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.

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 its 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 dont 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