Chief People Officer

Infillion•Los Angeles, IL

5d•Hybrid

About The Position

Infillion is seeking a Chief People Officer to lead the full People function across the Americas (North America & Costa Rica). This role spans talent acquisition, total rewards, culture, organizational design, compliance, and M&A integration. Reporting to the COO, the CPO will serve as a trusted strategic partner to the Executive Leadership Team and a key driver of business transformation. This is a builder’s role for a leader who is adept at both senior leadership strategy and operational execution, capable of architecting long-range people strategy and also handling day-to-day processes, coaching, and complex employee matters. Success requires a blend of strategic vision, tactical execution, and relational fluency to influence outcomes in a fast-moving, matrixed organization.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field.
10+ years of progressive HR leadership experience in a rapidly changing, growth-oriented, and performance-driven environment.
Demonstrated experience setting strategic direction for the HR function and serving as a trusted advisor and confidant to senior leaders.
Proven success operating both strategically and tactically; able to architect a vision and personally execute against it.
Deep experience influencing across a complex, cross-functional organization, including building productive relationships with all stakeholders.
Strong business acumen and commercial fluency - a working knowledge of how strategies translate into results, and how People decisions impact the bottom line.
Track record of building trust at scale - with executives, managers, and individual contributors—through consistency, transparency, and sound judgment.
Demonstrated ability to manage the People Operations budget and other key financial measures of the function.
Advanced proficiency with technology; comfort with modern HRIS, ATS, people analytics and Ai tools.

Nice To Haves

Experience leading the people workstream in M&A diligence and integration is strongly preferred.

Responsibilities

Define and drive the company-wide People Operations strategy, workforce plan, and organizational effectiveness agenda in direct support of business growth and transformation.
Serve as a thought partner and trusted advisor to the CEO, COO, and broader Executive Leadership Team on all matters of talent, culture, organizational design, and change.
Partner with Finance on workforce planning and headcount strategy, ensuring alignment with investment thesis and expense targets.
Lead the people workstream across M&A diligence and post-close integration—cultural assessment, organizational design, retention, harmonization of programs, and change management.
Establish a meaningful HR metrics and analytics framework, delivering insights that enable data-informed decisions at every level of leadership.
Lead and develop the People Operations team—People Business Partners, Generalists, and functional specialists across Talent Acquisition, Benefits, and HRIS—while partnering closely with Payroll within Accounting to ensure accuracy and timeliness.
Build and refine the People Operations Team Charter, goals, and operating cadence; manage resource allocation, budget, milestones, and risk.
Establish, document, and continuously improve standard operating procedures across every People Operations function with clear ownership and accountability.
Own People Operations compliance across all employment laws and regulations, including required regulatory and compliance reporting, in partnership with internal and external legal counsel.
Oversee Total Rewards, including compensation philosophy, structure, and administration; lead the Benefits strategy and programs to ensure offerings are competitive, cost-effective, and aligned with business goals.
Operationalize company culture through systems, rituals, and feedback loops—elevating employee engagement, recognition, and connection across a distributed workforce.
Coach and counsel leaders on talent management, performance, organizational design, and complex employee relations matters.
Champion an inclusive environment where every employee feels welcomed, valued, and equipped to do the best work of their career.
Partner with leaders to design teams and roles that scale with the business, with a clear point of view on capability gaps and succession.