Chief People Officer

As a partner to the CEO, and a key member of the executive leadership team, reporting to the CFO/COO, SEI seeks a Chief People Officer (CPO) to develop and lead a global talent and culture strategy designed to support and drive the next phase of the company's growth. Seeking a creative individual who will energize teams and provide leadership towards a collective vision for an innovative approach to human capital and strategy through change management and transformation.

As the company continues to evolve, the CPO will play a vital role in transforming people strategies to enable SEI's business goals, scale the organization, and cultivate and strengthen the company's culture as the business grows and evolves. This individual will plan, develop, lead, optimize, and operationalize a best-in-class HR processes and advisory capabilities across all aspects of the human capital life cycle, including recruitment and retention, talent management, professional development, employee relations, company culture and total rewards - all supported by effective and efficient HR operations.

What you will do:

• Operate as a strategic partner to the executive team, providing advice and expertise across all aspects of the company's human capital strategy to support the growth of the organization.
• Ensure the HR function is aligned with the goals and business objectives, leading initiatives that support strategic and commercial priorities through business-first thinking and cross-functional collaboration.
• Create and deploy an ongoing strategy to engage, cultivate, and attract the best talent into SEI.
• Lead large-scale HR transformation initiatives, including compensation and incentive programs, professional development, and succession planning across the organization.
• Lead the organization through its cultural evolution, maintaining core diverse values while adapting to the ever-evolving business landscape.
• Support the effective integration of acquired entities resulting from M&A transactions.
• Drive initiatives to improve operating margins, drive cost savings, and enhance company performance, with a focus on financial health across the HR team and broader organization. Drive operational and cost efficiency through continued expansion of offshore services.
• Assess the current HR organization, including people, structure, and systems. Design and implement the operating model and talent strategy for a high-performing HR function that is viewed at all levels of the company as expert, effective, and strategic - vital to the organization's success, and a driver of operational excellence.
• Utilize technology data and analytics to drive fact-based decision making and strategic planning processes. Develop a workforce planning and succession model that ensures the right volume and profile of talent to meet the company's growth goals.

What we need from you:

• Strategic Global Human Capital Leadership: Possess a breadth and depth of accomplished leadership experience in HR, including oversight of the following: talent acquisition, talent management, employee relations, organizational development, total rewards, global HR operations, and employee development, learning, and coaching. Accomplished at leading the compensation process, including executive levels, and connecting how it relates to driving performance. Strong leadership skills, able to collaborate, inspire, influence; team-oriented mindset and skillset around coaching and mentoring leaders at all levels of the organization to help effectively coach and mentor their own teams.

• Transformation and Change Management: An experienced track record of success in transforming and leading high-performance organizations. Demonstrated experience building and streamlining human capital processes to increase efficiency and operational excellence. Proven ability to act as a change agent and evaluate current HR systems and practices against the strategic plans of the company. Experience anticipating market trends and ability to forecast accordingly. Drives a development-focused and inclusive enterprise-wide culture.

• Business Acumen: An analytical and business-minded leader with strong financial acumen. Capable of developing strategies that align with the strategic goals of the business. Prior experience and exposure to merger and acquisition integration is preferred.

• Stakeholder Management: Ability to gain buy-in from, and communicate with, a broad range of stakeholders, including the CEO, CFO, other executive team members, direct reports, external clients, and Board of Directors, including the Compensation Committee.

• Leadership Capabilities: Having the ability to create sustainable, positive impact; strategic-visioning, conversations among leaders. Influences the collective actions across organizations. Drives a development-focused and inclusive enterprise-wide culture. Delivers organizational results that consistently outperform competitors. Recognized as a bold, innovative, creative thinker.

• Culture Impact: Promotes a culture of diverse thought using a collaborative and collegial approach. Ready and willing to work side by side with the team. Collaborative, non-hierarchical and equitable. Creates an environment where there is teamwork, mutual support, and cooperation between and among people.

SEI's competitive advantage: