GENERAL SUMMARY

The Chief People Officer (CPO) is a strategic and people-centered member of the executive team responsible for developing and leading a comprehensive people strategy that drives organizational success and a thriving workplace culture. This role oversees all aspects of human resources, talent management, employee experience, and organizational development, ensuring alignment with business objectives and company values. The CPO is a strategic advisor to leadership and a steward of a high-performance, inclusive, and people-first culture.

REQUIRED EDUCATION AND EXPERIENCE

Any equivalent combination of education and experience which provides the knowledge, skills, and abilities required to perform the job. Education and course work can substitute for years of experience. Typical qualifications would be:

Experience:

• A Master’s degree from a recognized college or university with specialization in human resource management, industrial relations, public administration, or equivalent.
• 10+ years of senior HR leadership experience, preferably in complex environments with both unionized and administrative staff.
• SHRM-CP or equivalent.

KNOWLEDGE OF:

• Professional development and leading people
• Policies, guidelines, and requirements required by the federal government
• State and federal employment laws and regulations
• Negotiation techniques and principles
• Data collection and analysis techniques
• Record keeping
• Principles and practices of employee supervision
• English grammar, spelling, and punctuation
• Modern office procedures, methods, and computer equipment

ESSENTIAL DUTIESRESPONSIBILITIES

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by employees in this job. Employees may be requested to perform job-related tasks other than those specifically presented in this description.

• Develop and implement a forward-thinking people strategy aligned with the organization’s vision, values, and transition goals.
• Serve as a trusted advisor to the CEO and executive leadership team on all human capital matters.
• Drive initiatives that enhance organizational effectiveness, talent development, workforce planning, and cultural alignment.
• Partner with the Labor Relations Manager to ensure HR policies and practices are aligned with collective agreements and labor laws.
• Support labor-related initiatives by contributing to strategy, employee engagement, and change readiness.
• Promote a unified employee experience across unionized and non-unionized groups, ensuring consistency and equity in practice.
• Lead enterprise-wide change management efforts related to organizational restructuring, culture transformation, and process modernization.
• Design and implement scalable systems and frameworks that support team effectiveness, accountability, and high performance.
• Oversee HR functions including compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Create and sustain a values-based culture that fosters engagement, inclusion, and mutual respect across all employee segments.
• Ensure HR programs and policies are data-informed, legally compliant, and support long-term workforce needs.
• Build strong leadership pipelines through development programs, coaching, and succession planning.
• Champion an inclusive and progressive approach to employee growth and career advancement.
• Positively influences decisions to improve organizational culture and supports the executive leadership team to create an inclusive, professional culture in which all employees embrace our Mission, Vision and Values Statement.
• Counsels management and employees on disciplinary actions and performance problems.
• Provides support, direction and coaching for training and development programs.
• Ability to manage a project from inception to completion, and maintain accuracy and confidentiality.
• Conducts analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Develops and maintains departmental budget.
• Facilitates professional development and training for administrative staff.
• Manage and administer District policies and procedures, especially with regard to those policies and procedures having a direct association with the department’s functions.
• Communicates and works in conjunction with outside groups, including the Amalgamated Transit Union, professional associations, minority representative groups within the community and other area employers.
• Advises senior management on employee relations, employment litigation response, and discipline and discharge procedures.

SUPERVISORY RESPONSIBILITIES

• This position is responsible for full managerial responsibility including providing direction to other supervisors/managers regarding the supervision of their staff. Supervisory span will include direct and indirect reports and may cover multiple departments.