Chief People Officer / HR Director
Your go-to guide for making this hire
Chief People Officer / HR Director
Recruiting a Chief People Officer (CPO) or HR Director is a critical step in building a high-performing organisation. These senior HR leaders play a pivotal role in shaping company culture, driving HR strategy, and aligning people initiatives with business objectives.
At Peeq, we specialise in identifying growth-focused HR leaders with proven track records in leading talent development, large-scale change initiatives, and digital transformation in HR. Our deep understanding of the market, including compensation trends, top talent hubs, and core skill requirements, enables us to find candidates who will not only lead but also elevate your organisation.
We are here to guide you through the process of making this strategic HR hire, ensuring that you secure a leader who can drive your business forward and create a lasting impact.
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Candidate Profiles
We have relationships with a diverse range of Chief People Officers and HR Directors to suit the needs of your business.
Strategic Leader
with
Global Experience
- Experience: 18+ years in HR leadership roles
- Industry Background: Technology, Professional Services, and Financial Services
- Education: MBA, Chartered Fellow of CIPD (FCIPD)
Core Skills:
Strong track record of driving HR strategy and aligning it with business objectives in global organisations.
Experienced in leading large-scale change management initiatives, talent development programs, and digital transformation in HR.
Proven ability to influence and work closely with senior leadership, including CEOs and board members.
Achievements:
Led a global HR transformation project for a multinational tech firm, resulting in a 20% increase in employee engagement and a 15% reduction in turnover.
Implemented a diversity and inclusion strategy that increased the representation of women in leadership positions by 30% within three years.
Growth-focused HR
Leader for Scaling
Businesses
- Experience: 15+ years in HR roles with a focus on scaling high-growth companies
- Industry Background: Startups, Fintech, E-commerce
- Education: Bachelor’s Degree in Business Management, Level 7 CIPD Diploma
Core Skills:
Expert in building HR functions from the ground up, designing performance management frameworks, and creating talent pipelines for fast-growing businesses.
Experienced in implementing agile HR practices that adapt to rapidly changing business needs.
Strong focus on creating a positive company culture that drives engagement and productivity.
Achievements:
Scaled the HR team from 3 to 20 people at a leading fintech startup, supporting the company’s growth from 50 to 1,000 employees within three years.
Developed and launched an employer branding initiative that reduced time-to-hire by 40% and increased candidate quality.
Data-driven People Strategist with Transformation Expertise
- Experience: 20+ years in HR, specialising in people analytics and organisational development
- Industry Background: Healthcare, Manufacturing, Retail
- Education: MSc in Organisational Psychology, Chartered Member of CIPD
Core Skills:
Proficient in using data and analytics to drive talent decisions, optimise workforce planning, and enhance employee engagement.
Skilled in leading mergers and acquisitions from the HR side, ensuring smooth transitions and cultural integration.
Deep experience in leadership development and succession planning for both senior executives and emerging leaders.
Achievements:
Led the HR integration of a $500M merger in the healthcare sector, achieving a seamless transition with 95% retention of key talent.
Implemented a data-driven performance management system that improved employee productivity by 25% in under 18 months.
Want More Information?
Call or message us today to discuss the candidate profiles above and your specific needs.
Role Overview and Responsibilities
A Chief People Officer (CPO) or Director of HR is a senior executive responsible for developing and executing the human resources strategy in support of the overall business plan and strategic direction of an organisation.
This role typically involves leading the entire HR function, shaping company culture, and aligning people strategies with business objectives.
Below is an overview of the typical roles and responsibilities associated with this type of hire:
- Develop and implement HR strategies that align with the organisation’s overall goals, driving business growth and performance.
- Act as a trusted advisor to the CEO and senior leadership team on all HR matters, providing insights and recommendations on people-related issues.
- Shape and guide the company culture, ensuring it supports the mission, values, and long-term vision of the organisation.
- Oversee the recruitment strategy to attract, hire, and retain top talent, including senior and executive-level positions.
