Chief people officer job description

A great chief people officer is key to a thriving business. They create a strong, engaged, and committed team and foster a positive work culture that helps attract and retain the best employees.

Unfortunately, many employers miss out on these advantages by hiring someone unfit for the gig. Much of this comes down to writing a subpar description for this role – one that focuses too much on the HR management side and neglects key qualities like leadership, resilience, and sound judgment.

 But don’t worry – we’ve got you covered. Below, we’ve created a chief people officer job description template that can help you use a skills-based approach to attract the right candidate for this crucial position.

Chief people officer job description template

Job Title: Chief People Officer (CPO)

Location: [Insert Location]

Reports To: Chief Executive Officer (CEO)

Job Type: [Full-time/Part-time/Contract]

About Us

[Company Name] is a forward-thinking organization dedicated to [briefly describe what the company does]. We prioritize our people as our most valuable asset, believing that a strong, engaged workforce is key to our success. Our commitment to [core values] shapes everything we do. We offer a dynamic environment where creativity thrives – and employees are empowered to make a real impact. 

Job Overview

We’re seeking an innovative and strategic Chief People Officer to lead our human resources and people strategy. This leader will perform a critical role in shaping and sustaining our company culture, driving talent acquisition and development, and ensuring a positive and productive work environment. This is an exceptional opportunity for a seasoned HR professional to make a significant impact on our organization’s growth and success.

Key Responsibilities

• Develop and implement a comprehensive people strategy that aligns with our company's mission, values, and long-term business objectives.

• Lead the human resources department, including recruitment, talent development, performance management, compensation and benefits, and employee relations.

• Foster a company culture that promotes employee engagement, collaboration, diversity, and inclusion.

• Design and execute talent acquisition strategies to attract high-quality talent and build a high-performing workforce.

• Oversee employee development programs, including training, mentorship, and leadership development initiatives.

• Collaborate with the executive team to ensure HR policies and practices support our company’s strategic goals.

• Manage the design and implementation of competitive compensation and benefits programs to attract and retain talent.

• Develop and monitor HR metrics and analytics to inform decision-making and measure the effectiveness of people strategies.

• Ensure company compliance with employment regulations and laws, maintaining a safe and equitable workplace.

• Serve as a trusted advisor to the CEO and other executives on people-related matters, providing strategic guidance and support.

Skills

• Strong understanding of HR best practices, including talent management, organizational development, and employee engagement.

• Exceptional leadership and interpersonal skills. 

• Strategic thinker with the ability to align people strategies with business objectives.

• Excellent communication skills. 

• In-depth knowledge of employment laws, regulations, and compliance.

• Proficiency in using HR software and analytics tools to drive data-informed decisions.

• Ability to manage change effectively and foster a positive company culture.

Preferred Experience and Education

• Bachelor’s degree in human resources, business administration, or a related field (or equivalent training or experience); or an advanced degree or HR certification (e.g., SHRM-SCP, SPHR).

• A minimum of [number] years’ experience in HR management, with at least [number] years in a senior leadership position.

• Experience in developing and implementing HR strategies in a rapidly growing or changing organization is a plus.

• Familiarity with international HR practices and managing a diverse, global workforce is advantageous.

Benefits

[List of benefits of working with your company, such as health insurance, paid leave, professional development opportunities, a collaborative and dynamic work environment that values creativity and innovation, etc.]

Application Instructions

If you are a strategic HR leader with a passion for developing people and driving organizational success, we invite you to apply for this role. Please submit your [application materials] to [email address] by [application deadline]. 

Why this chief people officer job description template works

This job description template is carefully designed to focus on what matters for someone entering this C-suite position. 

The company overview helps candidates understand more about your industry, products and services, and company values. Why is this critical? Because it attracts candidates who:

• Are passionate about aligning your workforce with the company’s mission

• Are well-versed in the labor laws and regulations of your particular industry

• Have a leadership style that resonates with your company's values

Providing a clear and concise job overview next shows candidates right away what the main expectations are and that leading HR is only one part of the equation – they must also be innovative and provide the company with a strong competitive advantage. 

Regarding responsibilities, we've provided just enough information to help applicants understand the diverse nature of the role without overwhelming them. Additionally, we've really focused on leadership, advisory, and strategy so anyone applying knows the position isn't just any HR leader position but one that has real and direct impacts on the company's success. 

The job description then zooms into what top candidates look like. We've prioritized skills so you can discover top talent – even those without formal qualifications like college degrees – as long as they're fully equipped with the right hard and soft skills.

Further, we've listed preferred credentials and experience to make it clear that this is a senior position and requires a solid foundation and track record. Finally, the job description closes by showcasing employee benefits that can really help set your company apart – and then provides clear instructions about how to apply for the role. 

🔍Hiring for other roles? Check out these skills-based job description templates for every role. 

Next steps: Attracting and assessing chief people officer candidates

A well-crafted job description is invaluable in attracting high-caliber candidates for your chief people officer role. But you still need a way to properly assess incoming applications and separate ideal leaders from those who don't quite fit the bill. 

TestGorilla's talent assessments are the quickest and most accurate way to do this. Our library of 400+ customizable tests helps you fairly assess applicants' skills and capabilities for the job. 

Combine up to five tests to create a custom chief people officer assessment for all your candidates. You can use the results of this assessment to shortlist candidates to interview. 

Here are our recommendations to get you started. 

Job-specific 

• HR Fundamentals test

• HR Management test

• Business Ethics and Compliance test

• Talent Acquisition test

Soft skills and situational judgment 

• Leadership and People Management test

• Communication test

Cognitive abilities 

• Problem Solving test

• Critical Thinking test

Personality and culture

• DISC test, Enneagram test, and other personality assessments

• Motivation test

• Culture Add test

Also, check out our executive-level interview questions when you reach the interview stage. 

Ultimately, evaluating candidates' hard and soft skills, cognitive abilities, personality traits, and cultural contributions can give you a complete picture of their real-life capabilities. This skills-based hiring approach is the best way to find someone who'll ace every part of the role. 

Sign up for a free TestGorilla account or schedule a free live demo today.

FAQs

Looking for more information? Here are our answers to some frequently asked questions. 

What is another name for a chief people officer?

A chief people officer (CPO) is sometimes referred to as a chief human resources officer (CHRO) – or simply the head of HR – in companies without a C-suite HR position. Some companies consider these roles to be different, with CHROs overseeing traditional HR functions like employee relations and recruitment and CPOs responsible for the overall employee experience, culture, and people strategy. 

What is the path to chief people officer?

Chief people officers must have a solid background in HR, leadership, and strategic planning. Many people in this role have worked their way up through training and development and have had direct experience in senior HR positions, such as HR director or head of HR. 

🔍Need to hire an HR director? Check out our complete guide to the HR director role. 

Who reports to the chief people officer? 

Typically, heads of different HR departments – such as talent acquisition, employee relations, and compensation – report to the chief people officer. For smaller companies or startups that don't have separate HR departments, HR managers usually report directly into the chief people officer.