Chief Human Resources Officer

Washington County, Oregon•Hillsboro, OR

1d•Onsite

About The Position

Washington County is seeking a strategic and collaborative Chief Human Resources Officer (CHRO) to guide countywide efforts to attract, develop, retain, and support a high‑quality workforce while strengthening HR’s role as a trusted advisor. A strong foundation in public‑sector HR is essential to navigate the operational, legal, and organizational complexities of this role. Washington County is Oregon’s second‑largest county, serving over 620,000 residents with more than 2,400 employees dedicated to fostering health, safety, and vibrant communities. As a mission‑driven, community‑centered organization, the County delivers a wide range of services guided by integrity, stewardship, accessibility, collaboration, and accountability. Through its “One Washington County” vision, the organization works collectively to design the future and ensure access to essential resources and opportunities. The Human Resources Department includes approximately 50 HR and Risk professionals who provide expertise in talent acquisition, labor and employee relations, classification and compensation, learning and development, benefits and leave administration, HR business systems, and risk management. Reporting to an Assistant County Administrator and serving as a member of the County Leadership Team, the CHRO leads a broad portfolio. This position strengthens the organization by equipping managers with effective tools, guidance, and training, and ensures employees have the knowledge, skills, and resources needed to succeed.

Requirements

Knowledge of best practices across all major HR functions.
Knowledge of organizational development principles and workforce strategy.
Knowledge of organizational and management practices used to assess programs, policies, and operational needs.
Knowledge of budget development, fiscal administration, and financial controls.
Skill in developing and implementing short‑ and long‑term plans with clear goals, actions, and performance measures.
Skill in collaborating with leaders and staff to implement organizational policies, procedures, and initiatives.
Skill in preparing and delivering clear, well‑organized presentations and written materials tailored to various audiences, including the Board of Commissioners, partner agencies, and internal stakeholders.
Skill in facilitating meetings, guiding decision‑making, documenting outcomes, and ensuring follow‑through.
Skill in managing organizational change within the department and across the County.
Ability to interpret and apply federal, state, and local laws and requirements effectively and consistently.
Ability to think strategically while advancing departmental and countywide priorities.
Ability to provide strategic guidance to HR leaders through clear direction, coaching, and support.
Ability to build collaborative relationships with departmental leaders, cross‑department partners, and the executive team.
Ability to deescalate challenging situations through clear, respectful, and timely communication.
Ability to analyze complex problems, evaluate alternatives, anticipate outcomes, and implement recommendations aligned with organizational goals.
Associate’s degree in a related field AND 10 years of relevant HR leadership experience, including 2 years in a public sector or government HR setting.
OR Bachelor’s degree in a related field AND 8 years of relevant HR leadership experience, including 2 years in a public sector or government HR setting.
OR Master’s degree in a related field AND 6 years of relevant HR leadership experience, including 2 years in a public sector or government HR setting.
Must have the ability to arrange for timely transportation to attend required appointments and meetings at off-site locations.
Completion of a comprehensive background check.

Responsibilities

Leading the development and implementation of a strategic plan that sets clear direction for the Human Resources Department.
Overseeing the planning and execution of a countywide classification and compensation project to advance fair, consistent, and transparent compensation practices.
Modernizing the County’s Personnel Rules, Regulations, and standard operating procedures to ensure clarity, alignment, and organizational effectiveness.
Strengthening internal communication within HR and across departments to build understanding, alignment, and support for process improvements.
Developing and implementing a comprehensive program that enhances supervisors’ ability to lead, support, train, and effectively manage their teams.
Providing oversight and guidance on labor relations, including bargaining strategy, contract administration, and approaches that foster effective labor‑management relationships.