executives and a craft-driven workforce with practical, mature judgment and holds a genuine interest in design, the built environment and professional practice
Clear, calm, direct communication skills with ability to lead change from the front and operate in ambiguity
Strong enterprise mindset and board-level presence with the ability to advise the CEO, President & CFO, Board, and senior leadership team as a strategic peer
Ability to provide Talent team leadership to build, mentor and hold a high-performing global Talent function to strong operating standards
Ability to hold sensitive information with a high level of confidentiality and integrity
Ability to proactively problem solve and apply innovative solutions
Ability to collaborate and encourage collaboration in a team environment, and ability to work independently and prioritize work
Ability to effectively meet deadlines and accomplish business objectives at expected quality
Travel will be required, including across HKS global offices

Responsibilities

Sets enterprise people strategy with the CEO, President & CFO, Board and executive leadership team, translating business strategy into the leadership, organization, talent and culture capabilities required to deliver it
Architects the people side of the evolving operating model, including role clarity, spans and layers, leadership titles, decision rights and accountabilities across sectors, practices, geographies and operations functions
Leads workforce transformation as AI, automation, data and digital delivery reshape work, building new capabilities while preserving the design craft, professional judgment and client focus that defines the firm
Owns the firmwide talent architecture, including skills taxonomy, career pathways, succession planning, workforce planning, leadership pipeline health and talent mobility
Develops a live workforce-planning system that illustrates current capabilities, gaps, talent movement needs and which roles must be built, bought, borrowed or automated
Redesigns talent development for an outcome-based and technology-enabled future, including how emerging professionals learn the craft as production work becomes more automated
Owns executive succession and bench planning, including for future product, data, commercial, technology and design leadership capabilities
Builds leadership capability through executive development, coaching, high-potential programs and practical tools that help leaders manage teams through change
Leads a global, interdisciplinary Talent function across human resources, talent acquisition, learning & development, total rewards, HRIS, compliance, employee relations and people analytics
Establishes people metrics and business insights, including talent density, regretted attrition of key talent, skills coverage, leadership pipeline health, engagement, succession coverage and organizational effectiveness
Carries the culture through transformation and difficult decisions without breaking what makes people want to work at HKS
Protects the design soul of the firm while raising expectations for leadership, performance, collaboration and accountability
Models and holds others accountable to HKS values, including quality, learning, design excellence, trust, inclusion and responsible practice
Advances an inclusive culture and diversity in partnership with executive leadership
Oversees and actively invests in the professional development of staff through mentoring, performance management and career planning
Leads, mentors and develops the Talent team while building a healthy, high-trust environment and resolving conflict effectively
Earns credibility with a craft-driven, creative, licensed workforce through clear communication, practical judgment and genuine interest in design and the built environment
Owns compensation architecture and alignment to the operating model, including role levels, leadership accountabilities, performance differentiation, incentives and any future equity or ownership components
Partners with the leadership to connect rewards to business performance, leadership accountability, talent retention and long-term firm value
Directs the Talent investments toward measurable outcomes, tying workforce decisions to leverage, utilization, leadership capacity, project delivery and financial performance
Reduces leadership drag through disciplined delayering, clearer decision rights and better alignment between roles, rewards and responsibilities
Ensures reward follows contribution and addresses underperformance with fairness, clarity, courage and compassion
Identifies, maintains and cultivates essential relationships
Attracts and develops transformation-caliber leaders needed to take the firm into the future
Strengthens HKS's employer brand as the firm where top designers and future-firm talent want to build their careers
Represents the HKS people and culture story in industry and professional forums locally, nationally and globally
Fosters strategic relationships that expand the firm's ability to attract, retain and develop distinctive talent in support of business growth and client impact