Chief People Officer

Evidence Action

. Set the vision and strategy for the talent structure and people function .

Posted 10/7/2026full-timeRemote • United StatesLead💰 $220,000 - $240,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in talent acquisition, performance management, and building equitable compensation frameworks while leveraging AI tools to enhance people systems. Proven ability to design and implement effective hiring processes and manage workforce planning in alignment with organizational goals.

Highest-signal resume keywords

Talent Acquisition StrategyFull-Cycle RecruitingPerformance Management SystemsAI Tool FluencyLabor Law Compliance

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Talent AcquisitionPerformance ManagementCompensation FrameworksRecruitingSourcing StrategiesData AnalysisHiring ProcessesWorkforce PlanningEmployee RelationsOnboarding Systems

Soft Skills

CoachingLeadershipDiscretionCuriosityCreativity

Tools & Technologies

AI ToolsDashboardsPEO ManagementEOR Management

Industry Keywords

Human ResourcesPeople OperationsTalent ManagementLabor LawCultural NuancesLMIC Contexts

About the role

Key responsibilities & impact

Set the vision and strategy for the talent structure and people function
Align talent acquisition, retention and development, and HR administration with organizational values and priorities
Create AI-native people systems and processes across recruitment, onboarding, hiring, and performance management
Own recruiting end to end, including sourcing, pipeline development, structured assessments, offer construction, and closing
Develop sourcing strategies and maintain warm networks for senior and specialist roles
Design structured hiring processes with consistent evaluation and interview panels
Assess candidates' engagement and fluency with AI tools
Coach hiring managers to interview effectively, provide calibrated feedback, and make efficient decisions
Partner with leadership on role design, team boundaries, reporting structures, and sequencing of hires
Build and maintain high talent density and address performance and development needs
Coach leaders through performance issues and personnel decisions
Translate talent insights into headcount, development investment, and organizational structure decisions
Build and support cross-cultural teams and a shared global culture
Design onboarding, performance management, and development systems
Build equitable and defensible compensation frameworks across geographies
Build dashboards and tools for headcount, attrition, hiring velocity, compensation equity, and team health
Source and manage a PEO or EOR and establish employment contracts, payroll, benefits, and policies for the independent entity
Ensure labor law compliance, safeguarding, codes of conduct, reporting channels, and investigation protocols across operating jurisdictions
Own workforce planning and the people budget with the CFO
Serve as a strategic thought partner to the CEO and organizational leaders
Handle sensitive employee situations with discretion and judgment

Requirements

What you’ll need

12+ years in human resources, people operations, or talent roles, including senior leadership of a people function
Experience building people functions rather than inheriting established processes
Track record designing hiring, performance, or compensation systems from scratch
Demonstrated full-cycle recruiting experience, including sourcing and closing senior hires in competitive or thin-talent markets
Experience working in or across LMIC contexts
Understanding of distributed workforce dynamics, labor law variability, compensation equity across geographies, and cultural nuances of feedback and performance conversations
Credibility with senior leaders and experience handling sensitive situations
Strong analytical instincts; ability to build tools and analyze data independently
Curiosity and creativity with AI tools, including a testing mindset and eagerness to experiment with emerging technologies
Ability to assess AI fluency in candidates through personal practice
Comfort with ambiguity and fast iteration
Ability to manage multiple competing deadlines, dynamically reprioritize, embrace and structure ambiguity, and drive tasks to completion in a fast-paced environment
Experience standing up employment infrastructure for a new or spinning-out entity is a strong plus
Applicants must be legally authorized to work in the U.S.
Must be able to work within the United States for this fully remote role

Benefits

Comp & perks

Comprehensive benefits package
Health insurance
Vision insurance
Dental insurance
Retirement plans
Generous and flexible leave options
Other employee perks