Chief People Officer – Resources #0405KC

Our client is seeking a Chief People Officer – Resources to lead the people strategy for a growing organization developing a significant long-term mining and resource asset in Colorado. This is a pivotal executive leadership opportunity for a people leader who can build the workforce, culture, and organizational capability required to support project development, operational readiness, and long-term business success.

As Chief People Officer – Resources, you will be responsible for shaping and leading the full people agenda across the business — from workforce planning, recruitment, and retention to organizational design, leadership capability, culture, succession planning, and employee engagement. You will play a central role in building the foundations of a high-performing organization from the ground up, hiring and developing teams, and creating an environment where people can perform, grow, and contribute over the long term.

This role requires an executive who can operate both strategically and practically: someone who understands how to scale an organization, support multiple phases of project and operational development, and create a resilient culture in a demanding, high-accountability environment. You will be a key partner to the executive team, helping ensure the organization attracts, develops, and retains the talent needed to deliver major projects safely, credibly, and effectively over the coming decades.

This is a career-oriented role with a long-term view and is based in Western Slope, Colorado, with substantial travel requirements.

Key Responsibilities

• Lead the overall people strategy for the organization, aligning workforce capability with long-term business objectives and project development milestones.

• Design and implement workforce planning, talent acquisition, onboarding, retention, and succession strategies to support rapid organizational growth and long-life asset development.

• Build and lead the human resources and people function, establishing scalable systems, policies, and processes that support a growing workforce.

• Partner with executive leadership to shape organizational design, leadership structures, role clarity, and capability development across the business.

• Drive a culture that reflects safety, accountability, credibility, inclusion, collaboration, and performance.

• Lead leadership development, coaching, and talent management initiatives that strengthen management effectiveness and build bench strength across the organization.

• Develop employee engagement, recognition, and retention programs that support attraction and long-term commitment in a competitive labor market.

• Support the business in building a strong employer brand and employee value proposition aligned to the region, industry, and growth trajectory of the organization.

• Guide change management and cultural integration efforts as the business evolves through development, construction, startup, operations, and expansion.

• Ensure people policies and practices support compliance, employee relations, fair process, and sound organizational governance.

• Advise senior leadership on people-related risks, workforce trends, organizational effectiveness, and the implications of key business decisions.

• Build strategies to attract and retain talent across multiple generations, disciplines, and levels of experience.

• Help position the organization as a trusted and credible employer within the Western Slope region and broader resources sector.

• Proven executive or senior leadership experience in human resources, people and culture, organizational development, or talent leadership within mining, energy, natural resources, industrial, construction, or other complex operating environments.

• Demonstrated success building or scaling people functions in growth-oriented, operationally intensive, or project-based organizations.

• Strong experience in workforce planning, organizational design, leadership development, recruitment, retention, and culture-building.

• The ability to operate as a strategic advisor to senior leadership while also driving practical implementation and execution.

• Experience supporting organizations through growth, transformation, startup, expansion, or other periods of significant change.

• A clear understanding of how to build a culture that balances high performance with safety, care, accountability, and long-term employee engagement.

• Strong interpersonal and communication skills, with the credibility to influence leaders across a range of functions and levels.

• A pragmatic, self-starting, and resilient leadership style with sound judgment and commercial awareness.

• The ability to support and lead a multi-generational workforce while maximizing individual growth, contribution, and retention.

• A demonstrated commitment to a “without harm” mindset as it relates to people, culture, reputation, and business continuity.

Preferred Background

• Experience in mining, mineral resources, energy, industrial operations, construction, or similarly complex sectors with distributed or site-based workforces.
• Exposure to organizations transitioning through project development, construction, commissioning, operations, and expansion.
• Experience in regional or rural labor markets where attraction, retention, and community integration are key to workforce success.
• Bachelor’s degree in Human Resources, Business, Psychology, Organizational Development, or a related field; advanced qualifications helpful but not required.
• Experience working in environments where culture creation and leadership capability are essential to long-term asset success.

Competitive base compensation and incentive opportunity.

The opportunity to shape the people strategy of a major long-term resource development.

A highly visible executive role with broad influence across the organization.

Career growth, meaningful impact, and the chance to build something important from the ground up.

A strong leadership environment committed to safety, development, and long-term success.

Equal Employment Opportunity and Non-Discrimination Policy 

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status. 

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Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.  

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location. 

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• Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available. 

• Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.

 

State-Specific Information: 

• Rhode Island: We do not request or require salary history from applicants. 

• Connecticut: We provide wage range information upon request or before discussing compensation. 

• New Jersey: We do not inquire about salary history unless voluntarily disclosed.

 

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Use of Artificial Intelligence in Recruitment 

Keller Executive Search and our clients may use artificial intelligence (AI) tools to assist in the recruitment and candidate evaluation process. These tools are used exclusively to support human decision-making by helping to review and assess candidate qualifications and materials. AI is never used to automatically reject, disqualify, or make final hiring decisions about candidates. All AI-assisted evaluations are reviewed by experienced recruitment professionals, and all hiring decisions are made by qualified human recruiters. Our use of AI is designed to enhance fairness, consistency, and efficiency while maintaining our commitment to equal employment opportunity and non-discrimination principles. 

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Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.