Chief Happiness Officer

At CloudSEK, performance, culture, and happiness are not separate — they are deeply linked.

We are building a company where people do the best work of their careers, and we want someone who owns that outcome end-to-end.

The Chief Happiness Officer is accountable for keeping our teams engaged, motivated, focused, and performing at a high level — while ensuring we retain our best people and build a culture that compounds over time.

This is not a “feel-good HR” role. This is a systems + culture + performance role.

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What you will own

1. Measure what matters

You will build the instrumentation to continuously track:

• Engagement, morale, burnout, and energy levels

• Manager effectiveness and team health

• Attrition risk, regretted exits, and retention of top performers

• Alignment to company mission, clarity of goals, and execution focus

You will turn these into dashboards, signals, and early-warning systems — not once-a-year surveys.

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2. Build feedback and improvement loops

You will design and run:

• Continuous feedback systems (pulse surveys, 1:1 frameworks, skip-levels)

• Clear escalation and resolution loops for friction, conflict, and disengagement

• Manager coaching programs to improve leadership quality across the company

Your job is to detect problems early and fix them before they impact execution.

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3. Identify, grow, and retain top performers

You will:

• Build a clear, fair system to identify high performers and high-potential talent

• Ensure top performers are recognized, rewarded, and developed faster than the rest

• Design retention strategies for critical talent

• Work with leadership on promotions, growth paths, and succession planning

Your outcome: our best people feel seen, valued, and challenged — not ignored or burned out.

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4. Design a culture that scales

You will:

• Codify and reinforce our cultural values through rituals, stories, and behavior systems

• Ensure culture is consistent across geographies, teams, and growth stages

• Remove incentives and behaviors that create politics, fear, or low-trust environments

• Build a company where speed, ownership, integrity, and excellence are the norm

Culture is not posters — it’s what people do when no one is watching. You will shape that.

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5. Partner with leadership on org design and people strategy

You will work closely with:

• The CEO and leadership team on org health and structure

• Managers on team effectiveness and leadership quality

• HR / People Ops on compensation, performance, and growth systems

You will bring data, insight, and perspective to leadership — not just execution.

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What success looks like

• High engagement and energy across teams

• Low regretted attrition, especially among top performers

• Managers who are trusted, effective, and respected

• A culture that attracts strong talent and repels low-integrity behavior

• A company where people do great work and want to stay

Who you are

• 10 years in people leadership, culture, org design, or performance roles (startup / tech preferred)

• Strong systems thinker — you can design feedback loops, metrics, and processes

• Deep empathy + high standards — you care about people, but you don’t tolerate mediocrity

• Comfortable with data, dashboards, and analytics

• Confident influencing senior leaders and holding them accountable

• High integrity, low ego, extremely trustworthy

• You genuinely care about helping people do their best work