About: reputed company is a nuclear technology company pioneering the development of a revolutionary deep borehole pressurized water reactor. We recently completed a private placement financing and Alternative Public Offering and are now operating as a public company while maintaining our startup agility and innovation focus. With strategic partnerships in place, strong private and public investment, and active engagement with the U.S. Nuclear Regulatory Commission (NRC), we are executing our next phase of growth as we advance our groundbreaking nuclear technology toward commercial deployment. Job Summary: The Chief Human Resources Officer (CHRO) is a member of the executive leadership team and leads reputed company’s people strategy during a period of rapid growth, increasing regulatory scrutiny, and organizational transition from R&D to operational readiness. Reporting directly to the CEO, the CHRO partners closely with the executive team, Board of Directors, and Legal and Finance leadership to ensure the company has the workforce, governance, and systems needed to scale safely and effectively as a newly public company. This role is both strategic and hands-on, with accountability for executive-level people strategy as well as operational execution. The CHRO will play a critical role in supporting technical hiring, site-based operations, public company governance, employment law compliance, and the reinforcement of a strong safety culture aligned with nuclear industry expectations. Key Responsibilities: Executive Leadership, Governance & Workforce Strategy ● Serve as a strategic advisor to the CEO and executive leadership team on workforce planning, organizational design, executive compensation, and people-related risk ● Partner with the Board of Directors and Compensation Committee on executive compensation programs, incentive design, succession planning, and governance processes ● Support public company human capital governance, including board reporting, disclosure discipline, and coordination with Legal and Finance ● Align hiring plans, organizational structure, and people investments with operational milestones, regulatory timelines, and capital plans ● Lead the people-side change management required as the company transitions from early-stage R&D to site-based operations and commercial readiness Talent Strategy & Executive Hiring ● Lead and oversee recruiting strategy for highly specialized technical roles, including nuclear engineers, reactor and operations staff, regulatory professionals, and senior leaders ● Partner with executive leadership on senior and executive-level hiring, onboarding, and leadership integration ● Establish scalable hiring and interview practices that balance speed, quality, compliance, and candidate experience ● Design and oversee competitive compensation, equity, and total rewards programs aligned with public company practices and market data Safety, Culture & Manager Effectiveness ● Champion a safety-first organizational culture consistent with nuclear industry standards as the company prepares for site-based operations ● Partner with Operations, Legal, and site leadership to support safety training, incident response protocols, and documentation processes ● Build manager capability and accountability through clear expectations, training, and support, particularly for safety-sensitive and frontline roles ● Support leadership development and succession planning for critical technical and operational roles HR Operations, Compliance & Risk Management ● Own employment law compliance across federal, state, and local jurisdictions, with particular fluency in California employment law ● Oversee HR operations including HRIS, benefits, payroll coordination, policies, employee relations, investigations, and documentation ● Serve as a key leader in people-related crisis and incident response, including safety incidents and high-risk employee matters, in coordination with Legal and executive leadership ● Partner closely with internal and external legal counsel on employment matters, investigations, and regulatory considerations Team Building & Function Scaling ● Build and lead a lean, high-impact People team appropriate to company stage, including HR operations, compliance, and recruiting support ● Establish clear decision rights, escalation paths, and operating rhythms within the People function ● Assess when and how to scale the team as the company grows and additional sites come online Required Skills & Experience: ●15+ years of progressive HR experience, including senior leadership experience at the VP or CHRO level ● Experience operating in a public company or newly public environment, including board and compensation committee engagement ● Demonstrated success building and scaling HR functions in growth-stage, venture-backed, or regulated organizations ● Deep knowledge of employment law and HR compliance, including strong fluency in California employment law ● Experience suppor