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If you’ve Googled “Chief People Officer job description,” you’ve probably seen the same lifeless post copied across half the internet.
Bullet points. Buzzwords. A vague list of responsibilities. Maybe even a few corporate clichés sprinkled in.
But here’s the truth:
If you want to attract a strong Chief People Officer—someone who can shape your culture, build high-performing teams, and help your business scale—you need a job post that actually resonates with high-caliber people leaders.
And most job descriptions?
They fall completely flat.
They focus on what the company wants, not what the right candidate values.
They skip the “why,” ignore the culture, and reduce one of the most strategic roles in the business to a list of tasks.
If that’s the job post you’re using—you’re not going to attract the right person.
That’s why this article goes beyond a simple template.
We’ll walk you through exactly what this role is, how to write a compelling job post, and give you ready-to-use examples—including what not to do.
And if you haven’t yet, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ It breaks down the difference between a boring checklist and a high-performing, human-first job description.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
What the Chief People Officer Role Actually Is
A Chief People Officer (CPO) isn’t just “head of HR.”
They’re the person who builds the engine behind your culture, your talent, and your team’s long-term success.
They oversee everything related to people—from hiring, onboarding, and development to performance, retention, and workplace experience. But more than that, they shape how your company feels to work at.
A great CPO is part strategist, part coach, and part builder.
They don’t just manage processes. They align your people strategy with your business goals—ensuring you hire the right talent, develop them into high-performers, and keep them engaged and growing over time.
In short:
The Chief People Officer is the architect of your company’s human potential.
They’re who you turn to if:
- Your team feels disconnected
- You’re struggling to retain great people
- You’re scaling fast and need better systems
- Or you’re ready to turn “HR” into a real strategic advantage
Two Great Chief People Officer Job Description Templates
✅ Option 1:Job Description For Experienced Chief People Officers
Job Title:
Chief People Officer at Altura Health | Remote | $180,000–$220,000 + Equity
Type: Full-Time | Executive Leadership Team
🎥 Meet Your Future CEO
Before we dive in, here’s a quick message from our CEO, Marissa Clay, about where we’re headed and why this role matters:
👉 [Insert Loom Video Link]
🏢 Who We Are
Altura Health is on a mission to make preventive care more proactive, accessible, and compassionate. We’ve built a tech-enabled platform that helps people manage chronic conditions before they spiral—through coaching, connected devices, and a dedicated care team that treats patients like people, not problems.
We’re a 120-person team spread across 4 time zones, serving over 75,000 patients across the U.S. And now, we’re scaling fast.
As we grow, we know our people will either be our biggest asset—or our biggest bottleneck. That’s why we’re hiring our first Chief People Officer—to help us build a world-class, values-aligned team at scale.
💼 What You’ll Be Doing
As CPO, you’ll join the executive team and lead all things People & Culture—from recruiting and onboarding to leadership development, performance systems, and employee experience. You’ll work closely with the CEO, COO, and other senior leaders to make sure our internal systems support both team health and company growth.
Key Responsibilities:
- Lead the People function (People Ops, Talent, DEI, L&D, HR Compliance)
- Partner with the CEO to evolve our org design, leadership structure, and talent roadmap
- Scale and improve our performance management, feedback, and compensation systems
- Support and develop our managers to be better coaches, leaders, and communicators
- Be the cultural heartbeat of Altura—protecting what makes us great while helping us evolve
✅ What We’re Looking For
- 10+ years in HR, People Ops, or Talent leadership
- 3+ years experience in a senior or executive people role (VP or CPO-level preferred)
- You’ve led People teams at 100–500+ person companies—especially during fast growth
- Strong business judgment—you understand how to balance team health with performance
- You’re calm under pressure, emotionally intelligent, and naturally proactive
- You can think strategically and execute tactically—no ego about rolling up your sleeves
🌟 Why This Role Is a Great Fit
You’ll join Altura at a pivotal moment—where your decisions can shape how 100+ people work, grow, and thrive every day. This role isn’t just about operations—it’s about impact. You’ll have a seat at the leadership table, influence company-wide strategy, and help us build a workplace that people genuinely love being part of.
