Job Description

Job Description

Job Description

With a 40+ year commitment to delivering breakthrough customer experiences, seizing initiatives, achieving results, and continuous learning, our award-winning company, Park Square Homes, has an opportunity for a talented Chief People Officer to join our team. Known for our entrepreneurial spirit, we have a strong culture rooted in trust, integrity, open communication, and respect, and we make it a point to use good judgment, fairness, and common sense to meet our challenges. Attracting top talent who can thrive in a fast-paced, entrepreneurial, family-oriented, efficient, and team-focused environment contributes to our success.

Job Overview: The Chief People Officer (CPO) is a key executive leader responsible for aligning the company's people strategy with its long-term business objectives. This individual leads all areas of Human Capital Management, including organizational development, talent acquisition, performance, culture, compensation, and compliance. As the strategic architect of a scalable people-first culture, the CPO partners closely with senior leadership to ensure the company attracts, retains, and develops top-tier talent to support its ongoing success in the homebuilding industry.

Key Responsibilities:

1. Strategic People Leadership & Organizational Design

• Serve as a trusted advisor to the CEO and executive team on workforce planning, organizational design, and leadership structure.
• Define and execute a scalable people strategy aligned with business goals and the company’s growth trajectory.
• Provide leadership and mentorship to HR leaders across Talent, People Operations, Total Rewards, and Learning & Development.
• Directly supervise HR managers and indirectly oversee all HR personnel and functions across corporate and field divisions.
• Build and lead a high-performing HR team capable of supporting a multi-division operation in a fast-paced homebuilding environment.

2. Talent Acquisition, Development & Succession Planning

• Develop and oversee strategies for attracting, hiring, and retaining top talent across all levels of the organization.
• Implement leadership development programs, internal mobility strategies, and succession planning initiatives to strengthen the internal talent pipeline.
• Partner with field and corporate leaders to identify and grow future leaders within the organization.

3. Culture, Engagement & Employee Experience

• Champion a company culture rooted in accountability, collaboration, and results—aligned with the company’s mission and values.
• Drive initiatives that improve employee engagement, promote inclusion, and enhance the overall employee experience.
• Lead employee feedback strategies (e.g., surveys, focus groups) and translate results into actionable culture initiatives.

4. Total Rewards & Workforce Planning

• Design and oversee competitive and cost-effective compensation, incentive, and benefits programs to attract and retain top talent.
• Ensure compensation practices are equitable, compliant, and aligned with industry benchmarks.
• Lead workforce planning efforts to support business scaling, project timelines, and seasonal demands in the field.

5. HR Operations, Compliance & Technology

• Oversee all HR operational functions, including HRIS management, onboarding, policies, and reporting.
• Ensure compliance with federal, state, and local employment laws and labor regulations.
• Manage and improve core HR systems, ensuring data accuracy, security, and process efficiency.

6. People Analytics & Executive Reporting

• Build and maintain dashboards and metrics that provide insight into organizational health, turnover, productivity, DEI, and engagement.
• Deliver clear, data-driven reporting to the CEO and executive team, to inform people-related decisions.
• Leverage analytics to continuously refine people strategies and improve HR’s contribution to business outcomes.

Required Qualifications:

• Bachelor’s degree required; MBA or MA/MS in Human Resources, Organizational Leadership, or related field preferred.
• Minimum 15 years of progressive HR leadership experience, including at least 5 years in an executive-level or CPO/CHRO capacity.
• Industry experience in homebuilding, real estate development, or construction highly preferred.
• SHRM-SCP, SPHR, or equivalent professional certification preferred.

Skills :

• Strong executive presence with exceptional leadership, coaching, and communication abilities.
• Proven ability to lead organizational change, build scalable HR systems, and drive results across decentralized operations.
• Deep understanding of HR disciplines including talent strategy, compensation, performance management, and compliance.
• Skilled in leveraging technology and analytics to guide decision-making.
• High emotional intelligence, integrity, and a people-first mindset.

Physical Requirements:

• Ability to sit, stand, and walk for extended periods as needed.
• Capability to lift and carry office supplies or packages weighing up to 25 lbs.
• Ability to travel between company locations if needed.
• Frequent use of a computer and other office equipment such as phones, copiers, and printers

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