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Global Chief People Officer at Verde Edge Consulting Ltd
Verde Edge Consulting Ltd
September 30, 2026
Full-time
On-site
CORE MANDATE
Build one coherent, high-performing global organization while respecting local legal and cultural realities.
Act as a trusted adviser to the CEO, ELT(Executive Leadership Team) and Board on talent, succession, culture, organizational health, leadership effectiveness and people risk.
Own global people frameworks, standards and quality of people outcomes while working collaboratively with CFO, COO, Legal and regional/local leaders.
Strengthen talent acquisition, leadership capability, performance accountability, workforce planning and succession depth.
Build scalable people operations, systems, policies, analytics and controls for a distributed workforce.
KEY RESPONSIBILITIES;
Executive & Mission Leadership
Talent & Leadership
Organization & Culture
Global People Operations
Compensation & Stewardship
People Data & Risk
Qualifications
IDEAL CANDIDATE PROFILE
Typically 15+ years of progressive people-leadership experience, including substantial enterprise/executive responsibility in a complex, distributed organization.
Demonstrated success recruiting and closing senior global talent, strengthening leadership teams, building succession depth and establishing rigorous performance accountability.
Broad people-function experience covering talent acquisition, organizational development, employee relations, compensation, people operations, workforce planning and HR technology/analytics.
Meaningful experience with multi-country workforces and mixed engagement models, including employees, contractors, employers of record and external partners.
Experience in a global Christian/faith-based, nonprofit, fintech, financial-services, technology, regulated or other mission-driven environment is strongly preferred.
Experience counseling a CEO, ELT and Board on succession, executive talent, compensation, culture, organizational design and material people risks.
EDUCATION & CREDENTIALS
An advanced degree in HR, business, organizational leadership, Social Sciences, law or a related discipline—or equivalent relevant executive experience—is appropriate. Senior HR credentials such as CHRP, SHRM-SCP, SPHR or an equivalent international qualification are advantageous. Demonstrated executive judgment and track record are key.
LEADERSHIP CHARACTERISTICS
Spiritually grounded, humble, servant-hearted and discreet
Direct yet compassionate; fair, empathetic and respectful
Low-ego, collaborative, confident and culturally sensitive
Pragmatic, decisive, resourceful and action-oriented
Resilient and steady under pressure, ambiguity and change
Personally hands-on; comfortable building systems from a blank page
WORKING ENVIRONMENT & AVAILABILITY
Professional office or home-office environment with extensive digital collaboration and sustained screen time.
Minimum six hours of daily overlap with US Eastern business hours; regular cross-time-zone collaboration and occasional early-morning/evening meetings.
Domestic and international travel, sometimes on short notice, may be required.
Requires independent judgment, careful analysis, rapid prioritization and consequential decision-making with incomplete or changing information.
Requires discretion and composure when handling confidential information, conflict, emotionally charged situations and competing demands.
Build one coherent, high-performing global organization while respecting local legal and cultural realities.
Act as a trusted adviser to the CEO, ELT(Executive Leadership Team) and Board on talent, succession, culture, organizational health, leadership effectiveness and people risk.
Own global people frameworks, standards and quality of people outcomes while working collaboratively with CFO, COO, Legal and regional/local leaders.
Strengthen talent acquisition, leadership capability, performance accountability, workforce planning and succession depth.
Build scalable people operations, systems, policies, analytics and controls for a distributed workforce.
KEY RESPONSIBILITIES;
Executive & Mission Leadership
Talent & Leadership
Organization & Culture
Global People Operations
Compensation & Stewardship
People Data & Risk
Qualifications
IDEAL CANDIDATE PROFILE
Typically 15+ years of progressive people-leadership experience, including substantial enterprise/executive responsibility in a complex, distributed organization.
Demonstrated success recruiting and closing senior global talent, strengthening leadership teams, building succession depth and establishing rigorous performance accountability.
Broad people-function experience covering talent acquisition, organizational development, employee relations, compensation, people operations, workforce planning and HR technology/analytics.
Meaningful experience with multi-country workforces and mixed engagement models, including employees, contractors, employers of record and external partners.
Experience in a global Christian/faith-based, nonprofit, fintech, financial-services, technology, regulated or other mission-driven environment is strongly preferred.
Experience counseling a CEO, ELT and Board on succession, executive talent, compensation, culture, organizational design and material people risks.
EDUCATION & CREDENTIALS
An advanced degree in HR, business, organizational leadership, Social Sciences, law or a related discipline—or equivalent relevant executive experience—is appropriate. Senior HR credentials such as CHRP, SHRM-SCP, SPHR or an equivalent international qualification are advantageous. Demonstrated executive judgment and track record are key.
LEADERSHIP CHARACTERISTICS
Spiritually grounded, humble, servant-hearted and discreet
Direct yet compassionate; fair, empathetic and respectful
Low-ego, collaborative, confident and culturally sensitive
Pragmatic, decisive, resourceful and action-oriented
Resilient and steady under pressure, ambiguity and change
Personally hands-on; comfortable building systems from a blank page
WORKING ENVIRONMENT & AVAILABILITY
Professional office or home-office environment with extensive digital collaboration and sustained screen time.
Minimum six hours of daily overlap with US Eastern business hours; regular cross-time-zone collaboration and occasional early-morning/evening meetings.
Domestic and international travel, sometimes on short notice, may be required.
Requires independent judgment, careful analysis, rapid prioritization and consequential decision-making with incomplete or changing information.
Requires discretion and composure when handling confidential information, conflict, emotionally charged situations and competing demands.