If you want to drive change at scale—and you believe culture is a lever for business success—this is your opportunity.
🎁 Perks & Benefits
- 💰 $180,000–$220,000 base salary + meaningful equity
- 🏥 Full health, dental, and vision insurance
- 🌴 20 PTO days + 14 company holidays + 2 Altura recharge weeks/year
- 🧠 $2,000/year learning & development stipend
- 🏡 Fully remote team with quarterly in-person retreats
- 👶 Parental leave, mental health support, and caregiver flexibility
📥 How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords.
Click below to complete a short, structured evaluation:
👉 [Insert WorkScreen Link]
We’re excited to meet you—and we’ll keep you updated at every step.
✅ Option 2:Job Description For Entry Level Chief People Officer
Ideal for companies ready to grow and invest in strategic people leadership—even if the candidate hasn’t held a CPO title before.
Job Title:
Chief People Officer at Freestone Analytics | Hybrid (Austin, TX or Remote) | $140,000–$170,000 + Bonus
Type: Full-Time | Leadership Team
🎥 Meet Your Future Manager
Want to know what kind of company you’re joining? Watch this short video from our COO, Jake Nguyen, about our growth goals and why this role matters right now:
👉 [Insert Loom Video Link]
🏢 Who We Are
Freestone Analytics is a 40-person SaaS company helping logistics and supply chain teams make smarter, faster decisions through clean data, simple dashboards, and sharp analysis.
We’ve bootstrapped to 8-figures in revenue, and now we’re building our foundation for the next stage of growth. As we add new teams, new offices, and new leaders—we need someone to build a people strategy that scales with us.
That’s where you come in.
We’re looking for a builder. A coach. Someone who’s led HR or People Ops at a growing company and is ready to step into a more strategic leadership role—with support and mentorship from the rest of our exec team.
You don’t need a CPO title to apply. But you do need to care deeply about culture, systems, and people.
💼 What You’ll Be Doing
As our first Chief People Officer, you’ll report directly to the COO and build our People function from the ground up—with the freedom to shape policies, systems, and experiences that support both our team and our business.
Key Responsibilities:
- Build foundational People Ops systems (onboarding, performance, internal comms, etc.)
- Help us evolve our org design and team structures as we grow
- Coach managers and department leads on feedback, conflict resolution, and communication
- Shape our culture roadmap and run regular team health check-ins
- Partner with leadership to develop hiring plans, career ladders, and DEI efforts
- Own employee experience end-to-end—from first interview to promotion and beyond
✅ What We’re Looking For
- 5–8 years of HR or People Ops leadership experience
- You’ve managed a small but mighty People team—or worn many hats solo
- You’ve helped a startup or mid-sized company grow and know what that requires
- Strong communicator—comfortable navigating tough conversations and org-wide updates
- You think in systems, but lead with empathy
- Bonus: You’ve worked in B2B SaaS or a high-growth environment
🌟 Why This Role Is a Great Fit
This is a rare opportunity to level up. You’ll have the trust of our executive team, the resources to build, and the runway to grow into a true CPO role—even if you haven’t had the title before.
We care about culture, but we’ve been reactive. Now we want to be intentional—and we want you to lead that effort.
If you’re passionate about building great teams, designing smart systems, and making work feel more human—we’d love to talk.
🎁 Perks & Benefits
- 💰 $140,000–$170,000 base + up to 15% performance bonus
- 🏥 Medical, dental, and vision insurance (100% covered for employee)
- 🌴 Unlimited PTO + minimum 15-day use policy
- 🧠 $1,500 annual professional development stipend
- 🏡 Hybrid team with in-office days (optional) in Austin, TX
- 👶 12-week parental leave + flexible caregiver support
📥 How to Apply
We care about fairness, clarity, and respecting your time. That’s why we use WorkScreen—so you’re evaluated based on real skills, not just past titles or buzzwords.
