Global Chief People Officer

CORE MANDATE

• Build one coherent, high-performing global organization while respecting local legal and cultural realities.
• Act as a trusted adviser to the CEO, ELT(Executive Leadership Team) and Board on talent, succession, culture, organizational health, leadership effectiveness and people risk.
• Own global people frameworks, standards and quality of people outcomes while working collaboratively with CFO, COO, Legal and regional/local leaders.
• Strengthen talent acquisition, leadership capability, performance accountability, workforce planning and succession depth.
• Build scalable people operations, systems, policies, analytics and controls for a distributed workforce.

KEY RESPONSIBILITIES;

• Executive & Mission Leadership
• Talent & Leadership
• Organization & Culture
• Global People Operations
• Compensation & Stewardship
• People Data & Risk

Qualifications

IDEAL CANDIDATE PROFILE

• Typically 15+ years of progressive people-leadership experience, including substantial enterprise/executive responsibility in a complex, distributed organization.
• Demonstrated success recruiting and closing senior global talent, strengthening leadership teams, building succession depth and establishing rigorous performance accountability.
• Broad people-function experience covering talent acquisition, organizational development, employee relations, compensation, people operations, workforce planning and HR technology/analytics.
• Meaningful experience with multi-country workforces and mixed engagement models, including employees, contractors, employers of record and external partners.
• Experience in a global Christian/faith-based, nonprofit, fintech, financial-services, technology, regulated or other mission-driven environment is strongly preferred.
• Experience counseling a CEO, ELT and Board on succession, executive talent, compensation, culture, organizational design and material people risks.

EDUCATION & CREDENTIALS

• An advanced degree in HR, business, organizational leadership, Social Sciences, law or a related discipline—or equivalent relevant executive experience—is appropriate. Senior HR credentials such as CHRP, SHRM-SCP, SPHR or an equivalent international qualification are advantageous. Demonstrated executive judgment and track record are key.

LEADERSHIP CHARACTERISTICS

• Spiritually grounded, humble, servant-hearted and discreet
• Direct yet compassionate; fair, empathetic and respectful
• Low-ego, collaborative, confident and culturally sensitive
• Pragmatic, decisive, resourceful and action-oriented
• Resilient and steady under pressure, ambiguity and change
• Personally hands-on; comfortable building systems from a blank page

WORKING ENVIRONMENT & AVAILABILITY

• Professional office or home-office environment with extensive digital collaboration and sustained screen time.
• Minimum six hours of daily overlap with US Eastern business hours; regular cross-time-zone collaboration and occasional early-morning/evening meetings.
• Domestic and international travel, sometimes on short notice, may be required.
• Requires independent judgment, careful analysis, rapid prioritization and consequential decision-making with incomplete or changing information.
• Requires discretion and composure when handling confidential information, conflict, emotionally charged situations and competing demands.