We are a large, enterprise-scale SaaS, AI-enabled technology, cloud platform, digital workplace, people strategy, workforce transformation, and organizational performance organization supporting a highly skilled, distributed workforce across the United States. The company operates in a fast-moving technology environment where human resources leadership directly influences business growth, leadership capability, employee experience, culture, workforce planning, organizational design, talent quality, compliance discipline, productivity, and long-term enterprise value.
This is not a traditional HR leadership role focused only on policy administration, employee relations, or people operations support. The Chief Human Resources Officer will serve as a strategic enterprise executive responsible for connecting people strategy with business execution. This role will shape how the company attracts, develops, rewards, retains, organizes, supports, and engages talent across a remote-first, technology-driven organization.
The company is continuing to invest in workforce planning, executive talent strategy, leadership development, performance management, employee experience, compensation strategy, people analytics, succession planning, organizational effectiveness, HR operations, talent acquisition alignment, manager enablement, culture programs, and HR technology modernization. As the organization grows, leadership is seeking a Chief Human Resources Officer who can bring executive presence, business judgment, people leadership, operational discipline, and modern HR strategy to a highly visible role.
The Chief Human Resources Officer will lead the full people agenda across HR strategy, talent acquisition partnership, talent management, employee relations, organizational design, performance systems, total rewards, HR operations, employee experience, leadership development, people analytics, workforce planning, culture, compliance partnership, and executive advisory support. This executive will work closely with the CEO, Board, CFO, COO, CTO, CIO, CRO, Legal, Finance, Product, Engineering, Operations, Marketing, Customer Success, Data Analytics, and Executive Leadership to ensure people priorities support company strategy and measurable business outcomes.
This role requires a leader who understands how people systems affect enterprise performance. The ideal candidate will know how to advise senior leaders, build scalable HR infrastructure, strengthen leadership accountability, improve employee trust, manage sensitive workforce matters, modernize HR operations, guide organizational change, support compensation planning, and use people data to improve decisions.
The selected candidate will help define how the company scales its workforce, develops leaders, protects culture, improves talent density, strengthens employee experience, and builds a people operating model that supports growth with consistency, fairness, and accountability. This includes improving talent review routines, building stronger workforce insights, supporting succession planning, strengthening manager capability, improving HR service delivery, and ensuring the HR function operates as a trusted strategic business partner.
This is a high-impact executive opportunity for a senior HR leader who wants to influence enterprise strategy, build modern people systems, improve leadership effectiveness, shape culture, and help a large technology-driven organization grow with clarity, trust, and long-term workforce strength.
• Lead the company’s enterprise human resources strategy across people operations, talent acquisition partnership, talent management, organizational effectiveness, employee relations, total rewards, workforce planning, culture, and employee experience.
• Partner with the CEO, Board, and executive leadership team to define people priorities, workforce strategy, organizational capability needs, leadership expectations, talent risks, and culture objectives.
• Build and execute a multi-year people roadmap that supports business growth, employee engagement, leadership effectiveness, retention, compliance, workforce scalability, and operational excellence.
• Lead workforce planning in partnership with Finance and business leaders, including headcount strategy, labor cost visibility, hiring priorities, organizational design, and capacity planning.
• Oversee talent management programs, including succession planning, performance management, leadership development, career pathways, talent reviews, internal mobility, and high-potential development.
• Partner with Talent Acquisition to strengthen hiring strategy, executive recruiting, critical role planning, candidate experience, hiring quality, and workforce growth alignment.
• Lead organizational design initiatives that improve role clarity, reporting structures, leadership layers, decision rights, team effectiveness, and operating model maturity.
• Oversee employee relations strategy and ensure workplace concerns, investigations, performance matters, leadership escalations, and policy issues are handled with consistency, fairness, and discretion.
• Partner with Legal and Compliance to ensure employment practices, policies, documentation, investigations, and workplace standards align with regulatory expectations and company values.
• Partner with Finance and Compensation teams to guide total rewards strategy, salary planning, incentive design, benefits competitiveness, equity programs where applicable, and pay governance.
• Build people analytics and reporting routines covering engagement, retention, attrition, workforce movement, performance, promotions, hiring, manager effectiveness, and organizational health.
