Chief People, Culture & Equity Officer

The Union of Concerned Scientists (UCS) is a national nonprofit organization founded more than 50 years ago by scientists and students at the Massachusetts Institute of Technology.

UCS employees center their work on UCS’s core values of racial equity and environmental justice. They work collaboratively to ensure the effective operations of the program/department, center anti-racism and equity in internal and external work, and foster a welcoming, inclusive, and transparent environment where all staff can thrive and grow.

The Chief People, Culture & Equity Officer (CPCE) leads the organization’s people function, workplace culture, justice, equity, diversity, and inclusion (JEDI) strategies in support of UCS’s mission, plan, and strategic direction. Reporting to the President & CEO and serving as a member of the Executive Team, the CPCE is a trusted advisor to the President and a partner across the organization, supporting the President in close collaboration with the Executive Team, Leadership Team, and the Board.

Culture, equity, and people leadership are at the core of the role. The CPCE champions a unified, welcoming, anti-racist, and inclusive culture that exemplifies UCS values and provides departmental leadership and oversight of the People, Culture & Equity department—continually enhancing its reputation, service, and effectiveness. The role oversees the full employee lifecycle, ensures compliance with the collective bargaining agreement and applicable employment laws, advances enterprise JEDI strategy, and leads through organizational change.

The CPCE is accountable for enterprise-wide JEDI strategy as it relates to workforce practices, organizational culture, leadership development, organizational systems, learning, accountability, and employee experience. Responsibility for mission-facing and programmatic JEDI priorities remains with program leadership. The CPCE serves as a strategic advisor, partner, and resource to support and strengthen that work.

The role exercises its authority in partnership with other Executive Team members and within the decision-making responsibilities established by the President & CEO. Success requires collaboration, transparency, and shared accountability across the Executive Team to advance UCS’s mission, organizational health, and long-term sustainability.

Estimated allocation: approximately 50% People and Culture leadership and 50% enterprise JEDI leadership, with equity intentionally embedded across all people practices rather than treated as a separate initiative. This balance reflects the CPCE’s dual mandate: to lead core people operations with excellence while providing visible, accountable leadership for organization-wide culture, equity, and anti-racism strategy.

The Candidate:

Required

MBA or MA/MS in human resources, organizational development, organizational psychology, or a related field, or equivalent professional experience or education/training.
Minimum of 10 years of HR and/or people-leadership experience, including at least five years at the executive level in an organization of at least 100 full-time employees.
Demonstrated experience leading enterprise JEDI strategy, anti-racism work, and culture change with measurable results, including the ability to influence senior leaders, build shared accountability, and integrate equity into organizational systems and people practices.
Experience managing in a unionized environment.
Experience building equity-centered accountability systems, including setting measurable goals, facilitating difficult conversations, advising senior leaders, and translating JEDI commitments into practical changes in policies, practices, leadership behaviors, and organizational culture.
Excellent verbal, written, and interpersonal communication skills, with strong active-listening and relationship-building abilities.
Excellent conflict-resolution, consensus-building, and change-management skills.
Thorough knowledge of employment-related laws and regulations, particularly in a unionized environment, and experience working with outside counsel.
Excellent organizational skills and attention to detail, with proven analytical and problem-solving skills.

Preferred

SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification.
Knowledge of and experience with human resource information systems, with proficiency in the Microsoft Office Suite or related software.