Decisions LLC
Decisions is a fast-growing, private-equity-backed technology company that provides an integrated workflow and rules platform for business process automation (BPA). Trusted by top Fortune 500 firms and SMBs worldwide, Decisions empowers diverse industries to streamline and improve processes, enhancing efficiency and yielding results, regardless of technical expertise. This no-code automation platform integrates AI tools, rules engines, and workflow management to transform customer experiences, modernize legacy systems, and achieve automation goals three times faster than traditional software development.
We are currently seeking a dynamic and experienced Chief People Officer to join the executive leadership team. This critical role will be responsible for developing, shaping and leading all HR efforts for the organization, from employee success, people strategy, benefits, and talent acquisition. The Chief People Officer will drive initiatives that build an inclusive, high-performance culture aligned with our business goals and values. This individual will report directly to our CEO.
As the Chief People Officer, you will architect and execute Decisions end-to-end people strategy that will help the company scale. You’ll own payroll, benefits, talent acquisition, onboarding, engagement, performance management, productivity, and retention initiatives—ensuring every phase of the employee lifecycle is aligned to our strategic vision. You will partner with the executive team to build high-performing leaders, embed the Decisions culture across all levels, and define, measure, and report on the KPIs that drive our People agenda.
Responsibilities
Build, empower, and lead high-impact teams across Employee Success, HR Operations, and Recruiting, ensuring operational excellence in every aspect of the People function. Act as a thought partner to the CEO and executive team on organizational design, change management, and global workforce planning. Partner with the executive team and senior leadership to align people programs with evolving business priorities and long-term vision. Drive adoption, continuous improvement, and innovation in performance management, raising the bar for individual and team achievement across the company. Assess and enhance people processes using modern analytics, HR technologies (such as Rippling & Greenhouse), and data-driven insights. Champion new approaches and fresh ideas for engagement, retention, manager development, and employer branding—constantly innovating toward a best-in-class employee experience. Foster a vibrant, inclusive culture through energetic leadership, authentic communication, and processes that support growth, accountability, and belonging. Oversee total rewards strategy to ensure competitiveness, fairness, and alignment with business goals. Ensure HR practices comply with relevant laws and regulations across all geographies while aligning with ethical and cultural standards. Specialized Experience
Bachelor\'s degree in Human Resources, Business Administration, Organizational Psychology, or a related field—Master’s preferred. Proven experience as a Senior HR Leader (VP/Head of People, Chief People Officer, or equivalent) in a high-growth, B2B SaaS or technology company. Proven experience building and scaling HR functions from scratch in a dynamic, fast-paced environment. Deep knowledge of employment law, HR compliance, and best practices for a global workforce. Strong track record in developing equitable compensation, performance, and development frameworks. Passion for culture-building and driving alignment around mission, values, and business goals. Excellent communication, emotional intelligence, and executive presence. Experience leading through transformation, mergers, and growth. Passion for creating an employee-centric workplace that balances performance and purpose. Voluntary Self-Identification
For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information you provide will be recorded and maintained in a confidential file. Decisions’s Equal Employment Opportunity policy ensures no discrimination on the basis of protected status under applicable law. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request information to measure the effectiveness of outreach and positive recruitment efforts. Classification of protected categories is as follows: A "disabled veteran" is a veteran who is entitled to compensation under laws administered by the Secretary of Veterans Affairs, or a person discharged or released due to a service-connected disability. A "recently separated veteran" means any veteran during the three-year period following discharge or release from active duty. An "active duty wartime or campaign badge veteran" means a veteran who served during a war or campaign with an authorized badge. An "Armed forces service medal veteran" means a veteran who, while on active duty, participated in a U.S. military operation with an Armed Forces service medal. Disability Status Form CC-305 – Voluntary Self-Identification of Disability. This information is collected to comply with OFCCP requirements and is voluntary. If you choose to complete this form, your response remains confidential and will not affect your employment status. For more information, visit the U.S. Department of Labor’s OFCCP website.
#J-18808-Ljbffr
Build, empower, and lead high-impact teams across Employee Success, HR Operations, and Recruiting, ensuring operational excellence in every aspect of the People function. Act as a thought partner to the CEO and executive team on organizational design, change management, and global workforce planning. Partner with the executive team and senior leadership to align people programs with evolving business priorities and long-term vision. Drive adoption, continuous improvement, and innovation in performance management, raising the bar for individual and team achievement across the company. Assess and enhance people processes using modern analytics, HR technologies (such as Rippling & Greenhouse), and data-driven insights. Champion new approaches and fresh ideas for engagement, retention, manager development, and employer branding—constantly innovating toward a best-in-class employee experience. Foster a vibrant, inclusive culture through energetic leadership, authentic communication, and processes that support growth, accountability, and belonging. Oversee total rewards strategy to ensure competitiveness, fairness, and alignment with business goals. Ensure HR practices comply with relevant laws and regulations across all geographies while aligning with ethical and cultural standards. Specialized Experience
Bachelor\'s degree in Human Resources, Business Administration, Organizational Psychology, or a related field—Master’s preferred. Proven experience as a Senior HR Leader (VP/Head of People, Chief People Officer, or equivalent) in a high-growth, B2B SaaS or technology company. Proven experience building and scaling HR functions from scratch in a dynamic, fast-paced environment. Deep knowledge of employment law, HR compliance, and best practices for a global workforce. Strong track record in developing equitable compensation, performance, and development frameworks. Passion for culture-building and driving alignment around mission, values, and business goals. Excellent communication, emotional intelligence, and executive presence. Experience leading through transformation, mergers, and growth. Passion for creating an employee-centric workplace that balances performance and purpose. Voluntary Self-Identification
For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information you provide will be recorded and maintained in a confidential file. Decisions’s Equal Employment Opportunity policy ensures no discrimination on the basis of protected status under applicable law. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request information to measure the effectiveness of outreach and positive recruitment efforts. Classification of protected categories is as follows: A "disabled veteran" is a veteran who is entitled to compensation under laws administered by the Secretary of Veterans Affairs, or a person discharged or released due to a service-connected disability. A "recently separated veteran" means any veteran during the three-year period following discharge or release from active duty. An "active duty wartime or campaign badge veteran" means a veteran who served during a war or campaign with an authorized badge. An "Armed forces service medal veteran" means a veteran who, while on active duty, participated in a U.S. military operation with an Armed Forces service medal. Disability Status Form CC-305 – Voluntary Self-Identification of Disability. This information is collected to comply with OFCCP requirements and is voluntary. If you choose to complete this form, your response remains confidential and will not affect your employment status. For more information, visit the U.S. Department of Labor’s OFCCP website.
#J-18808-Ljbffr