Chief Human Resources Officer

Massachusetts Water Resources Authority•Winthrop, MA

20h•Onsite

About The Position

The Chief Human Resources Officer (CHRO) serves as a key member of the executive leadership team, shaping and executing a comprehensive human capital strategy that enables the Authority to achieve its mission of delivering reliable, cost-effective, and high-quality water and sewer services. This role leads the development of a modern, data-driven HR function that drives organizational performance, workforce sustainability, and a culture of inclusion, safety, and accountability. The CHRO partners closely with senior leadership to align talent strategy with long-term business objectives, ensuring the Authority attracts, develops, and retains a diverse, high-performing workforce of over 1,000 employees. This leader champions organizational effectiveness, workforce planning, and cultural transformation while ensuring compliance, equity, and operational excellence across all HR functions.

Requirements

Proven executive-level leadership in human resources, with a track record of aligning HR strategy to organizational outcomes.
Deep expertise in public sector HR, labor relations, and regulatory compliance.
Demonstrated success leading organizational transformation, workforce planning, and culture change initiatives.
Strong business acumen with the ability to influence and advise senior stakeholders.
Thorough understanding of human resources administration and management as acquired through at least ten (10) years' relevant work experience of which at least five (5) years are in a supervisory and/or managerial capacity and at least three (3) years are in the public sector; or any equivalent combination of education or experience.
Valid Class D Driver's License
Flexibility to respond to urgent business needs outside of standard working hours
This position has been designated as essential in instances where the MWRA Executive Director requires essential personnel to report to work such as inclement weather or other emergencies.

Nice To Haves

Advanced degree or graduate certificate in Human Resources, Public Administration, Business, Law, or a related field
Experience working for the Commonwealth of Massachusetts and/or a Massachusetts municipality
Professional HR certification such as SPHR or PHR (SHRM), or SCP or CP (IPMA-HR)
Willingness to participate in a weekly on-call rotation with HR leadership

Responsibilities

Develop and execute a forward-looking human capital strategy aligned with organizational priorities, operational demands, and regulatory requirements.
Serve as a trusted advisor to the Executive Director and senior leadership on organizational design, workforce risks, and talent optimization.
Lead HR as a strategic business partner model that proactively supports divisions in achieving performance goals.
Drive workforce and succession planning strategies to ensure leadership continuity and preservation of institutional knowledge.
Lead organizational design initiatives, change management efforts, and workforce transformation to improve efficiency and agility.
Establish and monitor key HR metrics and analytics to inform decision-making and measure organizational health.
Build and sustain a high-performance culture grounded in accountability, inclusion, and continuous development.
Oversee integrated talent management strategies including recruitment, leadership development, performance management, and retention.
Champion Diversity, Equity, and Inclusion (DEI) as a core business priority, embedding it into all talent systems and practices.
Provide executive oversight of collective bargaining strategy, labor negotiations, and contract administration across multiple unions.
Mitigate organizational risk by ensuring consistent, fair, and legally compliant application of HR policies and practices.
Partner with legal and compliance functions to address complex employee relations matters and evolving regulatory requirements.
Oversees collective bargaining negotiation, contract administration and grievance proceedings for five bargaining units.
Ensure compensation, benefits, and classification systems are competitive, equitable, and aligned with organizational goals.
Enhance employee engagement, well-being, and workplace safety through integrated HR and cross-functional initiatives.
Oversee modernization of HR systems (HRIS) and processes to improve service delivery and employee experience.
Lead and develop a high-performing HR team across multiple functional areas, fostering innovation and accountability.
Manage HR operations through disciplined budgeting, resource allocation, and performance management.
Present strategic HR insights and recommendations to the Board of Directors to inform governance and decision-making.