Click below to complete a quick, structured evaluation:
👉 [Insert WorkScreen Link]
We review every application and keep you updated at each step.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Chief People Officer Job Descriptions Work
This section explains the “why” behind each element—so readers not only get templates but also learn how to write better job posts themselves.
✅ 1. The Titles Are Clear, Specific, and Targeted
Instead of a vague title like “Hiring a CPO,” both posts say exactly what the role is, where it’s based (remote or hybrid), and what the compensation range is. This sets expectations early and helps attract the right candidates.
“Chief People Officer at Altura Health | Remote | $180,000–$220,000 + Equity”
“Chief People Officer at Freestone Analytics | Hybrid (Austin, TX or Remote) | $140,000–$170,000 + Bonus”
These titles speak directly to different candidate levels—one targeting seasoned execs, the other inviting strong VPs ready to step up.
✅ 2. The Introductions Tell a Story, Not Just a Summary
Most job posts start with “We’re hiring a Chief People Officer…” and move on. These start with context and purpose.
Each intro:
- Frames the mission of the company
- Explains why the role exists
- Gives the candidate a reason to care
This approach pulls in mission-driven people who are looking for impact—not just a job title.
✅ 3. The Video Element Adds a Human Touch
Including a Loom or YouTube video from the CEO or COO builds trust and shows transparency.
Instead of just reading about the company, candidates see the person they’ll report to, hear the tone, and feel the culture. That emotional layer helps you stand out.
✅ 4. The “Who We Are” Sections Are Company-Specific
Instead of giving readers generic prompts like “Write a short company summary,” these examples showcase real companies with real missions. That specificity shows care and clarity—and helps candidates imagine what they’re joining.
Altura Health is focused on preventive care and patient experience.
Freestone Analytics is helping logistics teams make smarter decisions.
A job post is a company’s first impression. These ones make it count.
✅ 5. Responsibilities Are Framed Around Strategy and Impact
Rather than just listing duties like “Lead HR policies,” the posts explain the strategic purpose of the role:
“Be the cultural heartbeat of the company.”
“Shape our culture roadmap and run regular team health check-ins.”
“Partner with leadership to develop hiring plans, career ladders, and DEI efforts.”
This language helps the candidate see the why behind their work—and positions the CPO as a driver of growth, not just admin.
✅ 6. The Application Process Is Clear and Respectful
Both job posts use WorkScreen and explain it clearly:
- It’s structured
- It saves time
- It’s based on strengths, not just resumes
- Applicants will be kept updated
This kind of respect and clarity makes people want to apply—and signals a high-quality candidate experience.
✅ 7. Perks & Benefits Are Separated from the “Why” Section
Instead of lumping everything into one benefits paragraph, each post includes:
- A “Why This Role Is a Great Fit” section to pitch the opportunity in human terms
- A “Perks & Benefits” section to lay out the tangible offerings
This structure helps balance emotional and practical motivation—and appeals to both the head and the heart.
Example of a Bad Chief People Officer Job Description (And Why It Fails)
This section provides a real contrast to the strong examples—highlighting what not to do and why it matters.
❌ Bad Job Description Example
Job Title:
Chief People Officer
Company:
[Confidential Company]
Location:
N/A
Job Summary:
We are seeking an experienced Chief People Officer to oversee our HR department and implement organizational policies. The CPO will be responsible for ensuring compliance with labor laws and maintaining employee records.
Responsibilities:
- Supervise HR staff
- Update policies and procedures
- Handle employee relations and disciplinary matters
- Review payroll and benefits
- Ensure compliance with legal requirements
Requirements:
- Bachelor’s degree in HR or related field
- 5+ years of experience in HR leadership
- Strong communication and interpersonal skills
How to Apply:
Please email your CV and cover letter to hr@companycareers.com. Only shortlisted candidates will be contacted.
🚩 Why This Job Post Falls Flat
1. The Title Is Too Generic
Simply saying “Chief People Officer” without context or compensation makes it easy to ignore. Great candidates are skimming dozens of listings—this one doesn’t stand out or signal what makes the role compelling.
2. The Introduction Is Cold and Vague
The summary reads like a compliance memo. It lacks purpose, mission, or any reason to care. There’s no insight into why the company is hiring this role, what stage they’re in, or what the candidate will help build.
