Kapor Center
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Chief People Officer
role at
Kapor Center
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About The Kapor Foundation The Kapor Foundation works at the intersection of racial equity and technology to reimagine and reconstruct a more inclusive and equitable technology sector. The Foundation has three focus areas: Education, Innovation, and Governance, where it aims to expand access to equitable computing education, invest in entrepreneurs and funds, and improve tech accountability and safeguards against risk and harm. We believe that when technology includes diverse perspectives and is harnessed to address societal challenges, we can transform the tech ecosystem for Black, Latine, and Native communities, and society as a whole.
The Opportunity The Foundation is a small, lean, yet exciting and impactful organization, which executes grants, conducts research, contributes thought leadership, and advocates for policy change. In this current moment, the Foundation is deeply engaged in efforts to build a more equitable AI future, through efforts like HumanityAI, Oakland Innovation Hub, Advancing Equitable AI Policy in CA, AI in Education, and widely disseminating Responsible AI Principles for philanthropy. The Family Office also houses Kapor Center Investments, a portfolio of venture funds and venture‑backed tech startup companies. The Chief People Officer (CPO) will play a pivotal leadership role as a strategic and trusted advisor to the CEO, executing a strong people operations function, developing a diverse, inclusive and high‑performing culture, and maximizing opportunities for learning and development—all in order to enable the Foundation to have the greatest impact in the broader ecosystem. While there is minimal anticipated headcount growth in the future, there is a strong need for developing and managing processes for talent management, learning and development, and culture‑building activities. The CPO will also provide experienced HR leadership and oversee 1 FTE. While the CPO will focus primarily on executing human resources practices for the Kapor Foundation, they will also be a trusted colleague across the Family Office, supporting Kapor Center Investments and potentially working with entrepreneurs and funds on cutting‑edge talent issues and identifying other ways of supporting their growth and success.
We’re Looking For a CPO Who
Has 10+ years of experience leading HR or People Operations, preferably in the philanthropic or nonprofit sector
Experience working in or adjacent to the technology sector, and with interest in AI for good, expanding equity in tech, or broadly, building a more inclusive tech sector
Has experience working with Boards of Directors and executive leaders (completing board decks, presentations and proposals, etc)
Is adept at translating organizational goals into people‑related strategies to drive, support, and magnify the Foundation’s impact, including hiring, performance management, and learning and development.
Has proven experience leading organizational transformation and stewarding high‑performing teams during times of transition within a foundation or nonprofit context
Has demonstrated ability to manage multiple projects, remain nimble and flexible, and respond well to pivots or new directions
Has a very high level of personal and professional integrity, honesty, and trustworthiness
Experience working in small and nimble teams and managing, coaching and supporting direct reports.
Has an authentic personal and professional connection with our unique, values‑driven culture, which is highly attuned to social justice, access, and equity, and sees fairness as a beacon of employee experience and organizational success
Has impeccable written, verbal communication, and interpersonal skills
Is approachable, optimistic, dependable, flexible and maintains a positive outlook on meeting organizational needs as they evolve
Is an innovative and creative thinker that is not afraid to try something new and inspires others along the way
Has a strong work ethic with minimal need for direction
Works well independently as well as part of a broader team
Key Responsibilities Talent Development & Talent Management
Design a best‑in‑class competitive, transparent, and fair approach for the organization to performance management, inclusive of review cycles, role clarity and career pathing, and compensation philosophy/practices.
Propose strategic and logistical talent acquisition strategies, owning all facets from sourcing to offer and onboarding, for a modest number of requisitions.
Support hiring managers to design high‑quality onboarding experiences that aid retention, and continuous values‑aligned experiences that honor employee milestones throughout the employee lifecycle.
Provide ongoing support and education for managers and direct reports on how to engage in effective performance management practices that promote honest and productive dialogue about performance and progression.
Craft and implement an organizational learning structure aligned to Foundation core values of “being consummate learners” by developing, assessing, and communicating learning and development activities aligned to broader organizational needs and helping staff achieve their professional and personal goals.
Collaborating with subject matter experts to continue to grow expertise in tech and AI, including internal uses of AI in people operations functions and compliance considerations.
