Chief Human Resources Officer

The Dalio Family Office (DFO) supports Barbara and Ray Dalio and their family in their ventures, investments, and philanthropic efforts under Dalio Philanthropies, which includes OceanX, Dalio Education, Endless Network, and the Beijing Dalio Foundation. The core of the DFO’s culture is built around meaningful work and meaningful relationships and the family’s commitment to giving back. The office is headquartered in Westport, CT with regional offices in New York City, Singapore, and Abu Dhabi.

​​The Human Resources pillar is designed to support the DFO in meeting its goals by providing exceptional HR services and enabling employees and managers to achieve their goals in an excellent way in support of the Dalio family's needs and aims.  As the team evolves, we are looking to expand our capabilities to evolve the services and quality of partnership we provide to stakeholders across the organization.​

The Chief Human Resources Officer (CHRO) serves as a strategic partner to the family, senior leadership, managers, and the broader employee base in all HR matters, overseeing all aspects of human resources management and the employee lifecycle across our regional offices. This role is responsible for developing and implementing HR strategies that align with the organization's goals and objectives. The CHRO will lead initiatives in workforce planning, talent management, employee engagement, diversity and inclusion, and compliance with labor laws and regulations. Additionally, the CHRO will drive the development of HR policies and programs that foster a positive and inclusive workplace culture, ensuring the organization attracts, retains, and develops top talent. This is a high impact position, requiring the incumbent to demonstrate excellent judgement, discretion, and communication.

• →Strategic Leadership: Shape and drive the overall HR strategy in alignment with the organization's goals and objectives, including workforce planning, talent acquisition, talent management, employee benefits and succession planning.
• →Change Management: Lead and manage organizational change initiatives, overseeing change management processes, communication strategies, and employee engagement during transitions.
• →Employee Experience and Engagement: Enhance the overall employee experience and engagement by developing programs to improve employee satisfaction, retention, and well-being.
• →HR Technology and Analytics: Leverage HR technology and data analytics to drive decision-making and improve HR processes, including implementing HRIS systems, analyzing HR metrics, and using data to inform strategic initiatives.
• →Compliance and Risk Management: Ensure compliance with labor laws and regulations and manage HR-related risks by developing and implementing compliance programs, conducting audits, and mitigating risks.
• →Leadership Development: Develop and implement leadership development programs to build a strong pipeline of future leaders within the organization.
• →Global HR Management: Oversee HR operations across multiple regions and countries, developing global HR policies, managing international assignments, and ensuring consistency in HR practices.

• Strong working knowledge of employment law, and excellent discretion with sound decision making skills.
• Dynamic and effective communication skills with the ability to partner and interface at all levels in the organization
• Track record of successfully developing and transforming ongoing HR operations and design
• Ability to evolve people and processes to achieve the HR pillars goals in a highly fluid, ambiguity and entrepreneurial environment.
• Eager to be a champion of the DFO’s culture and principles

• Bachelor’s degree in human resources management, or a similar field
• Ability to travel approximately 10% of the year across our offices in the UAE and Singapore

• Master’s degree in human resources management, or a similar field; or certifications (SPHR, HRIP).

We recognize that candidates may use AI-enabled tools to assist with resume drafting, application preparation, and interview preparation. Such use is permitted provided all submitted materials accurately reflect the candidate's own qualifications, experience, skills, and work history.

Candidates may not submit hidden instructions, embedded prompts, misleading metadata, deceptive content, code, or other materials intended to interfere with or improperly influence the Company's recruiting process or the administration of candidate applications

Any attempt to misrepresent qualifications or improperly interfere with the recruiting process may result in disqualification from consideration.

At the DFO, we believe our biggest asset is our people. We are proud to be an equal opportunity employer, hiring and developing individuals from diverse backgrounds and experiences to add to our collaborative culture. The DFO treats all candidates and employees with respect and does not discriminate in our recruiting, hiring, and promoting processes and general treatment during employment, including on the basis of actual or perceived race, creed, color, religion, sex, age, sexual orientation, gender identity and/or expression, alienage or national origin, ancestry, citizenship status, marital status, veteran status, or disability.