3. No Company Culture or Mission
There’s no mention of what the company does, what values it holds, or what kind of environment the candidate would be walking into. This is one of the biggest red flags for leadership candidates—culture is key at this level.
4. The Responsibilities Are Purely Administrative
The tasks listed (disciplinary matters, compliance, updating policies) reduce the CPO role to an HR enforcer. There’s nothing about strategy, team development, leadership coaching, or business alignment—which are core to the job.
5. No Salary or Benefits Mentioned
Leaving out compensation and perks shows a lack of transparency. High-quality candidates will move on to job posts that respect their time and clearly communicate value.
6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” sends the message: we don’t care enough to follow up. That kind of language drives away thoughtful, mission-driven applicants.
7. Zero Personality in the CTA
There’s no invitation. No warmth. No sense of why someone should be excited to apply. It feels like a formality, not a real opportunity.
Bonus Tips That Make Your Job Description Stand Out
These are the advanced, often-overlooked details that separate a “decent” job post from one that actually attracts top-tier candidates.
💡 Tip 1: Add a Security & Privacy Notice for Candidates
Let’s be honest—job scams are everywhere. A simple trust-building notice goes a long way in making candidates feel safe.
🔐 Example:
“We take your privacy seriously. We will never ask for payment, banking details, or personal financial info during any part of the hiring process.”
This small sentence instantly sets a trustworthy tone.
💡 Tip 2: Mention Leave Days or Flex Time
Benefits like PTO, recharge weeks, and flex hours often get buried or left out—but for People Leaders especially, these are green flags.
🌴 Example:
“Enjoy up to 20 PTO days, 14 company holidays, and two company-wide recharge weeks each year.”
It shows your company cares about wellbeing—and that you walk the talk.
💡 Tip 3: Highlight Training & Career Growth
Top candidates want to grow. If you offer learning stipends, mentorship, or clear paths to advancement, say so clearly.
📚 Example:
“We invest in your growth. You’ll get access to coaching, internal training, and a $2,000 learning & development stipend each year.”
This matters even more if you’re hiring a VP of People stepping into their first CPO role.
💡 Tip 4: Include a Video From the Hiring Manager or CEO
Already included in your templates, but worth reinforcing:
A short video (Loom or YouTube) from the CEO, COO, or team lead builds immediate trust and gives your post a human face.
🎥 Bonus Tip:
Keep it under 90 seconds. Let the leader talk about the mission, team, and why this hire matters right now.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
💡 Tip 5: Show How You Treat Applicants
Don’t just say you “value people”—prove it through your hiring process. Let candidates know what to expect and how you’ll respect their time.
🤝 Example:
“We reply to every applicant. We use WorkScreen to make the process fair, fast, and based on what actually matters—your skills.”
The best candidates are watching how you hire. A thoughtful process = a company worth joining.
Should You Use AI to Write Job Descriptions? (Yes—but not like most people do)
Lately, it seems like every hiring platform offers a “1-click AI-generated job post” feature. And while it might sound like a productivity hack, here’s the truth:
👉 Using AI the wrong way is one of the fastest ways to write a boring, ineffective job description.
❌ The Wrong Way to Use AI
Most people open ChatGPT or click “Generate” inside their ATS and type something like:
“Write me a job description for a Chief People Officer.”
What they get back is a generic list of responsibilities, bland buzzwords, and copy-paste HR filler.
It’s fast—but it doesn’t connect.
And more importantly—it won’t attract the kind of strategic, emotionally intelligent, culture-building leader you actually need.
✅ The Right Way to Use AI
AI should be your writing partner, not your replacement.
The difference is what you put into it.
Before prompting AI, prepare the essentials:
🎯 What to include in your AI prompt:
- What your company actually does
- Why you’re hiring for this role right now
- What success looks like in the position
- Your tone (casual, values-driven, bold, etc.)
- Your culture (fast-paced? collaborative? remote?)
