Chief People Officer (CPO)

 

About Us

At Aerospike, we dream big. Our focus is helping companies tackle seemingly insurmountable problems and doing what’s never been done before. That is why we developed the world's leading real-time data platform that powers mission-critical applications at the world's most innovative, category disrupting companies.  Our customers deploy extreme scale real-time applications to fight fraud, build recommendation engines, enable global instant digital payments, and deliver hyper-personalized user experiences to hundreds of millions of users.

Customers like Airtel, Experian, Nielsen, PayPal, Snap, Verizon Media and Wayfair rely on Aerospike as the data foundation for the future to help them act in the microsecond moments that matter. Headquartered in Mountain View, California, Aerospike also has a global presence with offices in London, Bangalore, and Tel Aviv.

Aerospike is the uncontested leader in next generation always on hyper scale data solutions. Unlike legacy NoSQL, Aerospike’s unique patented Hybrid Memory Architecture (HMA) unleashes the full power of the today’s hardware to deliver unimaginable performance and value for the most demanding data loads from the edge to the core and across the cloud.

 

Position Overview

The Chief People Officer (CPO) will be responsible for overseeing all aspects of the organization’s human resources strategy, operations, and culture. This executive leadership role will ensure that the company’s people practices support its business goals, foster a positive work environment, and drive organizational effectiveness and employee engagement. The CPO will work closely with the executive leadership team and department heads to align talent management, development, and organizational design strategies with Aerospike’s overall objectives.

Key Responsibilities

Strategic Leadership & Vision:

• Develop and execute a comprehensive people strategy that supports the company’s business goals, vision, and growth trajectory.
• Lead and drive cultural initiatives to enhance employee engagement, collaboration, and innovation across all levels of the organization.
• Act as a trusted advisor to the CEO and executive team, offering insights on leadership, organizational development, and talent management to shape the company’s strategic direction.

Talent Acquisition & Development:

• Oversee the recruitment strategy to attract and retain top talent, ensuring the company has the right people in the right roles at every stage of growth.
• Lead initiatives for employee development, including leadership training, career progression, and succession planning to build a robust internal talent pipeline.
• Champion diversity, equity, and inclusion (DEI) initiatives to foster a diverse and inclusive workforce, ensuring a culture of belonging.

Employee Engagement & Retention:

• Create, enhance, and implement programs that foster employee satisfaction, well-being, and retention.
• Monitor employee morale and company culture through surveys, focus groups, and other tools to ensure alignment with organizational values and goals.
• Foster a feedback-driven environment where employees feel heard, valued, and empowered to contribute to the organization’s success.
• Define, build and own new hire onboarding and ongoing engagement.

Compensation, Benefits & Compliance:

• Lead the design, implementation, and continuous evaluation of compensation and benefits programs that are competitive and aligned with industry standards.
• Regular review of the PEO relationship to ensure it meets the needs of the organization.
• Ensure compliance with all local, state, and federal labor laws, and develop policies and practices that support organizational compliance and mitigate risk.
• Advise on executive compensation and reward strategies, ensuring alignment with company performance and objectives.

Organizational Design & Change Management:

• Oversee organizational design and restructuring initiatives to ensure the company’s structure supports its growth strategy and operational efficiency.
• Lead and support change management efforts related to major business initiatives, such organization restructuring, ensuring smooth transitions for employees.
• Drive performance management processes, ensuring clear expectations, accountability, and continuous feedback.

Leadership Development & Succession Planning:

• Collaborate with senior leaders to build a leadership pipeline, ensuring high-potential talent is identified and developed for future leadership roles.
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