Chief People Officer Jobs
Chief People Officer jobs are open across technology, healthcare, financial services, retail, and professional services, from growth-stage startups to large enterprises, with specializations in organizational development, total rewards, and talent strategy. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 17+ Chief People Officer jobs
July 7, 2026
Chief People Officer - Washington, DC
Join McKissack & McKissack's team! We have an immediate opening for a Chief People Officer in Washington, D.C. or Chicago, IL. Apply now for this exciting opportunity!
McKissack is a national program, project, and construction management firm, with additional capabilities in project controls and architecture and interiors. The firm delivers complex capital programs for public and private sector clients across the country and is entering a major growth phase supported by a pipeline exceeding $300M in potential fees.
The Chief People Officer is responsible for ensuring the firm has the leadership, talent, and organizational capacity required to scale while preserving its culture. This role directly enables revenue growth, strengthens project delivery, and builds the leadership bench needed to support a national platform.
This is a growth leadership role first. The CPO builds the workforce strategy, recruiting engine, and leadership pipeline required to support sustained growth, align staffing with project demand, and reduce executive and operational strain as the firm expands.
The primary measure of success for this role is ensuring the firm has the talent, leadership capacity, and organizational infrastructure required to deliver its growth strategy.
Responsibilities
Translate business pipeline into workforce plans by role, market, and project lifecycle; ensure staffing capacity aligns with revenue targets and delivery timelines
Build and lead a high-performing recruiting function; create repeatable pipelines for Program Executives, Project Managers, technical leaders, and early career talent
Partner with CEO and President on critical hires; drive hiring velocity, candidate quality, and market positioning in competitive talent environments
Partner with executive leadership to forecast staffing requirements for strategic pursuits and major program wins, ensuring organizational readiness ahead of demand.
Develop leadership bench strength; create clear career pathways, such as from PM to Senior PM to Project Executive, and accelerate high-potential talent.
Design and refine organizational structure to support growth; establish appropriate spans of control and build a strong middle management layer.
Implement performance management systems that tie individual performance to project outcomes, utilization targets, and company objectives.
Address underperformance quickly and consistently; reinforce a culture of accountability, ownership, and measurable results.
Preserve and scale company culture; align talent practices with mission and values while reducing burnout and voluntary turnover.
Serve as strategic advisor to executive leadership; provide clear insights on organizational health, risks, and capacity gaps.
Design and manage total rewards programs; align compensation, incentives, and career paths with performance, market conditions, and growth objectives.
Establish clear career architecture across all roles; support development, retention, and internal mobility.
Qualifications
- 20+ years of progressive people leadership experience, including senior executive responsibility in a scaling organization.
- Proven experience scaling professional services, AEC, infrastructure, or project-based firm from approximately 200 to 500 plus employees; AEC industry experience is a plus.
- Deep understanding of project-based business models, including utilization, billability, project staffing, and ramp-up and ramp-down dynamics.
- Demonstrated success building recruiting engines, leadership pipelines, and performance management systems from the ground up.
- Builder mindset with a track record of creating systems and teams, not just maintaining existing HR functions.
- Strong executive presence with the ability to influence senior leaders, challenge decisions, and operate as a true business partner.
- Data-driven with strong business acumen; uses metrics to drive decisions while applying sound judgment on people and culture.
- Experience designing total rewards programs, compensation structures, and career progression frameworks in competitive markets.
- Salary range: $275,000 - $350,000/yearly (dependent on years of experience, competency, location)
- Employee Benefits:
- Medical Insurance
- Dental Insurance
- Vision Insurance
- Flexible Spending Account (FSA)
- Health Savings Account (HSA)
- Dependent Care
- Commuter Benefits
- Tuition Assistance
- Adoption Assistance
- Matching 401k Plan
- Company-paid holidays
- Paid-Time-Off (PTO)
- Employee Assistance Program (EAP)
- Life Insurance
- Short and Long-Term Disability Insurance
- Marketplace Perks-at-Work
Equal Employment Opportunity Statement
- McKissack & McKissack is committed to providing equal employment opportunities to all employees and applicants. We prohibit discrimination based on race, color, religion, national origin, sex (including pregnancy, childbirth, and related conditions), sexual orientation, gender identity or expression, age, marital status, genetic information, disability, veteran status, or any other protected characteristic under federal, state, and local laws.
