Chief People Officer and Executive Vice-President of People and Talent - (27-P&T-500000-144)

District of Columbia Water and Sewer Authority•Washington, DC

6d•Hybrid

About The Position

The Chief People Officer and Executive Vice-President, People & Talent serves as DC Water’s senior human capital executive, leading the development and execution of workforce, talent, labor relations, compensation, benefits, and organizational effectiveness strategies in support of the Authority’s mission and strategic objectives. The position reports directly to the CEO/General Manager, exercises extensive latitude and independent judgment on human resources matters, and serves on the Senior Executive Leadership Team. The role leads enterprise efforts to ensure DC Water has the skilled workforce needed to operate and maintain critical infrastructure. It oversees workforce planning, talent acquisition and development, succession management, employee engagement, learning and performance management, compensation and benefits, and labor relations. The executive also advises the Board of Directors and its committees on human capital strategy and related matters. This is an at-will, exempt, essential, non-union executive position with direct supervisory responsibilities. The listed work environment is general office conditions, and the work format is hybrid.

Requirements

Fifteen years of enterprise-level Human Resources experience.
At least five years of executive Human Resources experience.
At least five years in a senior leadership role.
Bachelor’s degree in human resources, Business Management, or a related field from an accredited college or university.
Proven experience leading human capital strategy, talent management, labor relations, workforce planning, and organizational effectiveness initiatives.
Proven ability to lead cross-functional teams and provide strategic leadership.
Excellent interpersonal, communication, analytical, organizational, management, and negotiation skills.
Strategic problem-solving skills.
Proven supervisory and leadership skills.
Thorough knowledge of employment-related laws and regulations.
English language proficiency.

Nice To Haves

SHRM-SCP, SPHR, or equivalent professional certification.

Responsibilities

Lead enterprise workforce strategies to ensure the Authority has the skilled workforce needed to operate and maintain critical infrastructure.
Develop strategies for succession planning, workforce demographics, apprenticeships, licensed positions, and future workforce requirements.
Partner with executive leaders to develop and maintain a high-performance culture centered on accountability, continuous improvement, operational excellence, and measurable results.
Lead labor relations strategy, collective bargaining, workforce stability, and productive labor-management partnerships.
Advise the Board of Directors and Board committees on human capital strategy, executive compensation, succession planning, organizational effectiveness, and workforce trends.
Lead initiatives that promote and sustain exceptional employee engagement and organizational excellence.
Advance approaches that strengthen employee engagement, retention, organizational effectiveness, and alignment with DC Water’s culture and values.
Oversee talent strategy, including organizational design, competency coaching, career development and paths, retention, and timely acquisition of top talent.
Lead talent management and workforce development programs that foster an inclusive workplace and leverage a diverse workforce’s strengths.
Oversee a comprehensive learning and development program that prepares the workforce for current and future requirements and challenges.
Develop an enterprise-wide learning and performance management system to support measurable progress on strategic and operational priorities.
Maintain leadership development programs that strengthen management capacity and expand career advancement opportunities.
Ensure succession management plans and strategies maintain talent pipelines for current and future business needs.
Strengthen the People and Talent teams’ capacity in compliance, governance, strategy alignment, investment prioritization, metrics, and continuous improvement.
Develop and implement comprehensive, competitive, and cost-effective compensation and benefits plans.
Partner with executive leadership to advance safety, accountability, employee engagement, and operational excellence.
Plan and administer the work of subordinates and oversee personnel selection, assignment, supervision, promotion, discipline, and training within the business unit’s functional area.
Perform other duties and special projects as assigned by the CEO/General Manager.