Chief People Officer (Finance)

Source Job - Chief People Officer

Location - US, remote

Job code - USCPOFE2

eProductivity Software (ePS), headquartered in Pittsburgh, PA, is a leading global provider of industry-specific business and production software technology for the packaging and print industries. eProductivity's integrated and automated software offerings and point solutions are designed to enable revenue growth and drive operating and production efficiencies. With several offices worldwide and over thirty-years dedicated to delivering best-in-class technology to the packaging and printing industries, it is our deeply held philosophy that eProductivity Software succeeds when our customers thrive.

ePS Packaging are looking for a visionary Chief People Officer to lead our global People strategy, champion our culture, and ensure we attract, develop, and retain the very best talent in the world.

Position Overview:

The Chief People Officer (CPO) is a key member of the executive team and is responsible for shaping and executing a global people strategy aligned with our business objectives and can effectively align talent to meet the growth and success of the organization. This role will lead all aspects of the employee experience-from talent acquisition, development, and retention, to DEI, culture, engagement, and compliance-ensuring that people are at the heart of our growth and innovation.

The CPO will act as a trusted advisor to the CEO and executive leadership team while scaling a world-class People function capable of supporting rapid growth and geographic expansion.

Key Responsibilities:

Strategic Leadership

• Develop and implement a global People strategy that enables operational excellence and efficiency, supporting business goals and growth both organically and inorganically.

• Function as a strategic business advisor and partner to the executive leadership team of the business.
• Partner with the company's executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company.

• Drive organizational effectiveness, workforce planning, and leadership development.
• Translate business priorities into impactful people initiatives that drive performance, innovation, and engagement across regions.
• Translate business priorities into impactful people initiatives that drive performance, innovation, and engagement across regions.

Talent & Organizational Development:

• Effectively lead the HR department through mentoring, teaching, and empowering team with a tailored approach toward individual talents and growth opportunities.
• Develop comprehensive strategic recruiting and retention plans to meet human capital needs ensuring strategic goals at met.
• Refine and implement comprehensive compensation and benefits plans that are competitive and cost-effective.
• Provide overall leadership and guidance to the HR function by overseeing all facets of human resources to include talent acquisition, career development, succession planning, retention, training, leadership development, payroll, compensation and benefits globally.
• Build high-impact programs in support of the full employee lifecycle, to include but not limited to onboarding, learning & development, and succession planning.
• Promote a high-performance culture through effective goal setting, coaching, and feedback.

Employee Engagement & Experience:

• Build and foster a strong employer brand that attracts top global talent and enhances employee value proposition.
• Design and implement programs that elevate the employee experience and improve retention.
• Use data and analytics to track engagement, satisfaction, and workforce trends.
• Lead global communication and engagement strategies across distributed teams.
• Strengthen a values-driven, purpose-led, and results oriented culture as the company scales across regions.
• Implement global employee engagement strategies to ensure ongoing feedback, recognition, and alignment.
• Serve as a culture ambassador both internally and externally.

People Operations & Compliance:

• Lead the design and implementation of scalable HR systems, policies, and practices across a multi-country, multicultural workforce.
• Modernize HR operations through technology and data-driven insights to deliver a seamless and strategic employee experience.
• Ensure compliance with labor laws and employment regulations across global jurisdictions.
• Oversee compensation, benefits, and rewards strategies to maintain market competitiveness and internal equity.

Talent & Leadership Development:

• Champion leadership development programs to build future-ready capabilities and strengthen the company's leadership pipeline.
• Oversee performance management, learning & development, and career pathing programs.
• Ensure global talent strategies foster agility, innovation, and retention.
• Drive continuous improvement through technology, automation, and scalability.

Qualifications:

• Proven experience (10 years) in progressive HR leadership roles, including experience as a CPO or VP of People at a global technology or software company.
• Demonstrated success leading People teams in a high-growth, fast-paced, evolving and global environment.
• Experience in a Private Equity environment, with demonstrated success on both integrations and successful exits.
• Ability to operate in a fast-paced environment.
• Demonstrated success fostering relationships at all levels of the organization.
• Demonstrated success in all areas of M&A, globally.
• Deep expertise in talent strategy, culture development, DEI, and change management.
• Exceptional leadership, communication, and interpersonal skills.
• Strong data-driven decision-making and experience with HRIS and people analytics.
• Bachelor's degree in HR, Business, Psychology, or related field.

At ePS, we are a global team that solves unique business challenges for our customers worldwide. We believe in and are committed to fostering an inclusive workplace where our rich diversity fuels continuous innovation and success, valuing everyone's expertise and unique perspective. Our commitment to our customers and to an inclusive culture will be evidenced through our actions, outcomes, and the quality of our products and services.

eProductivity Software is an "EEO/Veterans/Disabled employer."

Equal Opportunity & Disability Accessibility Statement

eProductivity Software LLC (ePS) is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, age, sex, religion, disability, sexual orientation, marital status, veteran status, gender identity or expression, or any other basis protected by local, state or federal law.

eProductivity Software LLC (ePS) endeavors to make reasonable accommodations for applicants with disabilities and disabled veterans pursuant to applicable federal and state law. If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process or are limited in the ability or unable to access or use the online application process and need an alternative method for applying, please contact us at talent.acquisition@epssw.com or send an e-mail with your specific accommodation request.

eProductivity Software LLC (ePS) is committed to creating an inclusive environment and is proud to be an equal opportunity employer

Pay Transparency Nondiscrimination Provision

ePS will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c).

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