Chief People Officer

Haydon Companies•Tempe, AZ

11d

About The Position

The Chief People Officer (CPO) provides strategic and operational leadership for Human Resources, Talent Acquisition, and Learning & Development across Haydon Companies and its affiliated business units. As a member of the Executive Leadership Team, the CPO develops and executes a scalable people strategy to support the company’s growth toward a $2 billion, multistate construction organization. The role focuses on building leadership capability, strengthening talent pipelines, developing career pathways, and implementing efficient people processes that support business expansion and operational excellence. The CPO is a hands-on, results-driven executive who leads across HR, Talent Acquisition, and Learning & Development. The role calls for expertise in organizational development, workforce planning, leadership development, and scalable people operations, as well as the ability to move between executive strategy and tactical execution. The CPO partners closely with Operations and business leaders to turn growth objectives into measurable workforce outcomes. The position combines office work with active construction project environments. Frequent travel between project and jobsite locations is required. The CPO must be able to walk active construction sites, comply with safety requirements, and wear required PPE. Occasional lifting and carrying of materials up to 25 pounds may be required, and hours may be flexible depending on project and onboarding needs.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
Minimum 12–15 years of progressive experience in Human Resources, Talent Acquisition, Organizational Development, or related People functions.
Minimum 7 years of senior leadership experience with responsibility for multiple People functions, departmental leaders, and organizational initiatives.
Demonstrated leadership across Human Resources, Talent Acquisition, and Learning & Development, including responsibility for enterprise-wide people strategies.
Experience building, implementing, or significantly scaling internal talent development programs, including leadership development, technical training, succession planning, and career pathways.
Success leading departmental leaders, setting performance expectations, managing resources, and delivering measurable business results.
Ability to scale people operations, workforce planning, and talent acquisition capabilities within a growing multisite or multistate organization.
Experience leading organizational transformation, process improvements, and technology initiatives that improve operational efficiency and support business expansion.
Strong business and financial acumen, including experience managing departmental budgets, evaluating investments, and aligning people initiatives with organizational objectives.
Strong understanding of recruiting strategies, workforce planning, compensation, employee relations, and employment compliance.
Ability to influence executive leaders and build productive relationships with field and corporate leadership.
Strong analytical and financial skills, including the ability to establish metrics, evaluate program effectiveness, and manage budgets.
Excellent communication, facilitation, coaching, and change management skills.
Ability to balance long-term strategic priorities with immediate operational demands and work directly alongside teams to solve problems, implement solutions, and drive results.
Frequent travel between project/jobsite locations and ability to walk active construction sites while complying with safety requirements.
Ability to wear required PPE on jobsites and occasionally lift and carry materials up to 25 pounds.
Ability to work flexible hours as project and onboarding needs require.
Candidates must have current and ongoing authorization to work in the United States without employer sponsorship.

Nice To Haves

Master’s degree preferred.
Experience in construction, engineering, infrastructure, manufacturing, or another field-intensive industry.
Experience supporting both craft/hourly and professional/salaried workforces.
SHRM-SCP, SPHR, or a relevant organizational development certification preferred.

Responsibilities

Develop and execute a comprehensive People strategy aligned with Haydon’s five-year growth objectives, business priorities, and geographic expansion.
Advise the CEO and Executive Leadership Team on organizational structure, workforce planning, leadership effectiveness, and talent investments.
Evaluate and strengthen organizational structure, leadership capabilities, staffing, and resources across Human Resources, Talent Acquisition, and Learning & Development.
Partner with business leaders to design scalable organizational structures, reporting relationships, and staffing models across divisions and states.
Lead organizational change initiatives and establish departmental goals, accountability standards, and performance indicators tied to business results.
Direct scalable technical, operational, and leadership training programs for craft, field operations, project management, and corporate functions.
Work with Operations leadership to identify skill gaps, establish training priorities, and ensure programs reflect business and field requirements.
Champion leadership development, career pathways, competency frameworks, and succession planning; support internal training capabilities through instructional design, subject matter experts, and operational leaders.
Set measurable expectations for training effectiveness, employee competency, leadership readiness, and business impact.
Evaluate recruiting team structure, resources, systems, and processes to support workforce growth and geographic expansion.
Lead Talent Acquisition strategy for increasing workforce demands, new markets, and multistate operations.
Partner with Operations to forecast staffing needs, identify critical positions, and establish proactive recruiting strategies for craft, professional, technical, and leadership roles.
Strengthen recruiting processes, candidate experience, employment branding, and hiring manager accountability.
Develop talent pipelines through trade schools, universities, industry partnerships, apprenticeship programs, and internal development.
Establish recruiting performance metrics, including time-to-fill, quality of hire, retention, and recruiting effectiveness.
Evaluate HR service delivery, departmental capacity, systems, and processes to ensure efficient, consistent support across an expanding multistate workforce.
Provide executive oversight of employee relations, compensation, benefits, performance management, compliance, and employee engagement.
Establish scalable HR policies and practices across divisions and states while ensuring compliance with applicable employment laws.
Strengthen performance management, compensation structures, job architecture, and career progression frameworks.
Drive process improvements, automation, and HR technology utilization to improve efficiency, accuracy, and employee experience.
Partner with Finance, Legal, IT, and Operations to align people programs with business requirements and financial objectives.
Develop workforce analytics and reporting to support informed executive decisions.
Champion Haydon’s core values and reinforce a culture of accountability, collaboration, employee development, and operational excellence.
Partner with leadership to strengthen employee engagement, retention, communication, and organizational effectiveness.
Establish leadership expectations that promote coaching, performance accountability, and employee growth.
Support cultural consistency and organizational integration as Haydon expands into new markets, locations, and business units.
Lead, coach, and develop departmental leaders across Human Resources, Talent Acquisition, and Learning & Development.
Establish departmental responsibilities, priorities, performance expectations, and accountability for results.
Assess departmental effectiveness, leadership capabilities, staffing, resources, and processes, and implement improvements to support organizational growth.
Manage departmental budgets and prioritize investments based on business impact and operational efficiency.
Maintain a visible, hands-on leadership presence, supporting process improvements, organizational initiatives, and resolution of complex business challenges.
Travel frequently between project and jobsite locations; walk active construction sites and comply with site safety requirements.
Wear required Personal Protective Equipment (PPE) at jobsites and occasionally lift and carry materials up to 25 pounds.