• Lead HR operations modernization, including HRIS optimization, process automation, employee service delivery, case management, policy governance, data quality, and HR workflow improvement.
• Guide culture and employee experience initiatives that improve trust, communication, belonging, manager capability, employee listening, and remote workforce connection.
• Build, mentor, and lead HR teams while creating a culture of confidentiality, accountability, employee care, business partnership, operational excellence, and measurable impact.
• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, Industrial Relations, Labor Relations, Organizational Development, or a related field required.
• MBA, master’s degree, or advanced education in human resources, organizational development, workforce strategy, business leadership, or employment relations strongly preferred.
• Professional certifications such as SHRM-SCP, SPHR, GPHR, CCP, CEBS, Prosci, HRCI, or similar credentials preferred.
• 15+ years of progressive experience in human resources, people strategy, HR business partnership, employee relations, talent management, organizational effectiveness, total rewards, HR operations, or workforce planning.
• 8+ years of senior executive leadership experience managing HR organizations, people operations teams, talent functions, employee relations groups, total rewards programs, or organizational effectiveness initiatives.
• Experience within enterprise SaaS, AI-enabled technology, cloud platforms, fintech, cybersecurity, healthcare technology, digital products, consulting, or large distributed enterprise environments strongly preferred.
• Proven success building people strategies, scaling HR operating models, advising CEOs and Boards, improving employee experience, supporting organizational change, and strengthening leadership capability.
• Strong understanding of workforce planning, employee relations, employment practices, performance management, compensation strategy, talent development, HR operations, people analytics, and culture-building.
• Experience leading HR in remote, hybrid, multi-state, high-growth, transformation-focused, or technology-driven organizations.
• Familiarity with HR systems and people platforms such as Workday, UKG, ADP, BambooHR, Greenhouse, Lever, Lattice, Culture Amp, Qualtrics, Glint, ServiceNow HRSD, Visier, Tableau, Power BI, or similar platforms preferred.
• Strong business and financial acumen with experience managing workforce planning, labor costs, compensation cycles, headcount governance, HR investments, and organizational performance metrics.
• Experience working directly with CEOs, Boards, executive committees, Legal, Finance, Technology, Operations, Revenue, Product, HR teams, employees, and external advisors.
• Excellent executive communication, coaching, conflict resolution, stakeholder management, organizational diagnosis, change leadership, and decision-making skills.
• Strategic HR executive with the ability to connect people strategy, business priorities, leadership behavior, employee experience, workforce planning, and enterprise performance.
• Strong executive presence with the confidence to advise the CEO, Board, and senior leaders on workforce strategy, talent risk, culture, leadership effectiveness, compensation, and organizational change.
• Business-minded and practical, with the ability to understand how HR decisions affect productivity, growth, profitability, retention, customer outcomes, and enterprise value.
• Employee-centered and balanced, with the ability to protect employee trust while maintaining clear expectations, sound judgment, and business discipline.
• Operationally disciplined with the ability to build scalable HR systems, improve service delivery, strengthen documentation, and create reliable people processes.
• Data-informed with the ability to use people analytics, engagement data, workforce trends, retention patterns, hiring data, and performance signals to guide decisions.
• Strong change leader who can support transformation, organizational redesign, leadership transitions, new operating models, culture programs, and remote workforce evolution.
• Collaborative and able to align Finance, Legal, Operations, Product, Engineering, Revenue, Marketing, Customer Success, Technology, and Executive Leadership around shared people priorities.
• Calm and balanced under pressure, especially during employee relations matters, leadership transitions, organizational changes, compensation reviews, performance concerns, or sensitive workforce decisions.
• High integrity and discretion when handling employee information, compensation data, investigations, executive matters, workforce strategy, legal issues, and confidential business materials.
The Chief Human Resources Officer will provide strategic leadership by ensuring the company’s people strategy supports growth, leadership effectiveness, employee trust, organizational performance, compliance discipline, and long-term workforce scalability.
This role will help leadership make better decisions about workforce planning, executive talent, organizational design, employee experience, compensation, succession planning, performance management, culture, HR operations, and people risk. The CHRO will ensure human resources is not managed as a reactive support function, but as a strategic enterprise capability that helps the company scale responsibly and perform at a high level.
Key areas of strategic support may include:
• Enterprise people strategy and workforce roadmap development.
