Chief Human Resources Officer

The CHRO at the Whitney Museum of American Art is a strategic HR leader with a dual focus on driving operational excellence and cultural stewardship. The CHRO reports to the Deputy Director of the Museum, is a member of the Strategic Planning Group (SPG), and partners closely with the Management Council (MC) as a trusted HR Business Partner to align the museum’s human resources function with its mission, values, and goals.

The CHRO leads HR transformation to further professionalize our practices, focuses on the needs of our diverse workforce across how we attract, develop, reward, and engage our people, operationalizes HR processes, enables technology, and ensures that HR practices support the institution’s agility, growth, and culturally rich work environment.

The Whitney has continued to elevate and enhance the scope of HR. As such, the CHRO has an opportunity to lead the museum’s efforts for its future. With a strategic plan that prioritizes the museum’s talented and passionate staff, the organization recognizes that the Whitney is, at its core, its people. In addition to Whitney staff, volunteers at every level of the organization, from Whitney ambassadors in the galleries to docents, are all critical to bringing the work of American artists to diverse audiences. As such, the CHRO’s efforts will include the full range of people who bring the museum to life every day of the week.

Key responsibilities of the role include:

1. Roadmap for the Future

• Create a roadmap for the future that serves to inspire and advance the HR model and priorities, while including a shorter-term focus on optimizing service delivery, technology needs, and process improvements across core areas of HR.

• The model and roadmap should prioritize proactive support to leaders, enabling self-service options for staff and reducing administrative burdens on the HR team and broader workforce.
• The roadmap will strongly support the Museum’s “Work Together Whitney” principles which emphasize an intentional, outcomes-oriented approach to planning and measurement of results.  The roadmap should reflect a forward-thinking strategy for people & culture that covers how we attract, develop, reward and engage our staff while reflecting our current need to build a stronger foundation.

2. Operational Efficiency and Technology

• Design and implement streamlined HR processes to enhance efficiency and improve service quality, including introducing Service Level Agreements (SLAs) where appropriate.
• Assess and create HR workflows, balancing strategic foresight with hands-on execution to establish a robust HR foundation.
• Drive process improvements in key areas, including employee data, onboarding, payroll, performance management, labor & employee relations, benefits, etc. to improve efficiency and reduce HR staff time while increasing accuracy and impact.
• Collaborate with CIO to select and implement technology solutions that enhance HR’s operational efficiency and provide increased self-service options to our workforce with diverse needs and schedules.
• Champion initiatives that move HR from manual to automated processes, freeing up HR team capacity for strategic work.

3. Data-Driven Decision Making

• Clean up and maintain accurate data across HR systems, using insights to create relevant employee personas and optimize processes, striving for simplicity and agility.
• Identify key data to inform HR decisions and provide regular reporting to the MC and SPG to identify trends and monitor the enhanced effectiveness of HR operations.

4.  Partnership Across the Institution

• Lead a dedicated team of approximately 10 HR professionals and foster a strong team culture. Provide guidance and mentorship to support individual growth and team development, while also reinforcing Whitney’s commitment to collaboration and high-quality HR service delivery.
• Build strong, trusted relationships across all levels of the Museum, creating a foundation of transparency, accountability, and collaboration.
• Lead change management efforts to support new initiatives and process improvements (e.g., with staffing approvals, payroll, performance management, compensation, promotions) that align HR operations with the Whitney’s strategic vision.
• Shape and foster an inclusive workplace culture that reflects the Whitney’s mission and values, ensuring a supportive environment for all employees.
• Oversee HR budgeting, ensuring effective use of resources and alignment with organizational financial goals.
• Balance organizational needs with protection of employee rights, building productive relationships with the Museum’s five unions and promoting collaborative labor management.

Skills Needed for the Role Include:

Cultural Steward: Shapes and builds a supportive, inclusive culture that reflects Whitney’s values and creative spirit. Is a visible, culturally attuned leader who can engage with diverse teams and provide guidance on cultural support.

Strategic Execution:  Develops and implements HR strategies, creating a solid foundation. Establishes processes, workflows, and systems where none exist, combining strategic foresight with a hands-on approach to build an efficient HR function.

Leverages Strengths for Impact:  Recognizes and leverages one’s own strengths while strategically building and empowering an HR team with complementary skills to address organizational gaps.  Makes deliberate choices to create a high-performing, balanced team capable of delivering results aligned with the museum’s goals.

Empathetic & Hands-On: Leads with empathy and authenticity, balancing high-touch engagement with a readiness to roll up their sleeves. Is accessible and acts as both a mentor and a collaborator, building trust and credibility through visible, supportive, and hands-on leadership.

Change Maker & Problem Solver: Approaches challenges as opportunities, with the resilience and adaptability to build new solutions in an unstructured environment. Combines a consultative, solutions-oriented mindset with the ability to lead change in an evolving landscape, creating clarity in roles and responsibilities.