Offer strategic advisory, coaching, and resources to managers in the Employee Relations capacity to foster a professional ecosystem‑rooted in workplace fairness, learning and development, and organizational effectiveness.
Drive compensation philosophy and practices to facilitate a culture of high performance and impact tied to clear career development pathways and opportunities for employees across all career levels.
Assess all current total rewards programs to ensure they are competitive, fair, and effectively position us to recruit and retain top talent.
Identify and implement emerging technologies that drive collaboration, facilitate effective project management, and enhance opportunities for co‑creation and innovation.
Culture & Organizational Health
Lead and facilitate efforts to define a collaborative, high‑performing, inclusive, and equitable workplace culture inclusive of high levels of ethical integrity, professional polish, collaboration, and teamwork.
Support strategic planning on employee gatherings, retreats, internal communications and other forms of internal culture‑building to cultivate healthy culture, productivity, impact, and elevated levels of employee satisfaction and engagement.
Spearhead and implement workplace practices that reflect organizational values in support of wellness and all employees thriving.
Regularly assess employee feedback on workplace culture and satisfaction and provide continuous feedback on strategies to improve culture.
Maintain curiosity and nimbleness in the approach to the work, always seeking new ideas, staying up‑to‑speed on industry trends, and applying critical strategic leadership of People practices for the Foundation and Family Office.
Compliance, Policies, and Procedures
Develop and regularly review internal policies and procedures, ensuring they are up‑to‑date and aligned with organizational values (but not overly bureaucratic or oriented to risk management); ensure all policies and procedures are in compliance and all leaders are briefed regularly on compliance issues.
Support time tracking and time management of employees with dual roles (e.g., shared services, policy/advocacy).
Advise management on people operations matters, consulting experts or legal counsel as required.
Maintain current knowledge and understanding of state and federal employment law, industry trends, best practices regarding human resources.
Oversee programs that ensure employee safety, welfare, and wellness.
Analyze effectiveness of all people operations efforts.
The Pay Range For This Role Is 220,000 - 275,000 USD per year (California)
Seniority Level Executive
Employment Type Full‑time
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Chief People Officer
role at
Kapor Center
Get AI-powered advice on this job and more exclusive features.
About The Kapor Foundation The Kapor Foundation works at the intersection of racial equity and technology to reimagine and reconstruct a more inclusive and equitable technology sector. The Foundation has three focus areas: Education, Innovation, and Governance, where it aims to expand access to equitable computing education, invest in entrepreneurs and funds, and improve tech accountability and safeguards against risk and harm. We believe that when technology includes diverse perspectives and is harnessed to address societal challenges, we can transform the tech ecosystem for Black, Latine, and Native communities, and society as a whole.
The Opportunity The Foundation is a small, lean, yet exciting and impactful organization, which executes grants, conducts research, contributes thought leadership, and advocates for policy change. In this current moment, the Foundation is deeply engaged in efforts to build a more equitable AI future, through efforts like HumanityAI, Oakland Innovation Hub, Advancing Equitable AI Policy in CA, AI in Education, and widely disseminating Responsible AI Principles for philanthropy. The Family Office also houses Kapor Center Investments, a portfolio of venture funds and venture‑backed tech startup companies. The Chief People Officer (CPO) will play a pivotal leadership role as a strategic and trusted advisor to the CEO, executing a strong people operations function, developing a diverse, inclusive and high‑performing culture, and maximizing opportunities for learning and development—all in order to enable the Foundation to have the greatest impact in the broader ecosystem. While there is minimal anticipated headcount growth in the future, there is a strong need for developing and managing processes for talent management, learning and development, and culture‑building activities. The CPO will also provide experienced HR leadership and oversee 1 FTE. While the CPO will focus primarily on executing human resources practices for the Kapor Foundation, they will also be a trusted colleague across the Family Office, supporting Kapor Center Investments and potentially working with entrepreneurs and funds on cutting‑edge talent issues and identifying other ways of supporting their growth and success.
