Chief of Staff to the Chief People Officer

Chief of Staff to the Chief People Officer This role has been designed as 'Hybrid' with a requirement that you will work on average 2 days per week from an HPE office. Who We Are: Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE. Job Description: The Director, Chief of Staff (CoS) to the Chief People Officer (CPO) serves as a strategic thought partner, trusted advisor, and operational leader responsible for advancing the HR organization's priorities, transformation agenda, and business outcomes. Reporting directly to the CPO, this role operates at the intersection of strategy, operations, governance, communications, and organizational effectiveness. The CoS drives execution of the strategy, ensures alignment across HR leadership teams and Centers of Excellence, and enables effective decision-making through planning and stakeholder engagement. This role combines strategic thinking with operational excellence, bringing the ability to navigate complexity, influence senior leaders, and lead enterprise initiatives that accelerate business transformation, workforce readiness, culture, and talent outcomes. Responsibilities: Strategy Execution & Transformation Partner with the CPO and HR Leadership Team to define, operationalize, and execute the global HR strategy. Translate strategic priorities into measurable goals, operating plans, success metrics, and accountability mechanisms. Drive enterprise-wide workforce, talent, culture, AI, and organizational transformation initiatives. Lead governance processes that monitor performance against strategic objectives and key milestones. Identify emerging trends, risks, and opportunities and provide actionable recommendations to the CPO. Develop executive-level insights and facilitate decision-making on high-impact strategic issues. HR Portfolio Management & Business Operations Oversee the HR portfolio of initiatives to ensure prioritization, resource alignment, execution discipline, and measurable business impact. Partner with Finance to manage operating plans, investment priorities, budgets, and headcount governance. Establish and monitor key performance indicators, operating metrics, and executive dashboards. Drive continuous improvement of processes, governance models, and operating mechanisms across HR. Executive Leadership & Organizational Effectiveness Serve as a strategic partner to the CPO, providing counsel on organizational priorities, leadership dynamics, workforce risks, and business opportunities. Facilitate alignment and effectiveness across the HR Leadership Team. Lead agenda development, planning, and follow-through for leadership meetings, strategy offsites, business reviews, town halls, and executive forums. Foster a culture of accountability, collaboration, innovation, and inclusion across the organization. Act as an organizational integrator, connecting initiatives, stakeholders, and decisions across functions and regions. Enterprise Collaboration & Stakeholder Engagement Represent the organization in enterprise governance forums, transformation programs, and strategic business initiatives. Partner closely with business leaders, Finance, Strategy, Communications, Legal, and Operational teams to advance shared objectives. Build trusted relationships across executive leadership to drive influence and alignment without direct authority. Act as a proxy for the CPO when appropriate, ensuring priorities are represented and decisions are effectively communicated. Communications & Executive Influence Develop and manage executive communications strategies that reinforce business priorities, culture, and organizational direction. Partner with Internal Communications to craft leadership messaging, presentations, and employee engagement content. Simplify complex information into compelling narratives for executive, board-level, and employee audiences. Ensure consistent communication and transparency across the organization. Governance, Insights & Decision Support Establish governance frameworks that support effective prioritization, decision-making, and accountability. Deliver executive insights through workforce analytics, talent, and business performance indicators. Anticipate organizational challenges and proactively identify solutions before issues impact execution. Serve as a trusted "truth teller" by bringing objective perspectives and data-driven recommendations to leadership discussions. Knowledge, Skills & Capabilities Strategic thinker with the ability to translate vision into action and drive measurable business outcomes. Strong business acumen with the ability to connect organizational priorities, talent strategies, and operational objectives. Proven ability to influence, advise, and collaborate with senior leaders across complex, global, matrixed organizations. Expertise in strategic planning, governance, portfolio management, and execution of large-scale cross-functional initiatives. Experienced change leader who thrives in ambiguity and drives transformation through effective stakeholder engagement. Exceptional communication and executive presence, with the ability to tailor messages for executive, employee, and external audiences. Highly analytical, organized, and results-oriented, with strong problem-solving and decision-making capabilities. Demonstrates the highest levels of integrity, discretion, judgment, and confidentiality. Education & Experience Bachelor's degree required; advanced degree (MBA, Master's, or equivalent) preferred. 12+ years of progressive leadership experience in Human Resources, Business Operations, Strategy, Consulting, Program Management, or related fields. Experience partnering with executive leadership in complex, global organizations. Demonstrated success leading enterprise strategy, organizational transformation, and cross-functional initiatives. Experience in workforce strategy, talent management, organizational effectiveness, or business transformation preferred. Strong financial acumen with experience in planning, budgeting, resource allocation, and investment management. What We Can Offer You: Health & Wellbeing We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing. Personal & Professional Development We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division. Unconditional Inclusion We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. Let's Stay Connected: Follow @HPECareers on Instagram to see the latest on people, culture and tech at HPE. #unitedstates #executive Job: Human Resources Job Level: Director "The expected salary/wage range for this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level. – United States of America: Annual Salary USD 161,000 - 389,500 in Texas The listed salary range reflects base salary. Variable incentives may also be offered." Information about employee benefits offered in the US can be found at HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT employer. We do not discriminate on the basis of race, gender, or any other protected category, and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together. Please click here: Equal Employment Opportunity . Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities. HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories. Recruitment Fraud Alert We have become aware of an increase in fraudulent recruitment activities in which individuals impersonate our company or authorized recruitment agencies to offer fake employment opportunities. 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