Deputy Chief Human Resources Officer

Overview

Must be authorized to work for any employer in the U.S.

Responsibilities

Strategic HR Leadership (35%)

• Serve as deputy and trusted advisor to the VP and CHRO, helping to shape and advance Brookings’ human capital strategy, aligned with institutional priorities and operational needs.

• Represent HR in cross-institutional working groups (e.g., Management Team, DEI Committee) or initiatives as delegated by the VP and CHRO; serve as a delegate for the VP and CHRO when needed.

• Anticipate workforce implications of institutional decisions; provide strategic input on talent risks and opportunities.

• Design and implement major HR initiatives – such as institutional change projects, new tools, and service model shifts – in partnership with the VP and CHRO and independently as appropriate; ensure initiatives are thoughtfully coordinated, communicated, and aligned with organizational priorities.

• Serve as a subject matter expert in strategic change management, advising on the planning, execution, and communication of major HR and institutional initiatives to ensure effective adoption and long-term success.

• Track, analyze, and report on HR metrics to support decision-making and evaluate the impact of institutional initiatives.

• Monitor employment legislation – partnering with the Office of the General Counsel to ensure policy alignment and institutional risk mitigation.

• Stay current on HR best practices and industry trends, evaluating and recommending innovations that improve the employee experience and institutional resilience.

• Build and maintain strong relationships with senior leaders across the institution, offering trusted counsel as needed.

• Support organizational design and workforce planning efforts to meet evolving institutional needs.

HR Operations and Service Delivery (35%)

• Oversee day-to-day HR operations to ensure consistent, timely, high-quality service delivery of core services including recruitment, onboarding, benefits administration, compensation, employee/labor relations, and HR systems.

• Collaborate with HR directors to align operations with strategic priorities, troubleshoot service delivery issues, and improve systems and workflows.

• Promote effective use of systems, data, and technology to drive operational efficiency and accountability.

• Lead the development, review, and rollout of HR policies in collaboration with the Office of the General Counsel and senior stakeholders; ensure updates are well-communicated and consistently applied.

• Provide leadership on labor relations, including collective bargaining support and union engagement, where applicable.

• Develop and manage the HR department budget in collaboration with the VP and CHRO; assess resource needs and align funding to priorities.

• Establish mechanisms for regularly auditing HR practices, systems, and data to ensure compliance, mitigate risk, and support continuous improvement.

• Manage or coordinate relationships with external consultants, vendors, or partners supporting HR strategy or operations, as needed.

Team Leadership and Institutional Culture Building (30%)

• Lead, coach, and support HR directors, fostering a high-performing, collaborative, and mission-driven team culture.

• Cultivate an internal HR environment rooted in accountability, professional development, and shared learning.

• Promote communication and cross-functional coordination across HR teams to improve knowledge-sharing and effectiveness.

• Ensure equitable implementation of HR policies and practices that reflect the diverse needs of staff.

• Lead initiatives that promote an inclusive and respectful workplace culture, ensuring that policies and practices support the diverse experiences and needs of all staff members.

• Champion employee engagement, inclusion, and belonging efforts across Brookings.

• Contribute to internal communications and culture-building initiatives that reinforce institutional values, strengthen trust, and support staff connection.

Education/Experience Requirements:

Bachelor’s degree required; advanced degree in human resources, business administration, public administration, or related field preferred. SPHR or SHRM-SCP certification preferred. Minimum of 15 years of progressive HR experience, including at least seven years leading multiple HR functions and managing senior-level staff. Demonstrated success as a senior-level HR generalist with broad experience. Strong experience advising senior leaders on people strategy, workforce planning,