Chief HR Officer
About the Company
For over 100 years, the ACLU has worked to defend and preserve the individual rights and liberties guaranteed by the Constitution and laws of the United States. Whether it’s ending mass incarceration, achieving full equality for the LGBTQ+ community, establishing new privacy protections for our digital age, or preserving the right to vote or the right to have an abortion, the ACLU takes up the toughest civil liberties cases and issues to defend all people. We know that great people make a great organization. We value our people and know that what we offer is essential not just their work, but to their overall well-being.
About the Job
Reporting to the Chief Operating Officer, the Chief Human Resources Officer (CHRO) is a critical member of the senior leadership team. The CHRO is the key advisor, expert, and strategic business partner to the Executive Director, and the Senior Leadership team on all Human Resources and People matters. The CHRO develops and leads the people strategy that aligns with the ACLU’s organizational goals and values to operationalize the ACLU’s strategic vision and mission. The CHRO leads the development of policies and the shaping of the culture that impacts the ACLU’s most valuable resource, its staff. Alongside its team of 13 HR professionals, the CHRO helps create an environment that both meets the collective needs of our workforce and cultivates an inclusive, accessible, and high performing organizational culture.
The successful CHRO candidate will be an experienced Human Resources leader with deep generalist expertise in the core HR functions, a strategic and trusted advisor to senior leadership who balances strategic influence with effective employee advocacy, and a dynamic and influential people manager. They will also have experience leading complex, highly unionized organizations with hybrid and remote staff and have a demonstrated passion for the work of the ACLU.
Responsibilities
Leadership & Strategy:
Develop and implement a comprehensive vision and strategy for the ACLU’s human resources function that centers staff experience, aligns with organizational goals and values, and ensures compliance with internal policies and relevant government regulations
Serve on the Senior Leadership Team, providing expert guidance to organizational leadership on matters of workforce planning, employee relations, compensation, benefits, performance management, people management culture, and other HR topics to help shape organizational practices, guide strategic planning and resolve active and anticipated issues
Partner with the Strategy and Culture Team and organizational leadership to advance the culture of the ACLU, including embedding principles of equity, diversity, inclusion, accessibility, and belonging in all HR work, including organizational practices and policy and program development and application
Staff the board Retirement Committee, overseeing the preparation of meeting content and providing counsel to management and committee members on matters related to the ACLU’s defined benefit and defined contribution retirement plans. Participate in various board and board committee meetings as necessary
HR Operations:
Oversee the day-to-day operations of the Human Resources team, including talent acquisition and development, employee engagement, performance management, employee and labor relations, compensation, benefits, pipeline programs, on- and off-boarding, compliance, HRIS systems, records, and data
Effectively lead and manage the Human Resources team, driving results using data, direct feedback, and strong accountability in a supportive and learning environment that fosters high staff engagement, high performance and professional growth
Lead and direct the HR team in designing and implementing effective HR programs, policies, training, and initiatives that drive employee engagement and manage performance, support ongoing and strategic professional development and retention that ensures the ACLU is an “employer of choice “while aligning with organizational objectives and government regulations
Lead the evaluation of HR programs, policies, and systems. Assess their efficacy in maintaining the desired workplace environment, staff culture, management practices, and administrative procedures. Effectively uses data to inform decision-making, guide policy and evaluate performance of projects and initiatives
Oversee the HR department’s annual budget and quarterly forecasts, ensuring efficient and effective use of the organization’s resources
Oversee the design and monitoring of metrics that provide useful insights into organizational staffing trends and HR team service performance
Stay abreast of the evolving legal landscape in areas such as labor law and ERISA regulations in partnership with in-house counsel team and implement strategies to mitigate HR-related financial, regulatory compliance, and litigation risks
Qualifications
Comprehensive HR Leadership with a Unionized Workforce:
Proven expertise across HR disciplines and a command for the fundamental HR best practices, including talent management, workforce planning, and succession planning, with a strong foundation in compensation frameworks. Demonstrated success in directing the negotiation and administration of collective bargaining agreements, enabling the CHRO to lead a holistic, strategic HR function
Progressive, Strategic Vision:
Brings a track record of developing and executing forward-thinking HR strategies that align with an organization’s mission and evolving goals, including experience leading organizational restructuring toward a more strategic HR model
Adaptability in Cultural Transformation:
Skilled at navigating organizational culture shifts, with DEIA as a guiding principle and a clear vision for defining and integrating internal values within a complex and evolving organizational environment. Experience in Decentralized, Mission-Driven Environments: Extensive experience in large, decentralized, expert-driven organizations where consultative leadership and collaborative influence are crucial
Advocacy and Policy Familiarity:
Background in advocacy, nonprofit, or policy-focused workplace environments
