Chief People Officer (CPO)

About the Role

TSC is seeking an experienced, hands-on, business-oriented Chief People Officer (CPO) to lead and scale the company’s Human Capital (HC) strategy, talent systems, and people operations. Reporting to the CEO, the CPO will serve as a builder and operator, driving an operating model that supports rapid organic growth and active acquisition activity. The role requires a leader who can develop enterprise human capital strategy, lead M&A diligence and integration, build the HR operating model, solve detailed people and organizational challenges, and provide clear visibility into workforce risks, capability gaps, talent priorities, and organizational health to the CEO, Executive Leadership Team, and Board.

Responsibilities

• Human Capital Strategy & Workforce Planning:
  • Develop and execute a comprehensive HC strategy aligned with TSC’s mission, growth plan, acquisition strategy, customer commitments, and long-term value creation goals.
  • Build a scalable HC operating model with clear leadership accountability, repeatable processes, and appropriate use of vendors and advisors.
  • Partner with Finance, Operations, Business Development, and P&L leaders on headcount planning, organizational design, capacity planning, workforce segmentation, and critical skill forecasting.
  • Establish workforce planning rhythms and dashboards for executive and Board-level visibility into talent, retention, hiring, engagement, leadership readiness, compliance, and organizational health.
  • Identify human capital risks and develop mitigation plans.
  • Establish guidelines and metrics for hybrid and on-site teams, ensuring consistent policy application.
  • Evaluate and transition acquired companies’ workplace models into TSC’s framework.
• Talent Acquisition (TA) & Employer Brand:
  • Build and lead a high-performing TA organization for recruiting top talent in competitive Defense Tech markets.
  • Develop recruiting strategies for priority skills, difficult locations, cleared roles, technical pipelines, university partnerships, veteran recruiting, referrals, executive hiring, and acquisition-related needs.
  • Establish standardized TA processes to improve quality of hire, speed, hiring manager accountability, and candidate experience.
  • Strengthen TSC’s employer brand and employee value proposition in partnership with Marketing, Communications, and Business Development.
  • Manage TA metrics and ensure compliance with employment laws, security, and customer requirements.
• M&A, Organizational Integration & Change Management:
  • Partner with leadership across the M&A lifecycle, including due diligence, deal execution, and post-close integration.
  • Lead human capital due diligence and develop integration plans for organization design, leadership alignment, talent retention, compensation harmonization, and culture integration.
  • Integrate human capital data, systems, and processes while maintaining compliance and continuity.
  • Establish HC integration KPIs and playbooks to minimize disruption.
  • Support change-management strategies and communications during transitions.
• Leadership Development, Performance Management & Succession:
  • Design and implement leadership development infrastructure at multiple organizational levels.
  • Establish performance management processes aligned with program and corporate objectives.
  • Develop succession plans and talent pipelines for critical roles.
  • Ensure leadership practices reinforce mission, values, and high-performance culture.
• Total Rewards & Employee Experience:
  • Lead the design of competitive total rewards programs, including base pay, incentives, benefits, and recognition.
  • Ensure compensation structures align with company performance and retention needs.
  • Oversee benefits and wellness programs to support engagement and retention.
  • Establish employee listening mechanisms and action planning processes.
  • Define and monitor employee-experience metrics.
• Human Capital (HC) Operations, HRIS/Data, Compliance, & Policy:
  • Lead HC Operations, including employee lifecycle processes, HRIS governance, and compliance.
  • Ensure compliance with employment laws, GovCon requirements, and internal standards.
  • Maintain processes for OFCCP, Affirmative Action Plans, and workforce reporting.
  • Standardize HC processes for audits, customer requirements, and Board oversight.
• Culture, Organizational Effectiveness, and Cross-Functional Leadership:
  • Champion a mission-focused, values-based culture supporting technical excellence and collaboration.
  • Partner with cross-functional leaders to align HC priorities with program and technology needs.
  • Address organizational bottlenecks and support operating model changes for scalability.
  • Build and lead a high-performing HC organization with clear priorities and continuous improvement.

Qualifications

• Bachelor’s, Master’s, or MBA in human resources, business, organizational development, or related field; or equivalent experience.
• 15+ years of progressive HC/HR leadership experience across multiple functions (HRBP, TA, Total Rewards, HR Operations, Talent Development, Compliance, HRIS/Data).
• 5+ years in an executive HC/HR role (CHRO, CPO, or equivalent).
• Experience scaling people systems in a complex, growth-oriented environment (ideally from ~1,000 employees to larger scale).
• Proven M&A experience, including due diligence, integration, and workforce risk assessment.
• Experience building HR operating models, leadership teams, HRIS practices, and workforce planning rhythms.
• Strong understanding of TA, HRBP models, performance management, leadership development, and compliance.
• Experience in highly regulated, security-conscious, or government contracting environments.
• Strong analytical skills with a data-informed approach to decision-making.
• Ability to work effectively with engineering, finance, legal, and executive teams.