- Your salary range and benefits
- The structure of your hiring process
- Any internal notes, quotes, or bullet points you’ve written
🧠 Example Prompt to Use:
“Help me write a job post for our company, Altura Health. We’re hiring a Chief People Officer to lead People & Culture as we scale from 120 to 250 employees. Our mission is to make preventive care more compassionate and proactive. Our team is fully remote and deeply values ownership, trust, and transparency.
We’re looking for someone with experience in org design, talent development, and performance systems—who can think like a strategist and operate like a coach.
Salary range is $180K–$220K. Benefits include full health coverage, 20 PTO days, and two recharge weeks. We use WorkScreen to run evaluations and reply to every applicant.
Here are some rough notes and phrasing we’d like to include: [paste your notes here]. Please write this in a warm, conversational tone—no corporate jargon.”
Then, let AI help you:
- Refine your writing
- Improve clarity and structure
- Polish the tone
But don’t let it write your post from scratch. That’s how you end up sounding like everyone else.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Copy-Paste Job Description Templates (For Quick Use)
✅ Option 1: Culture-First, Conversational Template
Best for companies hiring emotionally intelligent, mission-driven People leaders.
Job Title:
Chief People Officer at [Company Name] | [Location] | [Salary Range]
Type: [Job Type] | Executive Team
🎥 Meet the CEO
Here’s a short video from our CEO, [CEO Name], on where we’re headed and why this role matters now:
👉 [Insert Loom or YouTube Link]
🏢 Who We Are
[Company Name] is on a mission to [insert plain-English version of your mission]. We’ve grown from [X] to [Y] employees in the past [time period], and now we’re building a stronger people foundation to scale the right way.
We believe our culture should be intentional, not accidental—and that great teams don’t just happen. That’s why we’re hiring a Chief People Officer to help us scale our systems, our culture, and our leadership—without burning out our team along the way.
💼 What You’ll Be Doing
As our Chief People Officer, you’ll join the executive team and lead all things People—from hiring and onboarding to performance, development, and culture. You’ll partner closely with the leadership team to create systems and structures that help great people thrive.
✅ What We’re Looking For
- 5–10+ years of experience in People Ops or HR leadership
- Experience helping a team scale from [X] to [Y]
- Strong communicator who can build trust and manage change
- You lead with empathy, but think in systems
- Bonus: Experience working in [industry or environment]
🌟 Why This Role Is a Great Fit
This isn’t just another HR leadership role. It’s a chance to shape how [Company Name] grows—strategically and sustainably.
You’ll have a seat at the table, the backing of leadership, and the space to build something meaningful. If you believe people strategy is business strategy—this is your role.
🎁 Perks & Benefits
- 💰 [Salary Range] + equity or bonus
- 🏥 Health, dental, and vision coverage
- 🌴 [X] PTO days + [Y] company holidays + flex time
- 🧠 $[Learning Budget] learning & development stipend
- 🏡 [Remote / Hybrid / On-site] work options
- 👶 Parental leave + mental health support
📥 How to Apply
We care about your time and your strengths. That’s why we use WorkScreen—a short, structured evaluation that gives every applicant a fair shot.
Click the link below to apply:
👉 [Insert WorkScreen Link]
✅ Option 2: Traditional Format (Job Brief + Responsibilities + Requirements)
Best for companies looking for a clean, structured layout.
Job Title:
Chief People Officer
Location: [Location]
Salary Range: [Salary Range]
Job Type: [Full-Time / Part-Time / Contract]
🏢 Who We Are
[Company Name] is a [brief description of company + mission]. As we grow, we’re committed to building a values-aligned, high-performing team—and we’re hiring a Chief People Officer to lead that journey.
Job Brief
The Chief People Officer will oversee the People function and ensure our team experience scales with our growth. You’ll partner with executive leadership to improve performance systems, leadership development, recruiting, and employee engagement.
