Chief People Officer; Remote

Experience: 10–15 years of progressive People/HR experience, including at least 5 years in executive leadership

Core Areas: People Strategy, Human Capital Management, Organizational Development, Change Management, Labor Relations, Employee Engagement, HR Operations, Leadership Development

Compensation: $260,000–$280,000 annually

Travel: Occasional travel as needed

The Chief People Officer will provide executive leadership for enterprise-wide people strategy, human capital management, organizational development, and HR operations. Reporting directly to the Chief Executive Officer, this position will develop and execute a scalable people and culture strategy aligned with long-term organizational objectives. Key priorities include workforce planning, organizational transformation, employee engagement, leadership development, and building a high-accountability HR infrastructure for a distributed workforce.

This executive role combines strategic leadership with hands‑on oversight of labor relations, collective bargaining agreements, payroll, total rewards, leave administration, and HR compliance. The position will lead the People team, advise executive leadership on organizational design and change management, and strengthen HR systems supporting employees in high‑stress, 24/7, and shift‑based crisis‑service environments. Success requires data‑informed decision‑making, inclusive people practices, and experience managing organizational change across remote teams.

• Define and execute a comprehensive people and culture strategy that aligns workforce planning, organizational development, and HR priorities with multi‑year strategic goals.
• Serve as a trusted strategic advisor to the CEO and executive leadership on organizational design, change management, leadership development, and workforce effectiveness.
• Lead significant organizational transformation initiatives, using people analytics, workforce data, and performance metrics to inform decisions and improve organizational effectiveness.
• Develop scalable HR frameworks and operating practices that strengthen accountability, organizational resilience, and collaboration across distributed teams.

• Direct, mentor, coach, and develop the People team, establishing clear accountability, data‑informed execution, and effective HR leadership practices.
• Design and implement an organization‑wide employee engagement strategy that builds trust, gathers employee feedback, and measures workforce sentiment.
• Integrate diversity, equity, inclusion, and belonging (DEIB) principles into organizational culture, HR systems, operational processes, and every stage of the employee lifecycle.
• Develop an inclusive workplace culture that balances employee support, empathy, professional boundaries, and organizational accountability.
• Partner with executive and People leadership in the organization’s Mexico operations to support cross‑border collaboration, organizational alignment, and cultural integration.

• Partner with General Counsel to lead labor relations and manage compliance with collective bargaining agreements covering union‑represented employees.
• Oversee employee relations practices that support consistent policy application, workforce stability, and effective management of labor‑related matters.
• Build comprehensive learning and development programs, including organization‑wide professional development, mentorship initiatives, and leadership training.
• Establish development pathways that strengthen management capabilities and provide targeted support for first‑time managers.

• Oversee and strengthen foundational HR operations, including…