Cameron Lazek

CEO

New York City, New York, United States20 yrs 9 mos experience

Highly Stable

Key Highlights

Expert in executive compensation and succession planning.
Proven track record in organizational transformation.
Skilled in creating transparent workplace cultures.

Stackforce AI infers this person is a Human Resources executive specializing in Total Rewards and organizational strategy.

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Skills

Core Skills

Succession PlanningExecutive Compensation PlanningTalent Management

Other Skills

Executive PayBoard PresentationsOrganizational TransformationGlobal Talent ArbitrageDeferred CompensationHuman ResourcesEmployee BenefitsPeopleSoftLeadershipCompensation & BenefitHRISHR PoliciesPersonnel ManagementIncentive ProgramsEmployee Engagement

About

People Executive dedicated to maximizing human potential through data-driven strategy and empathetic leadership. With nearly two decades of experience at the intersection of Talent and Total Rewards, I have navigated complex org transformations and scaled high-growth teams across the globe. My approach to my roles is rooted in the belief that rewards, succession planning and performance management are the engines of company success. I am an expert at energizing workforces and creating transparent cultures where every employee has the opportunity to share in the mission.

Experience

20 yrs 9 mos

Total Experience

3 yrs 7 mos

Average Tenure

2 yrs

Current Experience

Peloton interactive

2 roles

Vice President, People

Mar 2025 – Present · 1 yr 2 mos · New York City Metropolitan Area · Hybrid

Board Governance & Public Disclosure: Partnered directly with the Board of Directors and Compensation Committee to navigate complex rework of our compensation structure, peer set, and exec comp philosophy, resulting in $250M+ three year SBC savings while stabilizing executive continuity during a critical business pivot.
Organizational Transformation & Design: Architected a multi-year Global Talent Strategy that integrated outsourcing and centralized People Ops, Accounting and Enterprise Technology functions reducing operational overhead by $100M annually without compromising service delivery or employee sentiment.
Global Talent Arbitrage: Architected and executed a strategic offshoring and outsourcing talent model, shifting key technical and operational roles to high-quality, cost-effective global hubs, resulting in significant labor cost optimization.
Executive Continuity: Spearheaded our succession planning process for the executive leadership team (ELT) and critical VP-level roles, identifying high-potential talent and developing mitigation strategies for key talent risk to ensure long-term business stability.

Executive PaySuccession PlanningBoard PresentationsExecutive Compensation PlanningTalent Management