Chief People Officer (CPO)

Verndale LLC•Boston, MA

5d•$250,000 - $350,000•Remote

About The Position

Reporting directly to the Chief Executive Officer, the Chief People Officer (CPO) will be a key member of the executive leadership team and a trusted advisor to senior management. This leader will drive the professionalization and evolution of the firm’s people function—building scalable systems, policies, and programs that strengthen leadership capability, enhance performance, and sustain a high-performing culture across the U.S., Canada, and LATAM. The CPO will lead initiatives across all critical areas of the people strategy, including partner development and coaching, performance management, compensation and benefits, learning and development, culture and engagement, organizational design and capacity planning, and HR operations and compliance. This role will be instrumental in shaping a cohesive, growth-oriented organization that aligns talent, culture, and structure with the firm’s strategic goals.

Requirements

Bachelor's degree in human resources, Business, or a related field; Master’s degree preferred.
15+ years of progressive HR leadership experience with proven executive-level impact.
Possesses a recognized senior-level HR certification such as SHRM-SCP, SPHR, or GPHR (or equivalent).
Demonstrated ability to design and implement people strategies that deliver measurable impact, using data and metrics to prove ROI and organizational value.
Proven success building and scaling HR infrastructure in multi-office, growth-stage, or private equity–backed environments.
7+ years' experience within professional services or consulting organizations.
Strategic thinker with strong business acumen, analytical capability, and sound judgment.
Skilled at coaching and influencing senior leaders, fostering collaboration, and navigating ambiguity and change.

Responsibilities

Develop and execute a comprehensive people strategy aligned with the company's growth and cultural objectives.
Advise the CEO and executive leadership team on organizational design, leadership effectiveness, and workforce strategy.
Scale a best-in-class HR function that combines strategic leadership with operational excellence.
Partner with business leaders to ensure HR initiatives reinforce a performance-driven culture.
Redesign performance management to promote accountability, transparency, and continuous development.
Lead a structured partner and leadership development program to strengthen capability and succession readiness.
Provide executive coaching and developmental feedback to senior professionals.
Implement a firmwide learning and development framework to enhance consulting and leadership skills.
Lead talent acquisition and onboarding across multiple geographies, ensuring consistent quality and cultural alignment.
Partner with practice leaders to forecast workforce needs and manage capacity planning.
Build strong partnerships with internal recruiting team and external firms to attract and retain top-tier talent.
Oversee total rewards strategy, ensuring competitiveness, equity, and alignment with business objectives.
Manage payroll, benefits, and compliance across multiple jurisdictions.
Establish scalable HR systems, policies, and controls that support growth and operational consistency.
Lead HR due diligence and integration efforts for potential acquisitions.
Define, communicate, and embed company values and desired behaviors to promote collaboration, excellence, and accountability.
Design and lead initiatives that strengthen engagement, inclusion, and retention.
Balance empathy and discipline in managing the dynamics of a high-achieving environment.