EVP/Chief People & Culture Officer

Posting Date:  03/07/2024
Location:  San Jose, CA (on-site)
Requisition #:  HBC 24-18
Department:  People & Culture

Job Summary:

We are actively searching for an experienced and strategic Chief People and Culture Officer (CPCO) to assume leadership of our People and Culture department and contribute significantly to our organization’s overall success. The CPCO will play a pivotal role in aligning People strategies and tactics with the company’s business objectives, ensuring the efficient management of our most valuable asset – our people. As a member of the Executive Leadership Team, the CPCO will spearhead initiatives related to compensation design, talent acquisition, team member engagement, talent development, performance management, organizational design, benefits administration, and the cultivation of a positive workplace culture.

Pay Range: 

Base Compensation is dependent upon role, experience, and skill set: Base Salary $225,000 – $325,000 + Cash Incentive/Equity Opportunities

Primary Responsibilities:

Provide Leadership on Strategic Human Capital Initiatives:

  • Collaborate with the CEO and executive leadership to develop and implement strategic human capital initiatives aligned with organizational goals.
  • Provide guidance to the Personnel and Compensation Committee of the Board on human capital matters.
  • Provide leadership and oversight to the People and Culture team, ensuring alignment with organizational objectives.
  • Foster a positive and inclusive workplace culture that reflects the organization’s values.

Talent Development, Succession Planning and Performance Management:

  • Develop comprehensive talent development programs to attract, nurture, and retain top talent.
  • Utilize feedback, data, and analytics to inform and continuously improve talent development initiatives.
  • Design and implement performance management programs that support retention and reward top performance competitively.
  • Lead effective succession planning initiatives to identify and develop key talent for future leadership roles.
  • Ensure a pipeline of talent to mitigate risks associated with leadership gaps.
  • Spearhead effective learning, development, and training programs to enhance team member skills and capabilities.
  • Align learning initiatives with organizational objectives and team member career development.

Compensation, Benefits and Rewards:

  • Provide programming support for executive and non-executive compensation design.
  • Align equity programs with organizational goals and ensure incentive award programs consider risk and reward factors.
  • Provide expertise in the management of team member health and wellness benefits, 401(k) programs and leave of absence programs.
  • Develop and drive reward and recognition programs to motivate and acknowledge high-performing individuals and teams.

Compliance and Risk Mitigation:

  • Establish and implement risk mitigation strategies for all people practices.
  • Stay informed about legal and regulatory changes to ensure compliance with local, state, and federal regulations.
  • Regularly review and ensure that people policies, procedures, and practices are current and compliant with local, state, and federal regulations.

Provide Support to the Executive Leadership Team:

  • Provide coaching and support to the executive leadership team on various human capital matters.
  • Assist leaders in navigating complex team member situations, offering guidance on effective communication and conflict resolution.
  • Coordinate all people-related agency charges and legal matters.


  • Bachelor’s degree from a four-year college or university
  • A proven record of success with 10+ years of Human Resources/People leadership with progressive responsibilities.  California experience is required. Financial services industry and SEC public company experience preferred.
  • Demonstrated agility and nimbleness in responding to rapidly changing strategic and business objectives, job priorities, organizational structures, and individual workloads.
  • Masterful at building relationships and influencing executives and stakeholders at all levels within an organization including the ability to build consensus on difficult or contentious business issues.
  • Superior communication, written and verbal communication, and presentation skills.
  • A systems thinker with the ability to thrive in an environment of ambiguity while guiding stakeholders through a shared decision-making process, reconciling disparate perspectives to develop cohesive strategies.
  • Demonstrated ability to drive results with a sense of ownership, accountability and follow through on commitments.
  • Experience collaborating and coordinating work across departments and business units on complex projects.
  • Impeccable integrity with an open and transparent leadership style.
  • Proven success in building strong cultures and creating programs to drive team member engagement through inclusivity and belonging efforts.

Compliance Responsibilities:

The team member is responsible for ensuring compliance with all aspects of job-related laws and regulations and must maintain current compliance knowledge by attending compliance related training seminars and staff meetings and by reading pertinent compliance related materials.

Job related laws and regulations include but are not limited to the following:  Bank Secrecy Act (BSA); Office of Foreign Asset Control (OFAC); Vendor Management; Information and Data Security; and SEC regulations related to corporate governance and disclosure.

Heritage Bank of Commerce is an Equal Opportunity Employer committed to diversity and inclusion. We do not discriminate on the basis of race, color, ethnicity, religion, sex, sexual orientation, gender identity, national origin, marital status, genetic information, disability, Veteran status, or any other characteristic protected by Federal, state or local laws.