Chief People Officer

Job description

Job Title: Chief People Officer

Location: 100% Remote (US Based Only)

We cannot sponsor or transfer any visas, of any kind, at this time*

Reports To: Chief Executive Officer

Estimated salary range: $275,000 to $350,000

The salary offered for this position will be based on a candidate’s experience and skill demonstrated during interviews and other evaluations

Position Overview:

The Chief People Officer is a C-suite executive and key architect of Ocient’s people strategy during a defining growth phase. Reporting directly to the CEO, the CPO will build the talent infrastructure, culture, and leadership capability needed to scale from a high-velocity startup into a durable, high-performance organization. This is a hands-on, highly visible role for an operator who thrives in ambiguity, moves fast, and knows how to build people programs that actually accelerate the business — not slow it down.

The right candidate has been a senior people leader at a growth-stage technology company, understands the pace and complexity of scaling through rapid headcount growth, restructuring, or M&A, and brings the credibility and judgment to counsel the CEO and executive team on all people matters.

Core Responsibilities:

Executive Partnership & People Strategy

Serve as a trusted advisor and strategic partner to the CEO and executive team, translating business strategy into a forward-looking people roadmap with clear priorities, owners, and milestones — revisited quarterly as conditions shift

Bring a founder’s mindset to people strategy: think in systems, move with urgency, and build for scale without over-engineering

Champion company culture — internally and externally — preserving the high-ownership, high-trust values of a startup while professionalizing the organization for the next stage of growth

Serve as a visible advocate for Ocient’s people brand in recruiting markets, investor conversations, and the broader tech ecosystem

Lead workforce planning, org design, and headcount modeling in close partnership with the CEO and functional leaders — anticipating growth needs 6–12 months out

Organizational Development & Leadership

Design and implement leadership development, onboarding, and performance frameworks that build a high-performance culture without bureaucracy

Build and mentor a lean, high-performing HR/People team — leveling up existing talent and making targeted hires as the business scales

Drive org design decisions that improve accountability, reduce friction, and enable the company to move faster

Total Rewards & People Operations

Own total rewards strategy, including competitive compensation benchmarking, benefits, incentive programs, and equity — with deep expertise in pre-IPO equity structures (options/RSUs)

Oversee the full employee lifecycle: onboarding, development, performance, retention, and offboarding

Implement and optimize HRIS and people analytics tools to drive data-informed decisions; define and report on key people metrics to the CEO and Board

Manage employee relations, investigations, and conflict resolution with speed and discretion

Compliance & Risk

Ensure compliance with federal, state, and local employment laws across multiple jurisdictions, developing scalable policies that meet legal requirements without unnecessary process

Partner with legal counsel on employment matters, contractor classification, and risk mitigation

Oversee regulatory reporting and filings (EEO, FMLA, ADA, FLSA, etc.)

Ideal Qualifications:

12–18+ years of progressive HR/People experience, with at least 5–7 years at the VP, SVP, or CPO level

Proven growth-stage operator: you’ve been a senior people leader at a high-growth technology company — ideally through a period of 2x–5x+ headcount scaling, restructuring, or M&A — and you know what it takes to build people infrastructure at speed

Player-coach profile: you’ve operated at C-suite or VP level and still do the work yourself — writing JDs, running interviews, managing ER cases, pulling comp analyses. You don’t wait for a team

Data-driven mindset: you use people metrics to make decisions, communicate business impact, and prioritize your team’s work

Total rewards expertise: deep experience in compensation benchmarking, benefits strategy, and pre-IPO equity (options/RSUs)

Multi-state and/or global HR experience: comfortable managing people programs across multiple jurisdictions and regulatory environments

Executive-level credibility: proven ability to partner with CEOs, Boards, and investors on sensitive people matters and organizational decisions

Business and financial acumen: experienced with headcount planning, budgeting, and making the financial case for people investments

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; Master’s or MBA preferred; or equivalent experience

An Exceptional Candidate Will Have:

Experience at a company that has navigated a significant inflection point: Series C+ fundraise, pre-IPO readiness, acquisition, or rapid geographic expansion

Background in data infrastructure, enterprise software, or deep tech — you understand what it takes to hire and retain rare technical talent

Experience in a company selling into government, defense, or intelligence sectors (familiarity with clearance considerations a plus)

Executive HR certification such as SHRM-SCP or SPHR

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Who can apply

Review the original listing for work authorization, qualifications and employer requirements.