Chief People and Culture Officer

Chief People and Culture Officer

Full-time Regular

Executive Leader

Washington, DC, Washington, DC, US

Salary Range:$200,000.00 To $230,000.00 Annually

The Center on Budget and Policy Priorities (CBPP) is a nonpartisan research and policy institute that advances federal and state policies to help build a nation where everyone — regardless of income, race, ethnicity, sexual orientation, gender identity, ZIP code, immigration status, or disability status — has the resources they need to thrive and share in the nation’s prosperity. 

CBPP combines rigorous research and analysis, strategic communications, and effective advocacy to shape debates, affect policy, and inform effective implementation both nationally and in states. It works closely with a broad set of national, state, and community organizations to design and advance policies that promote economic justice; improve health; broaden opportunity in areas like housing, health care, employment, and education; and lower structural barriers for people of color and other communities that face systemic barriers to opportunity. CBPP promotes policies to build a more equitable nation and fair tax policies that can support these gains over the long term. CBPP also shows the harmful impacts of policies and proposals that would deepen poverty, widen disparities, and worsen health outcomes. 

As a member of the executive leadership team, the Chief People and Culture Officer (CPCO) will develop and execute CBPP’s overall people strategy, advance a positive organizational culture, and act as a strategic partner to organizational leaders to align with organizational goals. The CPCO will oversee efforts to drive human resource policies, procedures, and implementation to ensure that the organization can hire and retain talented and diverse staff who are well-prepared to help the organization meet its mission while fostering an inclusive, diverse, equitable, and accessible workplace. The Chief will ensure that staff are supported in their roles and have opportunities for development, creativity, and advancement and that the organization’s culture is welcoming and inclusive, supporting staff engagement, well-being, and success. 

The Chief will report to the Executive Vice President, Legal Department and Administration and will oversee the People and Culture team of four and the Office Services team of three. The Chief People and Culture Officer will work closely with the Chief Equity, Inclusion, and Belonging Officer (CEIBO) in the critical work of ensuring that all staff feel a sense of mattering and belonging.  

Responsibilities: 

Organizational Culture and People Strategy  

• Oversee and implement comprehensive people strategy that supports CBPP’s mission and values and encourages high performance and standards.
• Define and uphold CBPP’s cultural standards and values, emphasizing grace and mutual respect.
• Lead efforts to build a workplace culture where every employee is treated respectfully, feels valued, and is productive.
• Partner with the CEIBO to align equity and inclusion initiatives and goals with people and culture initiatives and goals.
• Lead the creation of a positive, engaged organizational culture in partnership with Center leaders, while integrating the interest, talents, and contributions of all employees in a diverse and inclusive environment.
• Provide strategic oversight and leadership for the People and Culture team, leveraging their functional expertise to engage managers and staff across CBPP in achieving people-related goals such as staff engagement, retention, development, and workforce planning.
• Oversee organization-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.
• Advise the Board of Directors on organization-wide People and Culture issues in partnership with the President and Executive Vice President, Legal Department and Administration.
• Manage internal communications related to People and Culture, 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-making meets 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 all jurisdictions.
• Lead succession planning and workforce development with a diversity, 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 and objectives and 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 Relations and Operations 

• 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 degree in 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 effectively with organizational leadership and staff across all levels, both in writing and verbally, to demonstrate credibility 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-state environment; and the ability to leverage data and expertise in 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 currently operating on 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.