• Board and executive-level HR reporting.
• Workforce planning, headcount governance, and labor cost visibility.
• Talent acquisition alignment and executive hiring partnership.
• Succession planning, leadership development, and talent reviews.
• Performance management and manager effectiveness.
• Organizational design and operating model improvement.
• Employee relations strategy and workplace issue resolution.
• Total rewards, compensation planning, and benefits strategy.
• Employee experience, engagement, and retention strategy.
• People analytics, workforce insights, and organizational health measurement.
• HR operations modernization and people systems optimization.
• Culture, belonging, and remote workforce connection.
• Legal, compliance, and employment practice partnership.
The Chief Human Resources Officer will help ensure the organization has the leadership strength, talent systems, employee experience, and HR operating discipline required to scale successfully.
• Location: USA Remote.
• Primarily remote executive leadership environment with regular executive meetings, workforce planning sessions, talent reviews, employee experience updates, HR operations reviews, people analytics discussions, compensation planning sessions, and Board-level reporting.
• Flexibility required during executive hiring, organizational changes, employee relations matters, compensation cycles, workforce planning reviews, engagement surveys, compliance matters, or urgent people-related issues.
• Occasional travel may be required for Board meetings, leadership offsites, executive sessions, employee events, HR workshops, talent reviews, workforce planning sessions, or strategic planning meetings.
• Regular collaboration with the CEO, Board, Executive Leadership, HR, Talent Acquisition, Finance, Legal, Operations, Product, Engineering, Revenue, Marketing, Customer Success, Technology, and external advisors.
• Fast-paced enterprise technology environment with high visibility around workforce strategy, leadership effectiveness, employee trust, culture, retention, compliance, and organizational performance.
• Role requires handling confidential employee records, compensation plans, executive discussions, workforce strategy, legal matters, investigations, performance concerns, and leadership communications with discretion.
• Executive Human Resources Leadership
• People Strategy
• Workforce Planning
• Talent Management
• Talent Acquisition Partnership
• Employee Relations
• Organizational Effectiveness
• Performance Management
• Total Rewards Strategy
• HR Operations
• People Analytics
• Leadership Development
• Employee Experience
• Culture and Engagement
• Board HR Reporting
Compensation Package: $440K – $537K
The total compensation package may include base salary, executive performance bonus, people strategy incentives, organizational performance incentives, long-term incentives, equity participation where applicable, and additional executive-level benefits depending on experience, qualifications, and final role alignment.
Benefits may include:
• Comprehensive medical, dental, and vision coverage.
• Executive performance bonus eligibility.
• People strategy and organizational performance incentive opportunities.
• Long-term incentive opportunities.
• Equity or ownership-aligned compensation where applicable.
• Retirement savings plan with company contribution.
• Paid time off and company holidays.
• USA remote work flexibility.
• Board-level visibility and enterprise people leadership authority.
• Executive coaching, HR leadership development, and professional growth support.
• Support for HR strategy, workforce planning, compensation leadership, people analytics, organizational development, employment law awareness, and executive education programs.
• Wellness, employee assistance, and work-life support programs.
• Access to modern HRIS, talent acquisition, performance management, engagement, case management, analytics, collaboration, and workforce planning platforms.
This is an opportunity to join a large technology-driven organization where human resources leadership directly influences culture, employee trust, leadership quality, workforce scalability, operational discipline, and long-term business success.
The Chief Human Resources Officer will have the authority and visibility to shape enterprise people strategy, advise senior leadership, strengthen talent systems, improve employee experience, guide organizational design, and build a scalable HR operating model for a remote-first organization.
You will work in an environment that values accountability, employee care, practical leadership, data-driven decisions, business partnership, and responsible growth. The company is investing in people analytics, HR systems, leadership development, workforce planning, employee listening, talent strategy, and scalable remote-first operating practices.
For a senior HR executive who enjoys advising the CEO and Board, building modern people systems, improving culture, supporting organizational change, and turning HR strategy into measurable enterprise value, this role offers the scope, influence, and leadership platform to make a major impact.
At Admiral Talent, our vision is to redefine staffing through genuine partnerships, innovation, and a people-first mindset. Guided by experienced leadership, we’re committed to driving growth, empowering talent, and delivering exceptional results for every client we serve.