Center on Budget and Policy Priorities
Chief People and Culture Officer
Center on Budget and Policy Priorities, Washington, Utah, United States, 84780
Responsibilities
Organizational Culture and People Strategy
Overseeand implement comprehensive people strategy that support s CBPP’s mission and values and encourages high performance and standards .
Defineand uphold CBPP’s cultural standards and values, emphasizing graceand mutual respect.
Leadefforts to build a workplace culture where every employee is treated respectfully,feels valued, andisproductive.
Partnerwith the CEIBO to align equity and inclusion initiatives and goals with people and culture initiatives and goals.
Leadthe creation of a positive, engaged organizational culture in partnership with Center leaders, while integrating the interest, talents, and contributions of all employeesina diverse and inclusive environment.
Providestrategic oversight and leadership for the PeopleandCulture team,leveragingtheir functionalexpertiseto engage managers and staff across CBPP in achieving people-related goals such as staff engagement, retention, development, and workforce planning.
Overseeorganization-wide learning and development programs; collaborate with the Equity, Inclusion, and Belonging (EIB) team on EIB related learning and development program ; establish and drive the adoption of organizational norms.
Advisethe Board of Directors onorganization-widePeopleandCulture issuesin partnership with the President and Executive Vice President,Legal Department and Administration.
Manageinternal communications related to PeopleandCulture, in collaboration with the Center’s internal communications team, to promote transparency and trust.
Leadership and Strategic Advising
Serve as a strategic advisor to the President, Executive Team, and Board on workforce planning, organizational development, and culture.
Collaborate with senior leaders to ensure people-centered decision-makingmeets the operational needs and priorities of the organization. This includes taking a well-reasoned approach that balances staff preferences with CBPP’s mission and work requirements.
Human Resources and Talent Development
Oversee all aspects of HR including talent acquisition, onboarding, performance management, career development, and total rewards. Align compensation and benefits with organizational goals and equity principles.
Strategically align compensation, benefits, and other incentives with organizational goals and culture, and oversee the total rewards programs to attract,retain, and engage employees, ensuring they are competitive,equitable, and cost effective.
Ensure compliance with employment law and HR best practices across alljurisdictions.
Lead succession planning and workforce development with adiversity , equity, inclusion and belonging lens.
Team Leadership and Staff Engagement
Supervise the People and Culture team and Office Services team, fostering collaboration, professional growth, and operational excellence.
Promote inclusive management practices and staff engagement across departments.
Foster exceptional management practices across the organization, including coaching management to set clear, meaningful goals andobjectivesand use metrics to measure performance of staff, and investing in employee development and creating a learning mindset.
Oversee the Director of Operations and Total Rewards and Senior Director of People and Culture.
Labor RelationsandOperations
Oversee the implementation and administration of the principles and policies outlined in the union contract.
Partner with the labor team, the Executive Vice President,Legal Department and Administration, and union leadership to resolve complex issues related to the contract.
Qualifications
Bachelor’s degreein a related field required .
A minimum of ten years of experience as a collaborative human resources leader within the nonprofit or for-profit sectors; ability to lead a team, guide, change, and make sound decisions.
A minimum of four years of experience in a strategic role leading and managing a team of human resource professionals towards successful outcomes.
Broad experience in various areas of human resources, including talent acquisition, learning and development, total rewards and benefits, employee engagement, employee relations, performance management, and organizational policies/compliance.
Experience guiding organization-wide people and culture strategies, leading change at an organizational level, and engaging teams to execute on the tactics to achieve goals. Strategic approach to culture and community building across an organization, including acting as a true partner on equity and inclusion and bringing equity to all aspects of role.
Experience working across teams to build relationships and drive collective impact in people and culture work.
Strong project and people management skills, including setting clear goals, giving constructive feedback, and navigating competing priorities.
Ability to mentor and coach staff with attention to fairness, growth, accountability, and building trust.
Ability to communicate effectivelywithorganizational leadership and staff across all levels, both in writing and verbally, todemonstratecredibility and build trust.
Experience conducting and presenting research, analysis, and policy proposals on human resource and organizational culture issues to leadership and staff.
Extensive knowledge of employment trends, innovations, best practices, laws, and regulations in a multi-stateenvironment;and the ability toleveragedata andexpertisein these areas to make sound decisions and recommendations.
Working knowledge and experience implementing human resource technology and software applications, such as HRIS, ATS, LMS,etc.
A commitment to CBPP’s mission to improve the well-being of low- and moderate-income people and advance racial equity and inclusion, and a belief that strong, evidence-based policy solutions can help achieve that mission.
Work Location and Hybrid Schedule Expectations Employees are expected to work in the Washington, D.C. office for this position. CBPP is currentlyoperatingon a hybrid work schedule of two full in-office days (Tuesday and Wednesday) per week, as well as the first Thursday of each month in our Washington, D.C. office.
Terms of Employment Full-time; exempt.
Bargaining Unit Status This is not a bargaining unit position.
Compensation Salary for this position ranges from $200,000 to $230,000 per year; pay is based on a number of factors including job-related knowledge, skills, and experience and internal pay equity. Excellent benefits (including health insurance, vision and dental coverage, life and long-term disability insurance, retirement, MERP, and DCAP) and generous vacation, sick leave, and holiday schedules.
Make sure to upload a cover letter and resume. In your cover letter, please include a discussion of what draws you to this role and this work.
The Center on Budget and Policy Priorities is an Equal Opportunity Employer that values and welcomes diversity in the workplace and strongly encourages all qualified persons to apply regardless of race, color, age, sex, marital status, sexual orientation, gender identity, gender expression, genetic information, credit information, pregnancy or parental status, family responsibilities, personal appearance, creed, military or veteran status, religion, ancestry or national origin, union activities, disability, or other status protected by applicable law.