- Lead workforce planning and organisational design efforts to ensure the right capabilities and resources are in place to support future growth.
- Implement employer branding initiatives to position the company as a desirable place to work.
- Develop initiatives to enhance employee engagement, motivation, and satisfaction, creating a positive and inclusive work environment.
- Lead diversity, equity, and inclusion (DEI) efforts to build a diverse and representative workforce.
- Design and implement programs to promote employee well-being and work-life balance.
- Design and execute performance management frameworks to assess and improve individual and team performance.
- Identify leadership development opportunities and create succession plans for key roles within the organisation.
- Foster a learning and development culture, providing continuous growth opportunities for employees at all levels.
- Oversee the development of competitive compensation and benefits packages that attract and retain high-performing employees.
- Implement reward and recognition programs to drive employee engagement and reinforce a culture of achievement.
- Ensure that compensation structures are aligned with industry standards and the organisation’s financial goals.
- Lead change management initiatives to support business transformations, mergers, acquisitions, or restructuring efforts.
- Develop and communicate clear plans for managing organisational change while maintaining employee morale and productivity.
- Use data and analytics to measure the impact of change initiatives and refine approaches as needed.
- Ensure compliance with employment laws and regulations, minimising risk for the organisation.
- Develop and enforce HR policies and procedures that align with legal requirements and best practices.
- Manage employee relations issues and handle sensitive HR matters with discretion and professionalism.
- Leverage HR analytics to provide insights into workforce trends, employee performance, and other key metrics.
- Use data to drive strategic decision-making and optimise talent management processes.
- Implement HR technologies and systems to streamline operations and improve efficiency.
- The CPO or Director of HR usually reports directly to the CEO or COO and may have a seat on the executive team.
- They often oversee multiple HR departments, including talent acquisition, employee relations, learning and development, compensation and benefits, and HR operations.
- This role requires a strategic thinker with a strong background in human resources, a deep understanding of business objectives, and the ability to influence and drive change at the highest level within the organisation.
Hiring Process Guidance
Recruiting a Chief People Officer (CPO) or Director of HR is a critical decision that can significantly impact the success and culture of a business.
Here’s some advice you might want to consider when hiring for this senior HR leadership role:
Define the Role Clearly: Align with the CEO and senior leaders to shape a detailed job description that specifies responsibilities, KPIs, and cultural fit.
Prioritise Strategic Skills: Focus on candidates with a proven track record in aligning HR strategy with business goals, change management, and leadership development.
Leverage Data: Seek candidates who use data-driven insights to inform HR strategies and measure their impact on the organisation.
Diversity and Inclusion: Prioritise experience in leading DEI initiatives and building inclusive work environments.
Structured Recruitment: Use executive search firms, structured interviews, and behavioural assessments to evaluate candidates thoroughly from different perspectives.
Offer a Competitive Package: Benchmark compensation against the market and offer flexibility, bonuses, and benefits that attract top talent.
Plan an Effective Onboarding: Create a comprehensive onboarding strategy that sets clear expectations and helps the new hire make an immediate impact.
Align on Vision: Ensure that the candidate’s HR vision aligns with the company’s long-term goals and culture to foster a productive partnership.
Similar roles recruited by Peeq
Here’s a selection of some of the successful Chief People Officer and HR Directors hires we’ve made at Peeq.
Chief People Officer
- Company: Equal Experts
- Industry: IT Services and IT Consulting
- Headcount: 1,000+ Employees
- Headquarters: London
Director of People
- Company: Roald Dahl Story Company
- Industry: Entertainment Providers
- Headcount: 50+ Employees
- Headquarters: London
HR Director, Operations
- Company: Chivas Brothers
- Industry: Beverage Manufacturing
- Headcount: 1,000+ Employees
- Headquarters: Glasgow
Can We Help Further?
Call or message us today to discuss the candidate profiles above and your specific needs.