Deputy Chief Human Resources Officer (Washington)

Overview

Join one of the most influential, most quoted and most trusted think tanks!

The Brookings Institution is a nonprofit public policy organization based in Washington, DC. Our mission is to conduct in-depth research that leads to new ideas for solving problems facing society at the local, national and global level.

We bring together leading experts in government and academia from all over the world, rooted in open-minded inquiry and representing diverse points of view, who provide the highest quality research, policy recommendations, and analysis. Research topics cover a full range of public policy issues in economics, foreign policy, development, governance and metropolitan policy.

With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors.

Brookings Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 17, including Staffing, Benefits, Compensation & HR Technology, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way.

Position Location :This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of two days of remote work each week.

Responsibilities

Ready to contribute to Brookings success?

Serving as a trusted advisor to the Vice President and Chief Human Resources Officers (VP and CHRO) and a strategic partner to research programs and business units, the Deputy Chief Human Resources Officer (DCHRO) plays a key role in translating the Institution’s human capital priorities into coordinated action. This role balances big-picture planning with hands-on implementation, helping to lead efforts across all major HR domains, including talent management, employee/labor relations, compensation, benefits, systems, organizational development, and compliance. The DCHRO helps foster a strong, inclusive workplace culture and ensures that HR policies, systems, and services remain responsive, consistent, and positioned to support Brookings’ evolving institutional needs. This role also provides supervision to key HR staff, enabling operational excellence and continuous improvement in HR service delivery.

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.

Qualifications

Ready to make an impact? In this role, you will support Brookings values of collegiality, respect, inclusion, diversity and community, and bring the following qualifications:

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, organizational challenges, and cultural initiative. Proven experience leading HR efforts during periods of growth, restructuring, or organizational change. Experience working in a complex, mission-driven organization with a diverse workforce strongly preferred. Demonstrated leadership in fostering inclusive, respectful, and engaging workplace environments. Hands-on experience with modern HR technologies and systems; familiarity with platforms such as Workday and iCIMS preferred. Must be authorized to work for any employer in the US.

Knowledge/Skills Requirements

Thorough knowledge of federal and D.C. employment laws and regulations, HR compliance standards, and best practices across all major HR disciplines. Strong understanding of inclusive hiring practices, organizational development, leadership development, and employee engagement strategies. Ability to develop, implement, and refine HR policies, staffing structures, systems, and service delivery models. Skill in analyzing and using HR data and metrics to assess performance, identify trends, and inform decision-making. Exceptional interpersonal and relationship-building skills; ability to establish credibility, trust, and influence with staff at all levels. Outstanding oral and written communication skills, including the ability to draft clear and persuasive employee communications and policy documents. High emotional intelligence, professional maturity, sound judgment, and ability to handle sensitive and confidential issues with discretion. Strong project management, organizational, and time management skills, with the ability to manage multiple priorities under deadline pressure. Proactive, solutions-oriented mindset with a strong commitment to continuous improvement, accountability, and collaborative decision-making. Demonstrated commitment to cultivating a workplace culture that values diverse experiences, perspectives, and backgrounds.

Additional Information

What can we offer you? Brookings provides a generous benefi