Chief People Officer

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Overview:

Hey! You’re looking for a job and have 2+ years of executive leadership in HR?

Then, come on in and make yourself at home! And don’t mind the dinosaurs in the lobby!

We’re Corporate Tools in Post Falls, Idaho, and we’re hiring a Chief People Officer (CPO). For over a decade, we’ve cultivated a company and culture that’s weird, fun, and dedicated to corporate compliance services. It sounds like a strange combo, but we made it work. How? Just watch the video below—it explains everything. Seriously, watch the video. You’ll like it, and it’s fun. Plus, if you get an interview, we’ll likely ask you about it. And, if you haven’t watched it, things will get awkward. So please don’t be awkward.

All right! Aren’t you glad you watched it?

Okay, so Macklemore may not be your thing, but we’re super fond of the video—part of it was shot in the alley behind our original office in Spokane. We also see a lot of yourselves in that video: so ridiculous, yet so dedicated to its form, theme, and, ultimately, itself, that it works.

That’s our company culture, and we’re very protective of it. So, you may be wondering, “If you’ve been successful at building a strong company with a solid culture, then why hire a Chief People Officer?” And, to that, we say, “Good question!”

We started out as a small business but have quickly grown to 700 employees, and we’re rapidly approaching 1000. And, while we’ve been careful stewards of our culture, we need someone with expertise and experience in helping shape the infrastructure. In addition, we want to maintain our growth trajectory and hold onto the good things we’ve collected along the way.

The ideal candidate will work with all departments and be responsible for developing world-class people practices for a highly engaged, culturally aligned employee population that thrives. We want a Chief People Officer who will sniff out, despise, and cull unnecessary policies or processes that hinder our common-sense decision-making approach.

As a CPO, you must always be at the forefront of developing and delivering new ways to retain and recruit top talent for all teams. Our most valuable asset is our people. And a strong CPO is integral to the success of our teams.

While we support regular work from home opportunities, our expectation is that this role works in our Post Falls, Idaho office at least 2-3 days/week. Why? Because we believe it’s important that our leaders are building relationships and collaborating with not just their team but other teams and departments as well.

Wage:

Up to $250,000/year depending on meeting preferred qualifications. We are a privately held company this is total compensation with no equity or bonus structure. Relocation package of $25,000 provided to Post Falls if needed.

Benefits:

  • 100% employer-paid medical, dental and vision for employees
  • Annual review with raise option
  • 22 days Paid Time Off accrued annually, and 4 holidays
    • After 3 years, PTO increases to 29 days. Employees transition to flexible time off after 5 years with the company—not accrued, not capped, take time off when you want
    • The 4 holidays are: New Year’s Day, Fourth of July, Thanksgiving, and Christmas Day
  • Paid Maternity and Paternity Leave
  • 4% company matching 401(k) with no vesting period
  • Quarterly "Work Wherever" allowance
    • Use to make your remote work wherever set up more comfortable, for continuing education classes, a plant for your desk, coffee for your coworker, a massage for yourself... really, whatever
  • Open concept office with friendly coworkers
  • Creative environment where you can make a difference
  • No dumb benefits like free dog walking on the weekends that snobby hipster places have to make you feel cool, but mathematically won't cost the company much money because you won't use it
  • Trail Mix Bar --- oh yeah

Responsibilities:

  • Harness the existing culture and guiding principles when building out internal people-related practices while devising new ways to reinforce and improve upon the culture
  • Partner with the executive team on business strategy as it pertains to our people and advice on relevant compliance and employment law while introducing best practices to protect our people and the organization
  • Develop HR strategic initiatives in coordination with the Executive team that support business strategies, and are reflective of our guiding principles and culture
  • Be a catalyst for organizational transformation. Understand our industry and business model in order to make a clear link between company strategy and people strategy
  • Ensure the company has superior programs for employee development, retention, and succession planning to aggressively build bench strength and ensure organizational effectiveness
  • Ensure compensation and benefits packages are competitive and focus on performance
  • Develop and drive programs that encourage diversity, equity and inclusion
  • Promote a culture of high performance and continual learning
  • Build on our existing “Work Wherever” program to become the best at working and embracing remote work for our employees and teams
  • Lead our existing people operations teams and continue to build a team to develop and execute HR strategies
  • Understand and embrace the balance between doing what makes sense for our people and protecting the organization

Requirements:

  • 2+ years of executive level experience leading a team of HRBP, People Operations, Compensation, Employee Benefits, Recruiting and L&D
  • 10+ years of relevant HR experience with progressive responsibilities
  • Experience in high growth environment, as in a company that has doubled in size
  • A deep understanding of US employment law and associated best practices
  • Exceptional communication and interpersonal skills with ability to develop a high degree of personal credibility at all levels of the organization
  • Energetic, flexible, collaborative and proactive team leader who can positively and productively impact strategic and tactical initiatives
  • Ability to make decisions in fast-paced environment
  • Preferred Qualification: Previous experience as People Leader in Technology company
  • Preferred Qualification: Knowledge and experience in international employment law
  • Preferred Qualification: Previous experience working with employee base that consists of more than 50% remote workforce

Why you might like this job:

You’re tired of HR being the “necessary evil” within an organization and want to be on the forefront of reinventing the practice of people management. You subscribe to the methodology of “fail fast and learn faster” as the best way to find out if your ideas work. You’re passionate about advancing the people operations within an organization to be the best of the best and your growth mindset allows you to be challenged in how HR has traditionally been done.

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