Chief People Officer

Overview

Direct message the job poster from GreerWalker CPAs and Advisors

GreerWalker is a prominent accounting and advisory firm serving privately owned middle-market companies and their owners. Recognized as one of the nation’s “Best of the Best” accounting firms by Inside Public Accounting and as an Employer of Choice in the Charlotte market, we combine technical excellence with a people-first culture serving the communities of both Charlotte, NC and Greenville, SC. Our philosophy is simple : when our people thrive, our clients thrive. That’s why we are committed to building a workplace where careers grow, communities benefit, and extraordinary experiences are created, for clients and colleagues alike.

Role Overview

The Chief People Officer (“CPO”) will serve as a key member of the executive leadership team, responsible for translating firm strategy into a cohesive people strategy that drives growth, performance, and culture. This leader will be both visionary and hands-on : shaping the employee experience, developing leaders, and building an HR function that is trusted, modern, and scalable.

Key Responsibilities

• Strategic Partner : Serve as advisor to the Managing Partner, COO, and Executive Committee, ensuring people strategy is aligned with firm strategy.
• Leadership & Culture : Shape and steward the firm’s talent philosophy and employee experience, embedding GreerWalker’s Fundamentals and Competencies into daily practice.
• Talent Acquisition & Employer Brand : Provide strategic oversight of talent acquisition, ensuring a clear strategy, strong employer brand, and a candidate experience that reflects the firm’s values.
• Organizational Effectiveness : Provide strategic oversight of workforce planning, succession management, leadership development, and team effectiveness initiatives.
• Talent & Performance : Oversee performance management, career development, and learning programs that build capability and engagement.
• Total Rewards & Compliance : Ensure compensation, benefits, and compliance practices are competitive, fair, and aligned with firm values.
• Data-Driven Decisions : Use people analytics to provide insights and measure the impact of HR programs.
• Change Leadership : Lead cultural and organizational change with transparency, accountability, and empathy.
• HR Leadership : Build and mentor a cohesive HR leadership team, ensuring the function is collaborative, client-focused, and future-ready.

Qualifications

Seniority level

Employment type

Job function

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Medical insurance

Vision insurance

401(k)

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