We’re Looking For a CPO Who
Has 10+ years of experience leading HR or People Operations, preferably in the philanthropic or nonprofit sector
Experience working in or adjacent to the technology sector, and with interest in AI for good, expanding equity in tech, or broadly, building a more inclusive tech sector
Has experience working with Boards of Directors and executive leaders (completing board decks, presentations and proposals, etc)
Is adept at translating organizational goals into people‑related strategies to drive, support, and magnify the Foundation’s impact, including hiring, performance management, and learning and development.
Has proven experience leading organizational transformation and stewarding high‑performing teams during times of transition within a foundation or nonprofit context
Has demonstrated ability to manage multiple projects, remain nimble and flexible, and respond well to pivots or new directions
Has a very high level of personal and professional integrity, honesty, and trustworthiness
Experience working in small and nimble teams and managing, coaching and supporting direct reports.
Has an authentic personal and professional connection with our unique, values‑driven culture, which is highly attuned to social justice, access, and equity, and sees fairness as a beacon of employee experience and organizational success
Has impeccable written, verbal communication, and interpersonal skills
Is approachable, optimistic, dependable, flexible and maintains a positive outlook on meeting organizational needs as they evolve
Is an innovative and creative thinker that is not afraid to try something new and inspires others along the way
Has a strong work ethic with minimal need for direction
Works well independently as well as part of a broader team
Key Responsibilities Talent Development & Talent Management
Design a best‑in‑class competitive, transparent, and fair approach for the organization to performance management, inclusive of review cycles, role clarity and career pathing, and compensation philosophy/practices.
Propose strategic and logistical talent acquisition strategies, owning all facets from sourcing to offer and onboarding, for a modest number of requisitions.
Support hiring managers to design high‑quality onboarding experiences that aid retention, and continuous values‑aligned experiences that honor employee milestones throughout the employee lifecycle.
Provide ongoing support and education for managers and direct reports on how to engage in effective performance management practices that promote honest and productive dialogue about performance and progression.
Craft and implement an organizational learning structure aligned to Foundation core values of “being consummate learners” by developing, assessing, and communicating learning and development activities aligned to broader organizational needs and helping staff achieve their professional and personal goals.
Collaborating with subject matter experts to continue to grow expertise in tech and AI, including internal uses of AI in people operations functions and compliance considerations.
Offer strategic advisory, coaching, and resources to managers in the Employee Relations capacity to foster a professional ecosystem‑rooted in workplace fairness, learning and development, and organizational effectiveness.
Drive compensation philosophy and practices to facilitate a culture of high performance and impact tied to clear career development pathways and opportunities for employees across all career levels.
Assess all current total rewards programs to ensure they are competitive, fair, and effectively position us to recruit and retain top talent.
Identify and implement emerging technologies that drive collaboration, facilitate effective project management, and enhance opportunities for co‑creation and innovation.
Culture & Organizational Health
Lead and facilitate efforts to define a collaborative, high‑performing, inclusive, and equitable workplace culture inclusive of high levels of ethical integrity, professional polish, collaboration, and teamwork.
Support strategic planning on employee gatherings, retreats, internal communications and other forms of internal culture‑building to cultivate healthy culture, productivity, impact, and elevated levels of employee satisfaction and engagement.
Spearhead and implement workplace practices that reflect organizational values in support of wellness and all employees thriving.
Regularly assess employee feedback on workplace culture and satisfaction and provide continuous feedback on strategies to improve culture.
Maintain curiosity and nimbleness in the approach to the work, always seeking new ideas, staying up‑to‑speed on industry trends, and applying critical strategic leadership of People practices for the Foundation and Family Office.
Compliance, Policies, and Procedures
Develop and regularly review internal policies and procedures, ensuring they are up‑to‑date and aligned with organizational values (but not overly bureaucratic or oriented to risk management); ensure all policies and procedures are in compliance and all leaders are briefed regularly on compliance issues.
Support time tracking and time management of employees with dual roles (e.g., shared services, policy/advocacy).
Advise management on people operations matters, consulting experts or legal counsel as required.
Maintain current knowledge and understanding of state and federal employment law, industry trends, best practices regarding human resources.
Oversee programs that ensure employee safety, welfare, and wellness.
Analyze effectiveness of all people operations efforts.
The Pay Range For This Role Is 220,000 - 275,000 USD per year (California)
Seniority Level Executive
Employment Type Full‑time
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