Job Description

Job Details

Job Location : SEAT - Seattle, WA

Salary Range : Undisclosed

Status: Full-time, exempt, hybrid/remote

Reports to: Chief Executive Officer

About PRR

Established in 1981, PRR is a mission-driven agency dedicated to creating real and lasting change in the world. A certified women-owned business, PRR brings multi-disciplinary expertise in communications and outreach for the environment, healthcare, and transportation industries, prioritizing diversity, equity, and inclusion in all work the agency does. To learn more about PRR, visit prrbiz.com .

Position Overview

PRR is seeking a Chief People Officer (CPO) to join its executive leadership team and help shape the agency's next chapter. Reporting to the CEO, this role is responsible for elevating and integrating people and culture strategy across the organization, ensuring strong alignment between talent, equity, performance, and business outcomes. The ideal candidate will bring a blend of strategic foresight and operational maturity—capable of both architecting infrastructure and modeling the behaviors they want to scale.

This is a critical hire following a period of organizational transition and growth. PRR needs a people leader who can unify and evolve its systems, empower its people, and instill the accountability and clarity needed for sustainable scale. The ideal candidate has worked in both smaller organizations (under 1,000 employees) and larger environments, bringing the judgment and agility required to design for where PRR is and where it’s going. We’re looking for a builder, a mentor, and a strategic partner who can bring clarity, compassion, and operational vigor to the journey ahead.

Key Responsibilities

People Strategy & Executive Leadership

• Serve as a key member of the executive team, shaping the people function in service of business goals and organizational evolution.
• Guide and implement a holistic people strategy rooted in PRR’s values and growth aspirations.
• Define what success looks like for the role in the first 3 months (e.g., increased retention, stronger performance accountability, leadership development progress).
• Assess current HR systems and structure; build infrastructure that supports consistency, equity, and scalability.

Culture, Inclusion & Engagement

• Foster a culture of clarity, feedback, transparency, and trust across all levels of the organization.
• Lead employee engagement efforts (e.g., surveys, pulse checks) and tie results to meaningful actions and measurable improvements.
• Partner with internal DEI groups and external experts to deeply embed equity into everyday practices and decisions.
• Guide inclusive policy development, manager training, and people processes with a focus on reducing bias and driving belonging.
• Collaborate with leadership to define and track equity-focused KPIs (e.g., advancement rates, compensation equity progress).

Talent Development & Capability Building

• Provide oversight and leadership of the full employee lifecycle: recruitment, onboarding, development, mobility, and offboarding.
• Establish frameworks that support fair performance management, career growth, and promotion pathways.
• Design learning opportunities for managers and emerging leaders that reflect both PRR’s values and business needs.
• Build and lead succession planning and leadership pipeline development with a focus on long-term growth and stability.
• Guide teams in designing personalized development strategies, especially in flat structures where upward mobility may be limited.

Infrastructure, Systems & Change Readiness

• Shape and evolve team structures, workflows, and role clarity to support growth and cross-functional collaboration.
• Introduce or refine systems for performance, talent, and workforce planning with an eye toward scale.
• Ensure HR tech tools (e.g., HRIS, ATS, AI-powered platforms) are selected and optimized to drive insights and accountability.
• Partner with Tech, Finance, and Operations to integrate HR systems with broader business operations.
• Bring a systems-thinking lens to organizational development, helping PRR design for clarity, resilience, and scale.

Risk, Compliance & Operational Leadership

• Maintain compliance across employment laws and proactively manage risk in a hybrid, multi-state environment.
• Lead policy audits and updates that ensure legal alignment while reinforcing PRR’s values.
• Oversee benefits design and vendor relationships with an eye toward access, impact, and cost effectiveness.
• Partner on cross-functional efforts to monitor and address potential bias in tools, systems, and practices (including those involving AI).

What We Are Looking For

• Minimum of 15 years of progressive people leadership experience, ideally including time at both smaller organizations and complex environments.
• A change management leader, an excellent business partner, a key decision maker.
• Demonstrated ability to build HR infrastructure from the ground up and guide organizations through inflection points.
• Experience shaping people strategy in a values-driven and/or mission-aligned environment.
• Fluency with people systems (HRIS, ATS, engagement platforms, analytics tools) and ability to guide implementation and optimization.
• Depth in equity-centered leadership and experience embedding DEI into systems, policies, and accountability frameworks.
• A track record of using data to inform decision-making, assess effectiveness, and tell a story across the business.
• Strong coaching, influence, and leadership development skills; ability to build trust and bring others along.
• Bachelor’s degree required; advanced degree or certification (e.g., SHRM-SCP, SPHR) preferred.

Compensation, Benefits & Perks

This role offers a salary range between $225,000-$250,000yrDOE .Remote first with occasionaltravel required.

Benefits offered: Medical, Dental and Vision insurance, 15 PTO days, paid sick days per state guidelines, 12 paid Holidays, 401k + match, ESOP, cell phone and home office stipend, and more!

Equal Employment Opportunity and Non-Discrimination

PRR is committed to equal opportunity for all employees and applicants. PRR does not discriminate with regards to hiring, assignment, promotion or other conditions of staff employment because of race, color, religion, sex, national origin, age, marital status, sexual orientation, gender, gender identity, veteran status, disability, genetic information or any other status protected under local, state or federal law.

In accordance with the Americans with Disabilities Act, upon request, reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of our positions.

Frequently cited statistics show that women, trans, and non-binary people as well as other structurally marginalized groups apply to jobs only if they meet 100% of the qualifications. We encourage you to break that statistic and to apply. No one ever meets 100% of the qualifications. We look forward to your application.

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