Responsibilities
- Lead all People functions: People Ops, Talent, DEI, L&D, and HR Compliance
- Build or scale feedback systems, performance reviews, and career frameworks
- Coach managers and department heads
- Partner with the executive team on org design, hiring plans, and internal communications
- Shape employee experience programs, culture rituals, and wellness initiatives
- Ensure compliance with all relevant labor regulations
Requirements
- 5–10+ years in HR, People Ops, or Talent leadership
- Experience in a senior or executive role (VP-level or equivalent)
- Strategic mindset with strong attention to detail
- Strong interpersonal, communication, and conflict resolution skills
- Bonus: Experience scaling teams in [insert company stage or industry]
Perks & Benefits
- 💰 Competitive salary + bonus or equity
- 🏥 Health insurance and wellness programs
- 🌴 Generous paid time off and flexible working hours
- 🧠 Learning stipend and growth opportunities
- 🏡 [Insert remote/hybrid policy]
- 👶 Paid parental leave and caregiver support
How to Apply
We use WorkScreen to run structured evaluations and ensure fairness across every application. It takes just a few minutes and helps us focus on what matters—your real-world strengths.
👉 [Insert WorkScreen Link]
Let WorkScreen Handle the Next Step of Hiring
A soft, value-driven CTA that ties the guide together and naturally introduces WorkScreen as the next step in the hiring process.
✅ Ready to Attract Better Candidates and Spot the Best Ones Faster?
Writing a great job post is just the first step.
But once those applications start rolling in, the real question becomes:
How do you know who’s actually qualified—without wasting hours in interviews or screening calls?
That’s where WorkScreen.io comes in.
🧠 What WorkScreen Helps You Do:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily run one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Eliminate low-effort, AI-generated applications
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
Whether you’re hiring a Chief People Officer or building out your first HR team, WorkScreen helps you make faster, smarter, and more confident hiring decisions.
FAQ
Not quite.
While both roles focus on people and culture, a Chief People Officer (CPO) is usually part of the executive team and responsible for company-wide people strategy—not just HR operations.
An HR Director might oversee recruiting, compliance, and policies. A CPO shapes org design, leadership development, performance systems, and long-term team growth.
Think of it this way:
HR Directors manage the HR function.
CPOs architect the people experience across the business.
A great CPO blends empathy, systems thinking, and strategic influence. You’re looking for someone who can coach leaders, design scalable people processes, and align HR initiatives with company goals.
Key skills to look for:
- Organizational design
- Leadership development
- DEI strategy and execution
- Change management
- Emotional intelligence
- Performance systems (not just performance reviews)
- Communication and conflict resolution
- Business acumen—understanding how people decisions affect growth
As of 2025, the average CPO salary in the U.S. ranges from $170,000 to $240,000, depending on company size, location, and whether the role includes equity.
- Early-stage startups: $140,000–$180,000 base + equity
- Mid-sized, scaling companies: $180,000–$220,000 + performance bonus
- Large enterprises: $220,000–$300,000+ total compensation
Remote roles may offer flexibility in exchange for lower cash comp, but many still match market rates.
Most companies bring in a CPO when they’re scaling past 100 employees or preparing for rapid growth (e.g., Series B+ stage). But some bring one in earlier—especially if culture, retention, or internal systems are becoming a bottleneck.
Hiring a CPO early helps avoid reactive HR problems and builds a proactive people strategy from the ground up.
A VP of People typically leads day-to-day HR and People Ops execution. A CPO, on the other hand, is more focused on long-term strategy, leadership development, and aligning the people roadmap with business goals.
In some cases, a strong VP of People can grow into a CPO role as the company scales.
Ideally, a CPO reports directly to the CEO.
This ensures that people strategy is aligned with the company’s vision—and that culture, talent, and leadership are treated as core drivers of the business.
In some companies, the CPO reports to the COO, especially if the CEO is externally focused. What matters most is that the CPO has a seat at the leadership table and real influence over decisions.
Red flags in a CPO hire often include:
- Prioritizing compliance over culture
- Avoiding tough conversations or conflict
- Lacking business context—treating HR as separate from growth
- Relying on generic “best practices” vs. building systems that match the company’s stage
- Struggling to coach or upskill middle managers
The wrong CPO can create confusion, erode trust, and stall your leadership team. The right one elevates the entire company.
