Chief People Officer

JOB PURPOSE / POSITION OVERVIEW
The Chief People Officer (CPO) provides strategic and operational leadership for Human Resources, Talent Acquisition, and Learning & Development across Haydon Companies and its affiliated business units. As a member of the Executive Leadership Team, the CPO is responsible for developing and executing a scalable people strategy that supports Haydon's growth toward a $2 billion, multistate construction organization.
This executive will play a critical role in building leadership capability, strengthening talent pipelines, developing career pathways, and implementing efficient people processes that support business expansion and operational excellence.
The ideal candidate is a hands-on, results-driven executive with demonstrated leadership experience across Human Resources, Talent Acquisition, and Learning & Development. This individual brings strong expertise in organizational development, workforce planning, leadership development, and building scalable people operations. The CPO must be comfortable moving between executive strategy and tactical execution, partnering closely with Operations and business leaders to translate growth objectives into measurable workforce outcomes.
DUTIES / RESPONSIBILITIES
Strategic Leadership & Organizational Growth

Develop and execute a comprehensive People strategy aligned with Haydon's five-year growth objectives, business priorities, and geographic expansion.
Serve as a strategic advisor to the CEO and Executive Leadership Team on organizational structure, workforce planning, leadership effectiveness, and talent investments.
Evaluate and strengthen the organizational structure, leadership capabilities, staffing, and resources across Human Resources, Talent Acquisition, and Learning & Development.
Partner with business leaders to design scalable organizational structures, reporting relationships, and staffing models that support growth across multiple divisions and states.
Lead organizational change initiatives, ensuring people, processes, and leadership capabilities evolve with the business.
Establish measurable departmental goals, accountability standards, and performance indicators tied to business results.

Learning & Development / Leadership Development

Direct the development and implementation of scalable technical, operational, and leadership training programs across craft, field operations, project management, and corporate functions.
Partner with Operations leadership to identify critical skill gaps, establish training priorities, and ensure programs reflect business and field requirements.
Champion structured leadership development, career pathways, competency frameworks, and succession planning to strengthen internal talent pipelines.
Support the development of sustainable internal training capabilities through instructional design, technical subject matter experts, and operational leaders.
Establish measurable expectations for training effectiveness, employee competency, leadership readiness, and business impact.

Talent Acquisition & Workforce Planning

Evaluate recruiting team structure, resources, systems, and processes to ensure talent acquisition capabilities support projected workforce growth and geographic expansion.

Lead Talent Acquisition strategy to support increasing workforce demands, new markets, and multistate operations.
Partner with Operations to forecast staffing needs, identify critical positions, and establish proactive recruiting strategies for craft, professional, technical, and leadership roles.
Strengthen recruiting processes, candidate experience, employment branding, and hiring manager accountability.
Develop sustainable talent pipelines through trade schools, universities, industry partnerships, apprenticeship programs, and internal development.
Establish recruiting performance metrics, including time-to-fill, quality of hire, retention, and recruiting effectiveness.

Human Resources & People Operations

Evaluate HR service delivery, departmental capacity, systems, and processes to ensure efficient, consistent support across an expanding multistate workforce.

Provide executive oversight of Human Resources, including employee relations, compensation, benefits, performance management, compliance, and employee engagement.
Establish consistent, scalable HR policies and practices across divisions and states while ensuring compliance with applicable employment laws.
Strengthen performance management, compensation structures, job architecture, and career progression frameworks.
Drive process improvements, automation, and HR technology utilization to improve efficiency, accuracy, and employee experience.
Partner with Finance, Legal, IT, and Operations to align people programs with business requirements and financial objectives.
Develop workforce analytics and reporting that support informed executive decisions.

Culture, Engagement & Leadership Accountability

Champion Haydon's core values and reinforce a culture of accountability, collaboration, employee development, and operational excellence.
Partner with leadership to strengthen employee engagement, retention, communication, and organizational effectiveness.
Establish leadership expectations that promote coaching, performance accountability, and employee growth.
Support cultural consistency and organizational integration as Haydon expands into new markets, locations, and business units.

Executive Leadership & Department Development

Lead, coach, and develop departmental leaders across Human Resources, Talent Acquisition, and Learning & Development.
Establish clear departmental responsibilities, priorities, performance expectations, and accountability for results.
Assess departmental effectiveness, leadership capabilities, staffing, resources, and processes; implement improvements necessary to support organizational growth.
Manage departmental budgets and prioritize investments based on business impact and operational efficiency.
Maintain a visible, hands-on leadership presence, actively supporting process improvements, organizational initiatives, and resolution of complex business challenges.

MINIMUM EXPERIENCE REQUIRED (KSA’s, Education, YOE)

Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field required; master's degree preferred.
Minimum 12–15 years of progressive experience in Human Resources, Talent Acquisition, Organizational Development, or related People functions.
Minimum 7 years of senior leadership experience with responsibility for multiple People functions, departmental leaders, and organizational initiatives.
Demonstrated leadership experience across Human Resources, Talent Acquisition, and Learning & Development, including responsibility for developing and executing enterprise-wide people strategies.
Proven experience building, implementing, or significantly scaling internal talent development programs, including leadership development, technical training, succession planning, and career pathways.
Demonstrated success leading departmental leaders, establishing performance expectations, managing resources, and delivering measurable business results.
Proven ability to scale people operations, workforce planning, and talent acquisition capabilities within a growing, multisite or multistate organization.
Experience leading organizational transformation, process improvements, and technology initiatives that improve operational efficiency and support business expansion.
Strong business and financial acumen, including experience managing departmental budgets, evaluating investments, and aligning people initiatives with organizational objectives.

PREFERRED QUALIFICATIONS

Experience in construction, engineering, infrastructure, manufacturing, or another field-intensive industry.
Experience supporting both craft/hourly and professional/salaried workforces.
SHRM-SCP, SPHR, or relevant organizational development certification preferred.

KNOWLEDGE, SKILLS & ABILITIES

Strong business acumen with the ability to translate organizational growth objectives into actionable people strategies.
Advanced knowledge of leadership development, adult learning principles, succession planning, and organizational effectiveness.
Ability to design scalable programs and processes without creating unnecessary administrative complexity.
Strong understanding of recruiting strategies, workforce planning, compensation, employee relations, and employment compliance.
Proven ability to influence executive leaders and build productive relationships with field and corporate leadership.
Strong analytical and financial skills, including the ability to establish metrics, evaluate program effectiveness, and manage budgets.
Excellent communication, facilitation, coaching, and change management skills.
Ability to balance long-term strategic priorities with immediate operational demands.
Willingness to work directly alongside teams to solve problems, implement solutions, and drive results.

PHYSICAL DEMANDS / WORKING CONDITIONS (environment, noise level, public interactions)

Combination of office and active construction project environments
Frequent travel between project/jobsite locations required
Ability to walk active construction sites and comply with all safety requirements
May occasionally lift and carry materials up to 25 pounds
Ability to work flexible hours as project and onboarding needs require
Must be able to wear required Personal Protective Equipment (PPE) when on job sites