Chief People Officer

The Chief People Officer (CPO) is responsible for defining and driving the People & Culture strategy to enable Heirs Technologies’ ambition of Execution Excellence and Enterprise Scale.

The role provides executive leadership across talent strategy, performance management, leadership development, organizational design, culture transformation, and workforce productivity, ensuring the organization has the right talent, structure, and capability to deliver revenue and business outcomes.

As a key member of the Executive Committee, the CPO partners with business leaders to build a high-performance, accountable, and values-driven organization, aligned to HT’s culture of Execution. Excellence. Enterprise.

People Strategy & Organizational Effectiveness

• Develop and execute a People & Culture strategy aligned to the company’s growth and revenue objectives

• Lead organizational design and workforce planning, ensuring alignment to the portfolio and squad-based operating model

• Drive productivity, efficiency, and workforce optimization across all business units

Performance Management & Accountability

• Own and continuously evolve the Performance Management Framework (PMF)

• Drive a culture of outcome-based performance, linking individual KPIs to enterprise revenue and delivery goals

• Lead performance governance, calibration, and executive reviews

• Ensure underperformance is addressed through structured interventions (PIPs, coaching, exits where required)

Leadership & Talent Development

• Build a strong leadership pipeline across all levels (Managers → Executives)

• Drive succession planning and critical role coverage

• Lead enterprise-wide learning and capability development strategy (technical, leadership, and behavioral)

• Embed a coaching culture to strengthen leadership effectiveness and decisionmaking

Culture & Employee Experience

• Champion and embed HT’s culture anchored on VOICED values and the 3Es (Doers, Star Performers, Leaders)

• Drive initiatives that strengthen engagement, accountability, and ownership mindset

• Lead employee experience programs, including EVP, wellness, recognition, and

workplace initiatives

• Ensure alignment between culture, performance, and business outcomes

Rewards, Compensation & Benefits

• Design and implement competitive compensation and benefits frameworks aligned with market benchmarks

• Oversee salary structure, incentives, and reward systems tied to performance outcomes

• Drive cost optimization while maintaining talent competitiveness

HR Operations & Governance

• Oversee end-to-end HR operations (recruitment, onboarding, payroll, employee relations, exits)

• Ensure strong policy governance, compliance, and risk management

• Leverage HR technology (e.g., Converge) to drive efficiency, data visibility, and automation

Talent Acquisition & Workforce Planning

• Lead strategic hiring for critical and revenue-driving roles

• Ensure a strong talent pipeline across key capability areas (Engineering, Cloud, Data, Cybersecurity, Commercial, etc.)

• Drive employer branding to position HT as a top talent destination

Executive Partnership & Board Engagement

• Act as a trusted advisor to the CEO and EXCO on people-related decisions and risks

• Present HR insights and metrics to the Board, including performance distribution, attrition, succession, and capability readiness

• Drive alignment between people strategy and business strategy

• Bachelor’s degree in Human Resources, Business Administration, or related field

• Master’s degree or MBA preferred

• Minimum of 15+ years’ experience in HR/People leadership roles, with at least 5–8 years at executive level

• Strong experience in technology, consulting, or fast-scaling organizations

• Proven track record in organizational transformation and culture change

• Strategic thinking and business acumen

• Leadership and executive presence

• Performance and results orientation

• Organizational design and change management

• Stakeholder management and influence

• Data-driven decision making

• Strong understanding of HR analytics and workforce metrics

Leadership Expectations (HT Framework)

• Value-Driven – Upholds integrity and enterprise values

• Outcome-Focused – Delivers measurable business results

• Innovative – Drives transformation and new ways of working

• Collaborative – Builds strong cross-functional partnerships

• Empathetic – Balances performance with people focus

• Disciplined – Ensures execution rigor and accountability

• Workforce productivity and revenue per employee

• Performance rating distribution and high performer retention

• Leadership pipeline strength and succession coverage

• Employee engagement and culture metrics

• Time-to-fill and quality of hire for critical roles

• Attrition (regrettable vs non-regrettable)

• Execution of People & Culture strategic initiatives