• Define Company-Wide Strategy: Shape a scalable people strategy aligned with Astrafy’s core values. • Employer Brand & Value Proposition: Define and communicate our value proposition to attract top-tier data and AI consulting talent. • AI-Enhanced Sourcing: Proactively identify new sourcing channels. • Full-Cycle Recruitment & Ownership: Take full accountability for the employee lifecycle, from identifying initial team needs with managers to executing a seamless onboarding experience. • Cultivate "Solution-Seekers": Foster a culture where team members take extreme ownership. • Drive clear, concise, and constructive communication channels across the company. • Establish a highly rational, transparent, and data-driven compensation framework.

• Reporting to the VP of People, the Senior Manager of Employee Experience will shape and manage the systems that drive connection and collaboration across Fortis. • This is a strategic, hands-on builder role that blends clear direction-setting with disciplined execution. • The role owns and evolves the programs that define how Fortizens build community and collaborate effectively in a fully distributed environment. • In addition, it provides leadership and operational oversight to a small team while personally driving key initiatives from design through delivery. • Design and implement a cohesive Employee Experience strategy, prioritizing robust community engagement and effective collaboration systems that resonate authentically with game makers. • Help define and operationalize a practical Remote Excellence framework, translating principles into clear norms, toolkits, and enablement for managers and teams. • Build and govern the global framework for company onsites and in-person gatherings, including end-to-end logistics and establishing consistent practices for teams to maximize connection and intentional in-person collaboration. • Develop internal programs and rituals that strengthen connection and collaboration across teams. • Champion and structure Guilds so they operate as effective communities, bolstering the network, professional development, and sense of belonging for their members.

• Reporting to the VP of People, the Senior Manager of Employee Experience will shape and manage the systems that drive connection and collaboration across Fortis. • This is a strategic, hands-on builder role that blends clear direction-setting with disciplined execution. • The role owns and evolves the programs that define how Fortizens build community and collaborate effectively in a fully distributed environment. • In addition, it provides leadership and operational oversight to a small team while personally driving key initiatives from design through delivery. • Community Engagement - building internal programs and rituals that foster belonging in a gamer-heavy organization. • Remote Excellence - defining and operationalizing programs that support how Fortizens works together effectively as a globally distributed company. • On-Sites & Gatherings - designing and executing intentional in-person experiences that strengthen alignment, connection, and collaboration amongst teams. • Guilds - providing a framework for and supporting the ongoing work of Guilds, our employee resource groups.

