Job Description
Benefits 401(k) matching Bonus based on performance Health insurance Paid time off Position Summary The Chief People Officer (CPO) is a senior executive responsible for leading the Bank’s enterprise‑wide people strategy to drive performance, accountability, culture, risk management, and long‑term value creation. As a member of the Executive Leadership Team, the CPO serves as a trusted advisor to the President/CEO, executive peers, and the Board of Directors on all matters related to human capital and organizational effectiveness. This role is intentionally strategic. The CPO ensures that workforce, talent, compensation, performance management, and training strategies are aligned with business objectives and evaluated with the same rigor applied to financial and risk decisions. The CPO oversees Human Resources, Talent Acquisition, Employee Relations, Compensation & Benefits, Organizational Development, and Centralized Training & Development, positioning the Bank as a destination employer and high‑performing, values‑driven organization. Duties and Responsibilities Executive‑Level People Strategy & Governance Serve as the primary advisor to the President/CEO and Executive Leadership Team on enterprise people strategy, workforce risks, and organizational opportunities. Translate business strategy into a clear people roadmap encompassing talent, capability, structure, succession, and training. Ensure people decisions reflect cost discipline, return on investment, scalability, and enterprise impact. Serve as strategic architect and steward of organizational culture. Performance Management & Accountability Own and continuously refine the Bank’s performance management framework. Establish clear standards for identifying and addressing underperformance, including timely use of Performance Improvement Plans and exit decisions when necessary. Ensure leaders manage performance issues proactively and consistently. Align performance practices with financial outcomes, productivity, risk management, and strategic priorities. Talent Development, Succession & Leadership Development Design and oversee development and succession strategies for critical roles and future leaders. Partner with executives to assess leadership depth and mitigate succession risk. Ensure leadership development efforts align with long‑term organizational readiness. Recruitment & Workforce Planning Provide executive oversight of recruitment and workforce planning. Establish hiring philosophy and guardrails related to quality, cultural fit, speed, and cost. Evaluate workforce needs based on both immediate demand and future‑state design. Compensation, Benefits & Incentives Lead compensation, benefits, and incentive strategy to ensure competitiveness, equity, performance alignment, and financial responsibility. Provide executive‑level insight into tradeoffs between cost, retention, engagement, and productivity. Serve as the primary internal owner of compensation and benefits strategy partners and advisors. Organizational Design & Change Leadership Lead organizational design initiatives supporting growth, restructuring, and transformation. Ensure role clarity, reporting structures, and accountability. Guide leaders through change with clear communication, training alignment, and accountability. Culture, Engagement & Employee Experience Own enterprise culture and engagement strategy. Ensure engagement initiatives reinforce accountability and retention of high‑impact talent. Balance engagement investments with business priorities and cost discipline. Employee Relations & Risk Mitigation Maintain executive oversight of employee relations and sensitive matters. Ensure consistent, fair, and compliant practices. Reduce legal, regulatory, and reputational risk through proactive people practices. Centralized Training and Development Holds enterprise‑wide responsibility for centralized training and development as a strategic performance driver, with accountability for training strategy, effectiveness, and outcomes, not day‑to‑day delivery. Oversees a centralized Training & Development function, including governance, priorities, and coordination across lines of business to ensure consistency, relevance, and alignment to business needs. Oversees training department, systems, vendors, and tools; enforces clear accountability and completion expectations; and ensures training investments are disciplined, measured by b