- This statement applies to all employment practices, including recruitment, hiring, promotion, compensation, benefits, training, and termination. Salary ranges will be disclosed where required by law (e.g., CA, CO, NY, MA). Applicants needing reasonable accommodation during the application or interview process should contact HR@mckinc.com
- Our aim is for the company to be representative of all sections of society and that each employee feels respected and able to give their best. We are committed to a policy of treating all our employees and job applications equally.
July 7, 2026
Chief People Officer - Washington, DC
Join McKissack & McKissack's team! We have an immediate opening for a Chief People Officer in Washington, D.C. or Chicago, IL. Apply now for this exciting opportunity!
McKissack is a national program, project, and construction management firm, with additional capabilities in project controls and architecture and interiors. The firm delivers complex capital programs for public and private sector clients across the country and is entering a major growth phase supported by a pipeline exceeding $300M in potential fees.
The Chief People Officer is responsible for ensuring the firm has the leadership, talent, and organizational capacity required to scale while preserving its culture. This role directly enables revenue growth, strengthens project delivery, and builds the leadership bench needed to support a national platform.
This is a growth leadership role first. The CPO builds the workforce strategy, recruiting engine, and leadership pipeline required to support sustained growth, align staffing with project demand, and reduce executive and operational strain as the firm expands.
The primary measure of success for this role is ensuring the firm has the talent, leadership capacity, and organizational infrastructure required to deliver its growth strategy.
Responsibilities
Translate business pipeline into workforce plans by role, market, and project lifecycle; ensure staffing capacity aligns with revenue targets and delivery timelines
Build and lead a high-performing recruiting function; create repeatable pipelines for Program Executives, Project Managers, technical leaders, and early career talent
Partner with CEO and President on critical hires; drive hiring velocity, candidate quality, and market positioning in competitive talent environments
Partner with executive leadership to forecast staffing requirements for strategic pursuits and major program wins, ensuring organizational readiness ahead of demand.
Develop leadership bench strength; create clear career pathways, such as from PM to Senior PM to Project Executive, and accelerate high-potential talent.
Design and refine organizational structure to support growth; establish appropriate spans of control and build a strong middle management layer.
Implement performance management systems that tie individual performance to project outcomes, utilization targets, and company objectives.
Address underperformance quickly and consistently; reinforce a culture of accountability, ownership, and measurable results.
Preserve and scale company culture; align talent practices with mission and values while reducing burnout and voluntary turnover.
Serve as strategic advisor to executive leadership; provide clear insights on organizational health, risks, and capacity gaps.
Design and manage total rewards programs; align compensation, incentives, and career paths with performance, market conditions, and growth objectives.
Establish clear career architecture across all roles; support development, retention, and internal mobility.
Qualifications
- 20+ years of progressive people leadership experience, including senior executive responsibility in a scaling organization.
- Proven experience scaling professional services, AEC, infrastructure, or project-based firm from approximately 200 to 500 plus employees; AEC industry experience is a plus.
- Deep understanding of project-based business models, including utilization, billability, project staffing, and ramp-up and ramp-down dynamics.
- Demonstrated success building recruiting engines, leadership pipelines, and performance management systems from the ground up.
- Builder mindset with a track record of creating systems and teams, not just maintaining existing HR functions.
- Strong executive presence with the ability to influence senior leaders, challenge decisions, and operate as a true business partner.
- Data-driven with strong business acumen; uses metrics to drive decisions while applying sound judgment on people and culture.
- Experience designing total rewards programs, compensation structures, and career progression frameworks in competitive markets.
- Salary range: $275,000 - $350,000/yearly (dependent on years of experience, competency, location)
- Employee Benefits:
- Medical Insurance
- Dental Insurance
- Vision Insurance
- Flexible Spending Account (FSA)
- Health Savings Account (HSA)
- Dependent Care
- Commuter Benefits
- Tuition Assistance
- Adoption Assistance
- Matching 401k Plan
- Company-paid holidays
- Paid-Time-Off (PTO)
- Employee Assistance Program (EAP)
- Life Insurance
- Short and Long-Term Disability Insurance
- Marketplace Perks-at-Work
Equal Employment Opportunity Statement
- McKissack & McKissack is committed to providing equal employment opportunities to all employees and applicants. We prohibit discrimination based on race, color, religion, national origin, sex (including pregnancy, childbirth, and related conditions), sexual orientation, gender identity or expression, age, marital status, genetic information, disability, veteran status, or any other protected characteristic under federal, state, and local laws.
