Chief People and Culture Officer Regional Municipality

About our Client:
Confidential

The Global Chief People Officer (CPO) is a senior executive responsible for shaping and leading the organization’s global people strategy across all regions. This role will unify and elevate the HR function to drive organizational effectiveness, strengthen leadership capability, and cultivate a high‑performing, values‑driven culture aligned with the organization’s mission and growth.

The CPO will play a critical role in shaping enterprise strategy, enabling organizational scale, and ensuring the organization’s leadership, talent, and culture evolve to meet long‑term business and mission objectives.

This is a pivotal role for a systems‑minded leader who brings both strategic vision and operational rigor, and who thrives in complex, multicultural, mission‑driven environments.

• Define and lead a multi‑year global people strategy aligned with the organization’s mission, values, and growth priorities.
• Partner with the CEO and Executive Leadership Team to shape enterprise strategy, organizational priorities, and long‑term growth plans.
• Embed and operationalize the organization’s values across the organization, ensuring they shape leadership behavior, decision‑making, and people practices.
• Build and sustain a high‑performing, inclusive culture that strengthens engagement, accountability, and organizational impact.
• Drive organizational design and development to ensure structures, roles, and ways of working enable scale and effectiveness.
• Lead enterprise‑wide workforce planning and succession strategies to support long‑term sustainability.
• Oversee executive succession planning and leadership pipeline development in partnership with the CEO and Board.
• Build leadership capability across all levels through targeted development, coaching, and mentorship.
• Coach and advise the CEO and Executive Leadership Team to strengthen leadership effectiveness, alignment, and impact.
• Partner with regional leaders to attract, develop, and retain high‑performing, mission‑aligned talent.
• Establish and govern consistent global people practices, policies, and frameworks across all regions.
• Lead and mentor a distributed global HR team, ensuring alignment, capability, and accountability.
• Oversee HR operations across all countries, ensuring consistency, efficiency, and compliance.
• Guide the integration and optimization of HR systems, data, and people analytics to inform decision‑making.
• Ensure equitable and competitive compensation and benefits practices across diverse geographies.
• Serve as a strategic advisor to the executive team on organizational effectiveness, culture, talent risks, and workforce decisions.
• Establish and uphold global standards for employee well‑being, safety, and duty of care while leading change management efforts to support growth and expansion.
• Lead enterprise change management and transformation initiatives associated with organizational growth, scaling, and evolving operating models.
• Provide regular insights and reporting to the CEO and Board regarding organizational health, leadership capability, succession readiness, culture, and workforce risk.
• Represent the organization externally as an ambassador for the organization’s culture, leadership philosophy, and employer brand.

• 20 plus years of progressive HR leadership experience, including at least 7 years in global or multi‑country roles.
• Previous experience serving as a Chief People Officer, CHRO, or equivalent enterprise level people executive.
• Experience in the technology sector or supporting technology‑enabled organizations.
• Solid background in organizational development, leadership transformation, and culture evolution within complex global organizations.
• Deep expertise in organizational development, enterprise change leadership, and executive team effectiveness.
• Demonstrated success building and executing people strategies in fast‑growing, complex organizations.
• Proven experience serving as the senior‑most HR leader during a period of significant organizational transformation or in an early‑stage organization, with responsibility for building or rebuilding the HR function from the ground…