Chief People Officer

Why NeuraFlash, Part of Accenture:

At NeuraFlash, Part of Accenture, we are redefining the future of business through the power of AI and groundbreaking technologies like Agentforce. As a trusted leader in AI, Amazon, and Salesforce innovation, we craft intelligent solutions—integrating Salesforce Einstein, Service Cloud Voice, Amazon Connect, Agentforce and more—to revolutionize workflows, elevate customer experiences, and deliver tangible results. From conversational AI to predictive analytics, we empower organizations to stay ahead in an ever-evolving digital landscape with cutting-edge, tailored strategies.

We are proud to be creating the future of generative AI and AI agents. Salesforce has launched Agentforce, and NeuraFlash, Part of Accenture, was selected as the only partner for the private beta prior to launch. Post-launch, we’ve earned the distinction of being Salesforce’s #1 partner for Agentforce, reinforcing our role as pioneers in this transformative space.

Be part of the NeuraFlash, Part of Accenture journey and help shape the next wave of AI-powered transformation. Here, you’ll collaborate with trailblazing experts who are passionate about pushing boundaries and leveraging technologies like Agentforce to create impactful customer outcomes. Whether you're developing advanced AI-powered bots, streamlining business operations, or building solutions using the latest generative AI technologies, your work will drive innovation at scale. If you’re ready to make your mark in the AI space, NeuraFlash, Part of Accenture is the place for you.

NeuraFlash, a part of Accenture, is a leading innovative partner of Salesforce and Amazon, seeking a Chief People Officer. This role is being introduced during a period of continued growth as we integrate with Accenture. The Chief People Officer will play a critical role in aligning people practices, systems, and culture across teams, while ensuring continuity, engagement, and long-term organizational effectiveness.

As a core member of the senior leadership team, you will oversee all aspects of human capital management. The ideal candidate is a strategic thinker with a deep understanding of People Operations best practices, including Human Resources, Talent Acquisition, and Learning & Development, a proven track record of leading transformational initiatives, and a passion for cultivating a people-first organization.

 

Key Role Responsibilities:

Your position reports to the COO and your responsibilities will include, but are not limited to, the following:

Strategic Leadership:

•  Develop and execute a comprehensive people strategy, aligned with the company’s business objectives and long-term goals, while ensuring alignment and integration of people practices, processes, and culture as the organization transitions into new operational frameworks.
•  Assess current people programs in the context of industry standards and organizational objectives, providing insights to support alignment, integration, and long-term effectiveness.
• Serve as a trusted advisor to the Executive Team on organizational culture, workforce planning, and leadership development.

Talent Acquisition & Retention:

• Oversee international recruitment and onboarding processes to attract top talent across the United States, Canada, Colombia, India, and potentially other expansion markets, and ensure a seamless candidate experience.
• Evaluate and redefine hiring profiles across roles to ensure the right candidates and personas are identified, interviewed, and hired.
• Drive high-volume recruitment and pipeline of candidates.
• Implement strategies to enhance employee retention, engagement, and career development.
• Leverage data and analytics to optimize recruitment processes, reduce time-to-hire, and improve hiring quality.
• Evaluate workforce to identify high performers and develop strategy to foster growth and retention.
• Ensure executive and senior leadership have line of sight into employee performance and help guide recognition, continual monitoring of performance, etc.
• Create a succession planning framework to ensure leadership readiness and internal mobility opportunities.
• Conduct regular workforce planning in collaboration with leaders to anticipate future talent needs and inform hiring planning decisions.
• Partner with practice leads and business leaders to identify challenging roles to fill and develop strategies to attract, hire, and retain top talent.
• Strategically grow junior talent pipelines, bringing in entry-level hires or early-career professionals to participate in leadership or skill-building bootcamps, cultivating the next generation of organizational talent.

Culture & Employee Experience:

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