- This statement applies to all employment practices, including recruitment, hiring, promotion, compensation, benefits, training, and termination. Salary ranges will be disclosed where required by law (e.g., CA, CO, NY, MA). Applicants needing reasonable accommodation during the application or interview process should contact HR@mckinc.com
- Our aim is for the company to be representative of all sections of society and that each employee feels respected and able to give their best. We are committed to a policy of treating all our employees and job applications equally.
Chief People Officer Jobs by Experience Level
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Find Chief People Officer JobsChief People Officer Job Market
Who's Hiring
Top Industries Hiring
- Consulting & Professional Services
What Employers Look For
The qualifications that appear most often in chief people officer jobs.
- 15 or more years of progressive HR leadership experience, including at least five in a senior executive role
- Demonstrated experience building and scaling HR functions through significant organizational growth or transformation
- Strong background in talent acquisition, organizational design, and total rewards strategy
- Proven ability to partner with CEOs, boards, and executive leadership teams on workforce planning
- Experience leading HR technology modernization, including HRIS implementation and people analytics adoption
- Bachelor's degree required, with an advanced degree in HR, business, or organizational psychology preferred
Tips for Your Chief People Officer Job Search
Quantify people outcomes on your resume
CPO-level hiring committees want to see the scale you have owned and the results you drove. Replace vague claims with specifics: workforce size managed, voluntary attrition reduced, engagement scores improved, or time-to-fill shortened across functions.
Show board and executive partnership experience
Most chief people officer postings require demonstrated experience presenting to boards or partnering with a CEO through a major change. Call out compensation committee work, org redesigns, or CEO succession projects explicitly in your summary and work history.
Apply early to roles that fit
Migrate Mate lists chief people officer openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target your search by stage and sector
A pre-IPO company needs a CPO who can build HR infrastructure from scratch, while a mature enterprise wants one who can optimize at scale. Filter openings by company size and funding stage so your application lands where your experience is directly relevant.
Prepare a people-strategy case study for interviews
CPO panels routinely ask you to walk through a workforce transformation you led end to end. Prepare a structured narrative covering diagnosis, design choices, stakeholder buy-in, execution challenges, and measurable outcome, ready to adapt for any interview format.
Negotiate total compensation across all components
CPO packages typically combine base, annual bonus, long-term incentives, and sometimes a signing grant. Know which components are most negotiable in your target sector before your first offer conversation so you can push on the right levers without stalling the process.
Chief People Officer Jobs: Frequently Asked Questions
Which companies are hiring the most chief people officers?
McKissack & McKissack, Fortive, and SanDisk are hiring the most chief people officers right now, with openings concentrated in Massachusetts, Texas, and District of Columbia, based on current listings on Migrate Mate as of July 2026. Demand is particularly strong at companies undergoing rapid growth, post-merger integration, or executive leadership transitions.
How many chief people officer jobs are remote?
About 67% of chief people officer openings are fully remote or hybrid as of July 2026, though the role's board visibility and cross-functional leadership demands mean many employers prefer proximity to headquarters. Remote arrangements are most common in people analytics, total rewards strategy, and HR technology leadership sub-functions, where day-to-day presence is less critical.
How do you become a chief people officer?
Most chief people officers move up through HR business partner or VP of HR roles, progressively taking on larger workforce scope and broader strategic ownership. Building credibility with CEOs and boards is essential, as is leading at least one major transformation such as a culture change, org redesign, or M&A integration. Gaining exposure to compensation governance and executive talent planning accelerates the path significantly.
Can you get a chief people officer role with limited executive experience?
A direct CPO title is rare without prior VP or SVP HR experience, but smaller companies and startups sometimes hire experienced HR directors into the CPO seat when they need someone to build the function for the first time. Positioning yourself as a builder rather than an optimizer, and demonstrating board-level communication ability, strengthens your case at organizations where the role is being created rather than backfilled.
What does the chief people officer interview process look like?
CPO interviews typically begin with an initial conversation with the CEO or a retained search partner, followed by panel interviews with the executive leadership team and, in many cases, presentations to the board or a compensation committee. Candidates are often asked to complete a people strategy assessment or present a first-90-days plan. The full process commonly runs across multiple rounds and takes several weeks from first contact to offer.
Where can I find and apply to chief people officer jobs?
You can find and apply to chief people officer jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that match your background and target sector, and apply directly to each listing that fits.
See All 17 Chief People Officer Jobs
Find roles that match your experience and apply in just a few clicks.
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