Deputy Chief Human Resources Officer - Chicago, IL

Job Description · Metra is one of the largest and most complex commuter rail systems in North America, serving Cook, DuPage, Will, Lake, Kane, and McHenry Counties. The agency is linking communities in Northeastern Illinois by providing safe, reliable, and efficient commuter serv ...

Job description

Job Description

Metra is one of the largest and most complex commuter rail systems in North America, serving Cook, DuPage, Will, Lake, Kane, and McHenry Counties. The agency is linking communities in Northeastern Illinois by providing safe, reliable, and efficient commuter service.

Metra's Human Resources Department is committed to attracting, developing, and retaining a diverse and talented workforce. We foster a culture of fairness, trust, and mutual respect by promoting employee engagement, wellness, and professional growth. Through equitable compensation, flexible benefits, and compliance with employment laws, we empower employees to thrive and contribute meaningfully to Metra's mission.

The Deputy, Chief Human Resources Officer (DCHRO), serves as a strategic partner and trusted advisor to the CHRO, helping drive the design, coordination, and execution of multiyear HR strategies that support organizational growth and operational excellence. This role acts as an integrator across the HR organization, aligning communication, initiatives, people, processes, and performance, and ensures that HR functions operate as a cohesive, high-performing system.

The DCHRO plays a critical leadership role in advancing major HR initiatives, overseeing cross-functional projects, improving internal operations, and ensuring that HR priorities are effectively executed. The role also provides operational oversight, fosters collaboration across departments, and drives continuous improvement of HR programs, policies, and team performance.

Key Responsibilities:

Strategic Leadership & CHRO Support

• Serve as a strategic advisor to the CHRO, supporting vision-setting, longrange planning, and execution of enterprise-wide HR strategies.
• Lead strategic planning processes for the HR department and coordinate cross-functional decisionmaking to ensure alignment with agency and organizational goals.
• Translate CHRO direction into actionable plans, frameworks, and priorities for HR leadership and teams.

Organizational Alignment & Operational Excellence

• Ensure HR practices, workflows, and structures are effective, consistent, and aligned with agency objectives.
• Integrate HR centers of excellence, including Talent Acquisition, Employee & Labor Relations, Learning & Development, HRIS, and Organizational Development, into a unified, proactive system.
• Build scalable systems, processes, and tools that drive measurable outcomes and continuous improvement.

People Leadership & Culture

• Provide leadership and mentorship to HR teams and managers responsible for talent development, workforce planning, and employee experience initiatives.
• Oversee key programs including internships, leadership development, and organizational capability-building.
• Foster an inclusive, collaborative, and high-performing workplace culture.

Data-Driven Decision Making

• Interpret HR data and analytics, turnover, performance trends, workforce metrics, engagement insights, to inform strategic decisions and improve HR processes.
• Ensure data literacy and metric-driven reporting are embedded in HR operations.

Cross-Functional Communication & Collaboration

• Facilitate collaborative planning and working groups across departments to ensure alignment of goals and resources.
• Resolve interdepartmental challenges, promote effective communication, and eliminate redundancies in operations.
• Support organizational change management, internal communications, and executive messaging on behalf of the CHRO.

Administrative Oversight & Compliance

• Provide oversight for scheduling, resource planning, staffing coordination, and HR department operations.
• Approve time off, manage staff schedules, and fill vacancies as needed.
• Support performance management processes, including evaluations, improvement plans, disciplinary actions, and terminations.
• Ensure compliance with agency policies and local, state, and federal employment laws.
• Promote a safe workplace and reinforce safe work practices.

Additional Responsibilities

• Represent the CHRO and HR function in meetings, committees, and external engagements.
• Support budgeting, financial planning, and resource allocation processes.
• Perform additional duties assigned in support of the agency's evolving needs.

The final salary will depend on the candidate's qualifications. Those with 8 years or more of required experience can expect offers up to the midpoint of the salary range. Metra provides full pay ranges so candidates can consider their growth potential.

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Qualified veterans who meet the minimum requirements will receive outreach during the recruitment process in accordance with Federal and State laws, including the Illinois Veterans Preference Act. Meeting the minimum qualifications does not guarantee an interview or job offer. The most qualified candidate will be selected.

Metra is a railroad employer subject to the provisions of the Railroad Retirement Tax Act, not the Social Security Administration.

Job Requirements

• Bachelor's degree in Human Resources, Business Administration, or related field; OR equivalent combination of education and minimum four (4) years of HR experience.
• Ten (10) years of progressively responsible HR experience in multiple functional areas (Talent Acquisition, HRIS, Learning & Development, Employee/Labor Relations, etc.) including policy development and program leadership.
• Five (5) years of supervisory experience including staff management, coaching, conflict resolution, budgeting, and performance oversight.
• Comprehensive knowledge of HR management principles, operations, systems, and technology.
• Strong knowledge of federal, state, and local employment laws; experience managing HR in unionized environments preferred.
• Knowledge of labor relations processes including collective bargaining, dispute resolution, mediation, arbitration, investigations, and grievance handling.
• Familiarity with budgetary planning and financial management.
• Experience with agile or continuous-improvement project management methodologies.
• Proficiency in Microsoft 365 applications and HRIS systems (Microsoft Dimensions or similar).
• Exceptional communication, interpersonal, organizational, data analytics, and problemsolving skills.
• Demonstrated leadership acumen with ability to drive strategy, influence stakeholders, and manage complex issues.
• Valid driver's license; willingness to travel regionally.
• Ability to work flexible hours as needed.

Preferred Certifications

• SHRM Senior Certified Professional (SHRMSCP)
• HRCI Professional or Senior Professional in Human Resources (PHR/SPHR)
• Project Management Professional (PMP)

Metra employees in an active review period under the current discipline policy or who have documented attendance or performance issues will not be considered and/or selected for this position.

Please note: Regardless of any state laws that legalize marijuana, Metra prohibits applicants and employees' use or possession of marijuana (or marijuana paraphernalia), or having detectable amounts of marijuana in their bodies, including synthetic and/or non-synthetic substances such as THC for any reason for preemployment screening purposes, while on duty, subject to duty, on Metra property, or in Metra work equipment and vehicles.

Metra is committed to ensuring that our career website and recruiting process are accessible to all individuals. For general assistance, please contact If you require reasonable accommodations to complete this application, participate in interviews, complete any pre-employment testing, or engage in any other aspect of the employee selection process, please direct your inquiries to the Reasonable Accommodations Committee at

Metra is an Equal Opportunity/Affirmative Action Employer. It is our policy to fill vacant positions with qualified candidates without regard to race, color, sex, religion, national origin, age, gender identity, disability, or any protected categories, assuming an individual can perform the essential functions of the job with or without accommodation.