Title:Chief People Officer Location: Scottsdale, AZ Work Type: Hybrid, Full Time Job ID: R1390 Job Description: The Chief People Officer (CPO) is a trusted executive leader responsible for designing and executing a people strategy that supports the organization's long‑term vision, business objectives, and culture. They are responsible for leading, alongside executives and staff, the human capital strategy through the optimization of people, processes, programs, and technology. This role reports to the Chief Enterprise Partners Officer. What you'll do - Serves as a key member of the executive leadership team shaping and executing a comprehensive human capital strategy aligned with the organization's mission, vision, and business objectives. - Serves as a key advisor to the Chief Enterprise Partners Officer and executive leadership team on organizational design, workforce planning and effectiveness. - Provides coaching, mentoring, and strategic guidance to HR leadership, ensuring they have the clarity, support, and resources needed to lead their teams effectively. Sets performance expectations, and fosters a culture of accountability, collaboration, and professional growth across the HR leadership team. - Cultivates a strong, unified people function by modeling leadership behavior, promoting cross-team learning, and ensures staff at all levels have opportunities for development, empowerment, and accountability. - Directs the strategy and priorities for the HR business partners focusing on collaborative partnership with the businesses they support. Aligns current and future HR practices with the needs of the organization. - Serves as strategic talent acquisition advisor to the business. Maintains and enhances a high performing talent acquisition function that is forward thinking about the skills and talent needs of tomorrow. - Advises management team by bringing important HR issues (current and future) to the table and providing the organization with strategic and holistic solutions. - Enhances workforce planning and optimizes people-centered activities (hiring, training, development, performance management) through utilization of data analytics, predictive modeling, and other tools to glean insights and action points - Sets strategic direction for leaning and organizational development that focuses on developing strong leaders, a pathway and tools for staff development, and an overall high-performing workforce. Works with the executive leadership team to establish a sound plan of management succession that corresponds to organizational strategy and objectives. - Champions a culture that is engaged, high-performing, accountable, and inclusive and supports a great employee experience and employee retention. - Provides strategic oversight for compensation, benefits, and payroll, ensuring total rewards programs are competitive, equitable, fiscally responsible, and aligned with organizational goals. Guides the development of compensation philosophy, benefits strategy, and pay practices that support talent attraction, retention, and internal equity. - Evaluates and manages organizational people‑related risks with a balanced, business‑minded approach, ensuring decisions support compliance orientation and operational agility and long‑term organizational health. - Attends community and industry meetings and conferences; networks with like organizations and individuals, gaining and maintaining industry relationships. What you'll need - Strong interpersonal and enterprise-wide communications focused on explaining the why, setting proper expectations and building trust and respect. - Exceptional planning and execution capabilities, with the ability to carry out short and long-term plans to completion. - Strong analytical capabilities, with the ability to understand and assess data, validating accuracy and driving data-driven business decisions based upon data. Ethical decision-making capabilities, using objectivity to fairly evaluate the different aspects of a situation. - Sound understanding of people, with the ability to understand others' interests, strengths, and weaknesses, and needs; utilizing this understanding to support individual growth and development. - Skilled in the ability to influence, motivate, lead, and inspire team members to carry out their responsibilities. - Critical thinking skills, with the ability to understand and identify the critical components of a situation and respond with urgency; utilizing good decision-making capabilities even when pressure is high. - Strong ability to maintain confidence with emerging HR and technology trends. Relevant qualifications - Bachelor's degree in Human Resources, Business Management, or other relevant education. - 15 years of professional generalist HR experience to include employee relations, staffing, training, benefits, compensation, and/or another discipline within HR. - Previous experience as the head of HR or significant experience as the successor or right hand of the head of HR. Preferred education and experience - Master's degree - SHRM-CP, SHRM-SCP, PHR, or SPHR Certification - Hands-on experience with Workday - Experience in higher education or the non-profit space Benefits - Hybrid work schedule. We work from home two days a week! - Comprehensive benefits package, including medical, dental, and vision insurance - 401(k) plan with matching employer contribution - 22 days of vacation time - 11 holidays, including your birthday - Parental leave - Significant tuition reductions - Professional development is highly valued at ASU Enterprise Partners, where employees are encouraged to look across the organization and nurture new areas of interest - $30 bi-weekly cell phone reimbursement About ASU Enterprise Partners ASU Enterprise Partners is a nonprofit organization whose mission is to provide an ecosystem of services to create solutions and generate resources to extend Arizona State University's reach and advance its charter. ASU Enterprise Partners supports ASU and several affiliates, including the ASU Foundation for a New American University, ASU Outreach Hub, ASURE, NEWSWELL, Skysong Innovations and University Realty. ASU Enterprise Partners is home to several Centers of Excellence whose purpose is to provide professional services to its affiliates. The Centers of Excellence include Finance, General Counsel, Investments, Public Relations and Strategic Communications, Human Resources, Facilities and Operations, Data Analytics and Insights Planning, Budgeting and Strategy, and Technology and Solutions. At ASU Enterprise Partners We serve ASU and one another with integrity, trust and compassion We engage step up, own it, collaborate We innovate. continuously, fearlessly, make decisions and take risks We care that everyone feels respected and valued for who they are ASU Enterprise Partners is an Equal Opportunity Employer