The Chief People Officer (CPO) is a core member of the Senior Executive Team, responsible for leading the people strategy in direct support of the company’s business priorities, operating model, and long-term performance.

This role requires a leader who deeply understands how the business works and can translate strategy into people decisions that materially improve execution, leadership effectiveness, and results. At the same time, the CPO must be a steady, authentic presence for an organization that has experienced meaningful change, someone who builds trust, provides clarity, and helps teams navigate ambiguity with confidence.

The CPO partners closely with the CEO and senior leadership team to balance performance and growth with care, accountability with humility, and rigor with empathy, ensuring the organization remains resilient, engaged, and focused on what matters most.

As with all leaders in the organization, the CPO is expected to demonstrate the company’s values through actions, decisions, and leadership behaviors.

Enterprise Business Leadership & Partnership

Business-Focused Advisor: Serve as a trusted advisor to the CEO and executive team, providing clear, practical guidance on workforce strategy, leadership effectiveness, organization design, and talent tradeoffs grounded in business realities.

Business Acumen: Understand how the company creates value (growth drivers, margin pressures, operational challenges) and aligns people priorities directly to those dynamics.

Executive Partnership: Contribute as a full enterprise leader, influencing decisions beyond traditional HR topics when people, structure, or leadership choices affect outcomes.

Operating with Ambiguity: Help leaders and teams navigate periods of change and transformation with thoughtfulness, clarity, and calm leadership.

Human Capital & Functional Excellence

End to End People Leadership: Lead all core people functions including talent acquisition, talent management, compensation and benefits, learning and development, employee relations, HR operations, and HR technology.

Scalable Foundations: Ensure people processes and systems are practical, effective, and scalable - supporting growth without unnecessary complexity.

Compliance & Sound Judgment: Maintain compliance with employment laws and regulations while exercising judgment in complex or nuanced situations.

Data-Informed Decisions: Use people data, analytics, and technology to inform priorities, measure impact, and continuously improve outcomes.

Talent, Leadership & Capability Enablement

Talent Strategy with Purpose: Focus talent investments on the roles and capabilities most critical to executing strategy and driving value.

Succession & Continuity: Lead succession planning and leadership pipeline efforts to ensure organizational stability and readiness.

Performance & Accountability: Design and sustain performance management approaches that reinforce clarity, fairness, and accountability.

Leadership Development: Strengthen leader and manager effectiveness so expectations are clear, feedback is consistent, and teams are supported.

Culture, Change & Employee Impact

Cultural Stewardship: Reinforce a culture grounded in trust, respect, accountability, and shared purpose - protecting what works while evolving what no longer serves the business.

Change Leadership: Support and guide the organization through change by strengthening communication, building leadership capability, and addressing employee concerns proactively.

Employee Impact: Shape an employee experience where people feel informed, respected, and equipped to do their best work.

Listening to Learn: Use engagement data and employee feedback to identify real issues, take action, and measure improvement.

Board & Stakeholder Engagement

Board Partnership: Provide clear, relevant updates to the Board on talent, leadership, engagement, succession, and workforce risks—framed through a business lens. Leads Compensation & Talent Committee.

Stakeholder Alignment: Partner effectively with key stakeholders to ensure people strategies support enterprise priorities.

External Representation: Represent Restaurant Technologies in a way that reflects credibility, integrity, and leadership maturity.

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Chief People Officer

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