Systems Thinker: Establishes data-driven decision-making and creates foundational HR processes. Has a strong understanding of data analytics, a process-oriented mindset, and the ability to design and implement workflows, structure, and offer data and systems solutions.

Trusted Partner: Builds strong, trusted relationships with stakeholders across all levels, creating a foundation of transparency, accountability, and collaboration. This includes a partnership mindset and clear, consistent communication, establishing credibility with museum leadership, staff, and partners.

Employee & Labor Relations Strategist: Navigates complex employee and labor relations with skill and diplomacy, working closely with the Whitney’s five unions. Understands union dynamics, conflict resolution, and is committed to building productive, collaborative relationships with labor representatives, balancing organizational needs with employee rights and agreements.

Education & Certifications

• The successful candidate will hold a bachelor’s degree from an accredited college or university; an advanced degree (e.g. master’s in industrial labor relations, MBA) is strongly preferred.
• SHRM, SPHR, or other professional HR designation is desirable.
• Specialized certifications - such as Labor Relations or Executive Coaching – are desirable.

Skills & Experience

• Demonstrated success in leading HR teams, preferably as a CHRO, with experience in Labor & Employee Relations, HR Operations, and Total Rewards. 
• Successful in managing HR transformations, transitioning from manual and traditional practices to leading practices over time.
• Proven success in managing labor relations, collective bargaining agreements, arbitrations, etc. through partnership with General Counsel and others.
• Has developed compensation & talent frameworks to enable career growth and advancement.
• Knowledge of cultural institution operations, legal and compliance requirements in the US and New York City, and nonprofit financial acumen.

Key Attributes to Align with Our Culture

Culturally Appreciative: Has a strong appreciation for the arts, culture, and institutional history.

People-Centric and Empathetic: Takes a genuine interest in people across the organization, including those with storied careers at the Whitney and those new to our community. Finds fulfillment in building relationships and supporting individuals.

Humble and Approachable: Grounded and approachable, prioritizing listening over directing and focusing on empowering team members.

Collaborative by Nature: Has a natural inclination toward teamwork and cross-functional collaboration.

Resilient and Patient: Used to navigating complex, multi-stakeholder environments, understanding that meaningful change requires time and thoughtful dialogue, followed by quick action.

Creative Problem-Solver: Finds ways to bridge tradition and progress, bringing fresh ideas that feel natural and aligned with the Whitney’s culture.

Purpose-Driven and Community-Focused: Personally motivated by making a positive impact, not only aligned with the Whitney’s goals but also sees themselves as part of the communities we serve, advocating for the museum’s role in education, cultural preservation, and community enrichment.

Compensation & Benefits

• Salary range is $225,000 - $300,000 and will be commensurate with experience
• Medical, Dental, Vision, 403(B) elections
• Generous Paid Time off benefits
• Commuter benefits - parking and mass transit
• Admission to world-renowned museums across the city and nationally
• Pet insurance and discounted membership for Citibike

The advertised pay scale reflects the good faith minimum and maximum salary range for this role. The advertised pay scale is not a promise of a particular wage for any specific employee. The specific compensation offered to a candidate may be dependent on a variety of factors including, but not limited to, the candidate’s experience, education, special licensing or qualifications, and other factors.

Not sure you meet 100% of our qualifications? Research shows that men apply for jobs when they meet an average of 60% of the criteria. Yet, women and other people who are systematically marginalized tend to only apply if they meet every requirement. If you believe that you could excel in this role, we encourage you to apply. We are dedicated to considering a broad array of candidates, including those with diverse workplace experiences and backgrounds. Whether you’re new to arts and culture administration, returning to work after a gap in employment, simply looking to transition, or take the next step in your career path, we will be glad to have you on our radar. Please use your cover letter to tell us about your interest in the arts and culture space and what you hope to bring to this role.

About the Whitney:
The Whitney Museum of American Art, founded in 1930 by the artist and philanthropist Gertrude Vanderbilt Whitney, houses the foremost collection of American art from the twentieth and twenty-first centuries. From her vision arose the Whitney Museum of American Art, which has been championing the most innovative art of the United States for 86 years. The core of the Whitney’s mission is to collect, preserve, interpret, and exhibit American art of our time and serve a wide variety of audiences in celebration of the complexity and diversity of art and culture in the United States. Through this mission and a steadfast commitment to artists themselves, the Whitney has long been a powerful force in support of modern and contemporary art and continues to help define what is innovative and influential in American art today.

EEO Statement:
The Whitney Museum of American Art is an Equal Opportunity Employer. The Museum does not discriminate because of age, sex, religion, race, color, creed, national origin, alienage or citizenship, disability, marital status, partnership status, veteran status, gender (including gender identity), sexual orientation, or any other factor prohibited by law. The Museum hires and promotes individuals solely on the basis of their qualifications for the job to be filled. The Museum encourages all qualified candidates to apply for vacant positions at all levels. This description shall not be construed as a contract of any sort for a specific period of employment.