Chief People Officer

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About the role

We’re big believers in the power of IRL, so for most roles we ask Campers to work from their local Culture Amp office an average of 2 days a week to unlock connection, pace and culture together. Join us on our mission to make a better world of work. Culture Amp is the world’s leading employee experience platform, revolutionizing how 25 million employees across more than 6,000 companies create a better world of work. Culture Amp empowers companies of all sizes and industries to transform employee engagement, drive performance management, and develop high-performing teams. Powered by people science and the most comprehensive employee dataset in the world, the most innovative companies including Canva, On, Asana, Dolby, McDonalds and Nasdaq depend on Culture Amp every day. Culture Amp is backed by leading venture capital funds and has offices in the US, UK, Germany and Australia. Culture Amp has been recognized as one of the world’s top private cloud companies by Forbes and most innovative companies by Fast Company. For more information visit cultureamp.com . Why this role, and why now Our Chief People Officer is moving on after three and a half years. They leave behind a People Experience function that works well: predictable delivery, a capable team, a high bar on senior hiring, and a seat at the table that has been earned and respected. If you want a CPO role where the function is broken and the mandate is to fix it, this isn't it. If you want one where the function is strong and the question is what a leader can do with that platform, keep reading. The uncomfortable and energising fact about working here: our customers are HR leaders. What we do internally isn’t separate from what we sell. Our own practices are watched, asked about, and sometimes bought. It’s an incredible opportunity to innovate and create the future of work. We anticipate there may be interest from current and former customers, and we welcome it! Two things worth being upfront about; applications are visible only to our Talent Acquisition and hiring teams, never to our customer-facing teams. And, being a customer earns you no advantage and no disadvantage. We'll run the same process, set the same bar, and have the same people assessing you. What you'll own The role has several dimensions. They are listed in order of weight, and we mean the order. Run People Experience (PX) well This is a critical part of the job and the thing that has to be true before anything else matters. You'll own a strong and coherent function that delivers its cycles well and on time: performance, engagement, compensation, talent acquisition, capability, compliance across four countries. No surprises to the Exec. No escalations arriving at the CEO's desk that should have been resolved two levels down. The bar we're setting: your deputies own outcomes, not tasks. Executives go to them directly and get good answers. You design the org ahead of the strategy rather than in response to it, so that when the business changes direction the structure is already close to right. Your team respects you, and your senior hires raise the average. You'll be a trusted sounding board to Caroline and the Exec on structure, senior hires, compensation and the calls that don't have clean answers. Be credible in the market and with customers Our customers are your peers. That is a commercial asset, and we want you to use it. You'll speak at our global events and in the market, join customer conversations, and support Sales and Customer Experience in rooms where a practitioner's view might land differently to a vendor's. Over time we'd like Sales to be asking for you by name and customers backchannelling you for advice on their own problems. To be clear about the bar: we are not hiring a key

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