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.

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.

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.

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.

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.

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.

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