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Overseeand implement comprehensive people strategy that support s CBPP’s mission and values and encourages high performance and standards .
Defineand uphold CBPP’s cultural standards and values, emphasizing graceand mutual respect.
Leadefforts to build a workplace culture where every employee is treated respectfully,feels valued, andisproductive.
Partnerwith the CEIBO to align equity and inclusion initiatives and goals with people and culture initiatives and goals.
Leadthe creation of a positive, engaged organizational culture in partnership with Center leaders, while integrating the interest, talents, and contributions of all employeesina diverse and inclusive environment.
Providestrategic oversight and leadership for the PeopleandCulture team,leveragingtheir functionalexpertiseto engage managers and staff across CBPP in achieving people-related goals such as staff engagement, retention, development, and workforce planning.
Overseeorganization-wide learning and development programs; collaborate with the Equity, Inclusion, and Belonging (EIB) team on EIB related learning and development program ; establish and drive the adoption of organizational norms.
Advisethe Board of Directors onorganization-widePeopleandCulture issuesin partnership with the President and Executive Vice President,Legal Department and Administration.
Manageinternal communications related to PeopleandCulture, in collaboration with the Center’s internal communications team, to promote transparency and trust.
Leadership and Strategic Advising
Serve as a strategic advisor to the President, Executive Team, and Board on workforce planning, organizational development, and culture.
Collaborate with senior leaders to ensure people-centered decision-makingmeets the operational needs and priorities of the organization. This includes taking a well-reasoned approach that balances staff preferences with CBPP’s mission and work requirements.
Human Resources and Talent Development
Oversee all aspects of HR including talent acquisition, onboarding, performance management, career development, and total rewards. Align compensation and benefits with organizational goals and equity principles.
Strategically align compensation, benefits, and other incentives with organizational goals and culture, and oversee the total rewards programs to attract,retain, and engage employees, ensuring they are competitive,equitable, and cost effective.
Ensure compliance with employment law and HR best practices across alljurisdictions.
Lead succession planning and workforce development with adiversity , equity, inclusion and belonging lens.
Team Leadership and Staff Engagement
Supervise the People and Culture team and Office Services team, fostering collaboration, professional growth, and operational excellence.
Promote inclusive management practices and staff engagement across departments.
Foster exceptional management practices across the organization, including coaching management to set clear, meaningful goals andobjectivesand use metrics to measure performance of staff, and investing in employee development and creating a learning mindset.
Oversee the Director of Operations and Total Rewards and Senior Director of People and Culture.
Labor RelationsandOperations
Oversee the implementation and administration of the principles and policies outlined in the union contract.
Partner with the labor team, the Executive Vice President,Legal Department and Administration, and union leadership to resolve complex issues related to the contract.
Qualifications
Bachelor’s degreein a related field required .
A minimum of ten years of experience as a collaborative human resources leader within the nonprofit or for-profit sectors; ability to lead a team, guide, change, and make sound decisions.
A minimum of four years of experience in a strategic role leading and managing a team of human resource professionals towards successful outcomes.
Broad experience in various areas of human resources, including talent acquisition, learning and development, total rewards and benefits, employee engagement, employee relations, performance management, and organizational policies/compliance.
Experience guiding organization-wide people and culture strategies, leading change at an organizational level, and engaging teams to execute on the tactics to achieve goals. Strategic approach to culture and community building across an organization, including acting as a true partner on equity and inclusion and bringing equity to all aspects of role.
Experience working across teams to build relationships and drive collective impact in people and culture work.
Strong project and people management skills, including setting clear goals, giving constructive feedback, and navigating competing priorities.
Ability to mentor and coach staff with attention to fairness, growth, accountability, and building trust.
Ability to communicate effectivelywithorganizational leadership and staff across all levels, both in writing and verbally, todemonstratecredibility and build trust.
Experience conducting and presenting research, analysis, and policy proposals on human resource and organizational culture issues to leadership and staff.
Extensive knowledge of employment trends, innovations, best practices, laws, and regulations in a multi-stateenvironment;and the ability toleveragedata andexpertisein these areas to make sound decisions and recommendations.
Working knowledge and experience implementing human resource technology and software applications, such as HRIS, ATS, LMS,etc.
A commitment to CBPP’s mission to improve the well-being of low- and moderate-income people and advance racial equity and inclusion, and a belief that strong, evidence-based policy solutions can help achieve that mission.
Work Location and Hybrid Schedule Expectations Employees are expected to work in the Washington, D.C. office for this position. CBPP is currentlyoperatingon a hybrid work schedule of two full in-office days (Tuesday and Wednesday) per week, as well as the first Thursday of each month in our Washington, D.C. office.
Terms of Employment Full-time; exempt.
Bargaining Unit Status This is not a bargaining unit position.
Compensation Salary for this position ranges from $200,000 to $230,000 per year; pay is based on a number of factors including job-related knowledge, skills, and experience and internal pay equity. Excellent benefits (including health insurance, vision and dental coverage, life and long-term disability insurance, retirement, MERP, and DCAP) and generous vacation, sick leave, and holiday schedules.
Make sure to upload a cover letter and resume. In your cover letter, please include a discussion of what draws you to this role and this work.
The Center on Budget and Policy Priorities is an Equal Opportunity Employer that values and welcomes diversity in the workplace and strongly encourages all qualified persons to apply regardless of race, color, age, sex, marital status, sexual orientation, gender identity, gender expression, genetic information, credit information, pregnancy or parental status, family responsibilities, personal appearance, creed, military or veteran status, religion, ancestry or national origin, union activities, disability, or other status protected by applicable law.
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