Chief People Officer
Posted on 9/11/2023
Experience Level
Desired Skills
Branding/Brand Strategy
Market Research
Mergers & Acquisitions (M&A)
Business & Strategy
  • You've been an integral part of fast-growing, high-performing tech companies throughout your career as a People and Culture leader. You have a strong background in creating HR programs that can easily scale as the organization grows. You understand the complexities of organizational management, and you have a reputation for creating an industry-benchmarking people culture
  • Metrics and KPIs: We are a meritocracy, so you'll find that our decisions are based on facts, not dispositions. We are data-driven, so you will need to be too. You'll drive insights and set KPI targets and metrics to support the enterprise partnerships strategy
  • Leadership: You can showcase leadership skills by having a track record of scaling people and culture through high-performing teams. You can foster a culture of high performance and mentorship within your team. You will provide guidance, support, and development opportunities to help your team members as they execute on their objectives
  • As the Chief People Officer (CPO), you will champion all aspects of HR at Plooto. The successful CPO will create and execute a People strategy that supports our rapidly growing organization. This strategy would be founded on Plooto's Leadership Principles and meritocratic culture. You will act as a strategic advisor to the CEO and build strong cross-departmental relationships. This leader will oversee various sub-functions, including Talent Acquisition, Performance and Rewards, Learning and Development, and People Operations
  • HR Strategy: You will develop an impactful HR strategy that is aligned with Plooto's strategy. It will focus on hiring and retaining top talent, maintaining a positive employee experience, fostering organizational development and growth, and mitigating people-related risks. By establishing mechanisms and processes that support a high-performing culture, you will ensure that HR objectives are directly linked to the overall company objectives
  • Org Design: In order to support Plooto's growth, you will develop workforce planning programs. You will create the mechanisms to identify talent gaps and employee development needs. You will design and implement the necessary infrastructure to support headcount forecasting, internal skills matrices, learning programs, succession planning, and external talent skill analysis
  • Talent Acquisition: You will leverage a data-driven mindset to continuously monitor and improve our recruiting/interview processes (speed to hire, pipeline, cost per hire). You will ensure that Talent Acquisition has the processes and mechanisms in place to attract and hire high-performing talent. You will leverage the talent acquisition team to develop and deploy an Employer Brand strategy that aligns with the attraction strategy
  • Performance Management: Developing and executing an effective performance management process that aligns with Plooto's meritocratic culture is essential. You will design a system that provides clear visibility and rapid feedback to employees regarding their performance in a structured manner. By establishing a performance-driven culture, you will encourage continuous improvement and accountability throughout the organization
  • Total Rewards: Taking ownership of the compensation philosophy, you will create a competitive total rewards strategy inclusive of salary bands, levels, and a STIP/LTIP structure. Additionally, you will ensure Plooto has attractive employee benefits and stock option programs to support the attraction and retention of top talent. You will leverage data and market research to support your recommendations and the yearly benchmarking
  • Learning and Development: You will be responsible for nurturing a culture centred around learning and development. You will deliver a learning strategy that supports professional growth at all levels in an employee's lifecycle. You will be creative in how we approach learning and development, not sticking to conventional programs. You will build out mechanisms that measure the effectiveness of the learning culture, and use this data to continuously refine and enhance these programs
  • Operations: Leverage operating metrics to continuously improve how the team executes as it scales. Develop and execute a strategy around Centers of Excellence and ensure compliance with employment law in local jurisdictions