[All remote jobs](https://jobicy.com/jobs.md)[![livingHR logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/d765d7d5-221.png)](https://jobicy.com/company/livinghr.md)[livingHR](https://jobicy.com/company/livinghr.md) # CHRO / CPO / Senior HR Executive Talent Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/livinghr.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUndisclosedDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentContractExperienceDirectorPublished20 Oct 2026Apply before19 Nov 2026Listing views45Application actions4Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. AI Summary ## The role, at a glance. This is a remote talent-pipeline opportunity for experienced CHROs, Chief People Officers, and senior HR executives who may be matched with client engagements over time. Target candidates bring 15+ years of progressive HR leadership experience and can align enterprise people strategy with business outcomes. Core work spans talent strategy, organizational design, culture, DEIB, workforce planning, HR operations, compliance, and transformation. Engagements may be interim, fractional, or full-time and vary in scope, duration, and industry. Success requires executive presence and the ability to partner effectively with CEOs, boards, and senior leadership teams. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 4/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is an executive-level HR leadership profile requiring extensive strategic, operational, and change-management expertise. Candidates must independently influence C-suite stakeholders while navigating varied client environments and ambiguous engagement scopes. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per day)Highly competitive$1,350US market range (per day)$900–$1.80k0$1.98k AI insightThe daily pay period is inferred from the job context; it was not explicitly stated by the employer. No employer compensation was disclosed. The displayed figures are estimated USD day-rate equivalents for senior interim or fractional CHRO/CPO-level contract engagements in the US market; the daily cadence is inferred from the project-based contract structure and may vary substantially by client scope, hours, and executive seniority. ## Core skills Skills and capabilities most closely associated with this opportunity. [Human Resources Strategy](https://jobicy.com/jobs?search_keywords=Human%20Resources%20Strategy.md)[Executive Leadership](https://jobicy.com/jobs?search_keywords=Executive%20Leadership.md)[Organizational Design](https://jobicy.com/jobs?search_keywords=Organizational%20Design.md)[Change Management](https://jobicy.com/jobs?search_keywords=Change%20Management.md)[Talent Management](https://jobicy.com/jobs?search_keywords=Talent%20Management.md)[Succession Planning](https://jobicy.com/jobs?search_keywords=Succession%20Planning.md)[Leadership Development](https://jobicy.com/jobs?search_keywords=Leadership%20Development.md)[Workforce Planning](https://jobicy.com/jobs?search_keywords=Workforce%20Planning.md)[Employee Experience](https://jobicy.com/jobs?search_keywords=Employee%20Experience.md)[DEIB Strategy](https://jobicy.com/jobs?search_keywords=DEIB%20Strategy.md)[HR Compliance](https://jobicy.com/jobs?search_keywords=HR%20Compliance.md)[HR Operations](https://jobicy.com/jobs?search_keywords=HR%20Operations.md)[Board Partnership](https://jobicy.com/jobs?search_keywords=Board%20Partnership.md)[People Analytics](https://jobicy.com/jobs?search_keywords=People%20Analytics.md) Sample interview questionsHow have you aligned a people strategy with an organization's business strategy?I begin by clarifying the business plan, operating model, growth constraints, and key performance measures with executive leadership. I translate those priorities into a focused people roadmap covering organization design, leadership capability, workforce planning, and culture, then establish measurable outcomes and regular executive reviews. Describe a significant organizational transformation you have led. I would explain the business trigger, the target operating model, and how I assessed workforce and leadership implications. A strong approach includes transparent stakeholder communication, manager enablement, change milestones, risk management, and metrics such as retention, engagement, productivity, and time to adoption. How do you build credibility with a CEO and board of directors? I bring concise, data-informed recommendations tied to enterprise risks and outcomes rather than presenting HR activity in isolation. I establish trust through sound judgment, confidentiality, clear trade-offs, and proactive guidance on talent, succession, culture, and organizational risk. What is your approach to improving employee experience while maintaining operational discipline? I use employee listening, operational data, and journey mapping to identify the moments that most affect performance and retention. I then prioritize scalable improvements that simplify processes for employees and managers while retaining appropriate controls, compliance, and accountability. How would you assess a new client organization during the first 90 days of an interim executive engagement? I would first align with leadership on desired outcomes, decision rights, and the urgency of current issues. I would review business objectives, organizational structure, talent data, employee feedback, HR operations, compliance risks, and leadership capability, then deliver a prioritized action plan with clear owners, timelines, and success measures. Opportunity details ## About this role. Strategic HR Executive Talent Pipeline — CHRO / Chief People Officer / Heads of HR / VP / SVP of HR Summary We are building a continuous pipeline of senior human capital leaders — including Chief Human Resources Officers (CHROs), Chief People Officers (CPOs), Heads of HR, Vice Presidents (VP), and Senior Vice Presidents (SVP) of HR — to support ongoing and future client and partner needs. These candidates will be considered for interim, fractional, and full-time executive engagements across a range of industries and organizational contexts. Who We Are livingHR is the remote-first, professional services “work agency” created to make work better. We partner with organizations to deliver human-centric, future-of-work-ready HR-managed services, professional services, and products. We believe in taking exceptional care of our people so they can deliver exceptional outcomes for clients, partners, and communities. Position Overview Generally our clients are looking for the senior HR executives that are strategic partners to executive leadership, responsible for shaping and driving people strategy, organizational culture, talent optimization, and business performance. They play a central role in aligning people initiatives with broader organizational goals, leading transformational change, and elevating the employee experience. Responsibilities (demonstrative of roles we’re targeting): * Strategic Leadership & Alignment: Lead the development and execution of enterprise-wide HR and people strategies aligned with overall business objectives. * Talent Management & Acquisition: Design and oversee talent acquisition, retention, succession planning, and leadership development frameworks. * Culture & Employee Experience: Shape organizational culture, engagement, and DEIB (diversity, equity, inclusion, belonging) initiatives to support innovation and retention. * Organizational Design & Transformation: Partner with leadership on workforce planning, organizational design, and change management to drive growth and agility. * HR Operations & Compliance: Ensure HR practices comply with regulatory and legal standards while managing HR operations and performance metrics. Scope of Roles Included in Pipeline: * Chief Human Resources Officer (CHRO) — Enterprise-wide HR strategy and execution leader. * Chief People Officer (CPO) — Strategic people-centric executive focused on culture, engagement, and future workforce readiness. * Head of HR / VP / SVP of HR — Senior HR leaders with operational and strategic oversight, reporting to C-suite. Target Candidate Profile: * Experience: 15+ years in HR with demonstrable progression to senior leadership roles (CHRO, CPO, SVP/VP of HR) in mid-to-large organizations. * Strategic Mindset: Track record of driving organizational transformation, culture evolution, and people strategy that directly contributes to business outcomes. * Industry Flexibility: Comfortable across a range of sectors (tech, professional services, healthcare, financial services, etc.). * Leadership & Influence: Strong executive presence with proven ability to partner with CEOs and Boards. * Future of Work: Demonstrated leadership in building human-centric, AI enabled workplaces and leverages new modern workforce models What You Can Expect livingHR engages candidates on a project-by-project basis. Engagement timing, scope, and duration vary based on client needs. Candidates may be considered for multiple opportunities over time as part of our long-term talent community. Show more [Apply now >](https://jobicy.com/jobs/155990-chro-cpo-senior-hr-executive-talent.md) > Annual salary information is not provided for this position. 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