Chief People Officer

Mckissack & Mckissack•Washington, DC

20h•Hybrid

About The Position

Join McKissack & McKissack's team! We have an immediate opening for a Chief People Officer in Washington, D.C. or Chicago, IL. Apply now for this exciting opportunity! McKissack is a national program, project, and construction management firm, with additional capabilities in project controls and architecture and interiors. The firm delivers complex capital programs for public and private sector clients across the country and is entering a major growth phase supported by a pipeline exceeding $300M in potential fees. The Chief People Officer is responsible for ensuring the firm has the leadership, talent, and organizational capacity required to scale while preserving its culture. This role directly enables revenue growth, strengthens project delivery, and builds the leadership bench needed to support a national platform. This is a growth leadership role first. The CPO builds the workforce strategy, recruiting engine, and leadership pipeline required to support sustained growth, align staffing with project demand, and reduce executive and operational strain as the firm expands. The primary measure of success for this role is ensuring the firm has the talent, leadership capacity, and organizational infrastructure required to deliver its growth strategy.

Requirements

20+ years of progressive people leadership experience, including senior executive responsibility in a scaling organization.
Proven experience scaling professional services, AEC, infrastructure, or project-based firm from approximately 200 to 500 plus employees; AEC industry experience is a plus.
Deep understanding of project-based business models, including utilization, billability, project staffing, and ramp-up and ramp-down dynamics.
Demonstrated success building recruiting engines, leadership pipelines, and performance management systems from the ground up.
Builder mindset with a track record of creating systems and teams, not just maintaining existing HR functions.
Strong executive presence with the ability to influence senior leaders, challenge decisions, and operate as a true business partner.
Data-driven with strong business acumen; uses metrics to drive decisions while applying sound judgment on people and culture.
Experience designing total rewards programs, compensation structures, and career progression frameworks in competitive markets.

Responsibilities

Translate business pipeline into workforce plans by role, market, and project lifecycle; ensure staffing capacity aligns with revenue targets and delivery timelines
Build and lead a high-performing recruiting function; create repeatable pipelines for Program Executives, Project Managers, technical leaders, and early career talent
Partner with CEO and President on critical hires; drive hiring velocity, candidate quality, and market positioning in competitive talent environments
Partner with executive leadership to forecast staffing requirements for strategic pursuits and major program wins, ensuring organizational readiness ahead of demand.
Develop leadership bench strength; create clear career pathways, such as from PM to Senior PM to Project Executive, and accelerate high-potential talent.
Design and refine organizational structure to support growth; establish appropriate spans of control and build a strong middle management layer.
Implement performance management systems that tie individual performance to project outcomes, utilization targets, and company objectives.
Address underperformance quickly and consistently; reinforce a culture of accountability, ownership, and measurable results.
Preserve and scale company culture; align talent practices with mission and values while reducing burnout and voluntary turnover.
Serve as strategic advisor to executive leadership; provide clear insights on organizational health, risks, and capacity gaps.
Design and manage total rewards programs; align compensation, incentives, and career paths with performance, market conditions, and growth objectives.
Establish clear career architecture across all roles; support development, retention, and internal mobility.