Make a Difference for Climate and Equity — Join Slipstream as Chief People Officer. 

Are you a strategic leader with a passion for driving transformative change? Do you thrive in environments where innovation meets impact? At Slipstream, you can help shape a cleaner, more equitable energy future.

 

About Slipstream

Slipstream is a national, mission-driven nonprofit that accelerates climate solutions. For everyone.

 

We inspire bold ideas to tackle big energy challenges. Our work spans energy efficiency, energy planning with municipalities and Native Nations, equitable building decarbonization, emerging technologies, and green financing. We collaborate with governments, utilities, and community-based organizations to discover, test, and scale solutions that work for real people in real communities.

 

We are optimistic, inclusive, and ambitious about our impact—and we’re looking for someone who shares our drive.

 

About the Role

As a key member of the executive leadership team, the Chief People Officer (CPO) will shape and execute Slipstream’s people strategy in alignment with our mission. The CPO will foster a thriving, inclusive, and high-performing workplace and lead initiatives that enhance culture, strengthen organizational capability and compliance, and support long-term business success.

 

While we operate both in-office and remotely, Slipstream hires only in select states. For this role, candidates located near our Madison, Wisconsin or Chicago, IL office are preferred.

 

What You'll Do

1. Human Resources (HR) Leadership

• Lead the strategic direction for all HR functions, including talent acquisition, performance management, compensation and benefits, compliance, payroll, and employee relations.


• Apply HR best practices and equitable frameworks to strengthen organizational culture and drive mission success.


• Develop and manage HR budgets and workforce planning strategies aligned with mission priorities, financial stewardship, and long-term sustainability.


• Establish and monitor key HR metrics to assess organizational health and inform continuous improvement.


• Ensure compliance with federal, state, and local employment laws, and maintain policies that promote fairness, equity, inclusion, and organizational well-being.


• Build performance management processes that reinforce accountability, a culture of continuous improvement, and high performance.


• Design and implement employee development programs that support career growth and build organizational capacity.


• Champion employee engagement initiatives that foster belonging, connection, and a positive staff experience.


• Lead succession planning and leadership development to ensure talent readiness and continuity.

2. Organizational Development & Culture

• Serve as a strategic advisor to senior leaders on organizational structure, change management, and workforce planning.


• Drive internal communication strategies that promote transparency, clarity, and trust across the organization.


• Translate organizational strategy into scalable systems, processes, and policies that enhance operational effectiveness.


• Collaborate with executive leadership to guide organizational development and change initiatives.

3. Executive Team Collaboration

• Actively participate in executive leadership meetings, strategic planning sessions, and quarterly Board meetings.


• Support long-term operational planning and establish clear metrics to track progress toward strategic goals.


• Partner with the Chief of Staff to ensure Communities of Practice and Task Forces are aligned with strategic objectives and operating effectively.


• These responsibilities are not all-inclusive, and other duties may be assigned from time to time.