Chief Human Resources Officer (CHRO)

Chief Human Resources Officer (CHRO)

Texas A&M International University

The Chief Human Resources Officer (CHRO) serves as the University's senior human resources executive and strategic advisor to the Vice President for Finance & Administration/Chief Financial Officer on all matters related to human capital management.

The CHRO provides visionary leadership for a comprehensive human resources program that attracts, develops, engages, and retains a highly qualified workforce while advancing the University's strategic priorities and ensuring compliance with applicable federal and state laws, Texas A&M University System Regulations, and University Rules.

This executive leads a customer-focused Human Resources organization committed to operational excellence, continuous improvement, innovation, and exceptional service while helping position Texas A&M International University as an employer of choice.

Responsibilities

Essential Duties and Responsibilities Include:

• Serves as a member of the Vice President for Finance & Administration leadership team.
• Advises executive leadership on workforce strategy and organizational effectiveness.
• Leads enterprise-wide workforce planning initiatives.
• Serves advisor to executive leadership on organizational change.
• Presents HR initiatives and recommendations to executive leadership and, when appropriate, the President and Board of Regents.
• Builds strategic partnerships across the University and the Texas A&M University System.

• Organizational design
• Business process improvement
• Workforce analytics
• Change management
• Executive coaching
• Culture assessment
• Employee engagement strategy

• Succession planning
• Workforce productivity

• Executive compensation recommendations
• Market salary studies
• Internal equity reviews
• Classification strategy
• Recruitment incentives
• Retention strategies
• Workforce analytics
• Compensation philosophy

• Employer branding
• Recruiting
• Recruitment marketing
• Candidate experience
• Workforce forecasting
• Talent pipeline development
• Time-to-fill metrics
• Quality-of-hire metrics

• HRIS modernization
• Workflow automation
• Digital HR processes
• HR dashboards
• Executive metrics
• AI-assisted HR technologies where appropriate

Required Qualifications

• Bachelor's degree
• Ten years progressively responsible HR leadership
• Five years leading professional HR staff
• Experience in organizational development
• Experience leading compensation programs
• Experience managing organizational change
• Experience advising executive leadership

Preferred Qualifications

• Master's degree
• Higher education experience
• Texas public higher education experience
• Texas A&M System experience • HRCI, SHRM-SCP, or SPHR certification preferred
• Experience leading HR transformation
• Experience implementing HR technology
• Experience with compensation studies • Experience supporting executive leadership

Knowledge, Skills, and Abilities

• Strategic Leadership
• Executive Presence
• Emotional Intelligence
• Business Acumen
• Financial Acumen
• Data Analytics
• Negotiation
• Conflict Resolution
• Change Leadership
• Organizational Development
• Influence Without Authority
• Executive Communication

Key Leadership Traits and Characteristics Defined

• Strategic - Thinks beyond HR administration and connects people, talent, and organizational decisions to the university's mission, growth, and strategic priorities.
• Collaborative - Builds partnerships across academic and administrative units and works with leaders to accomplish objectives rather than functioning as a roadblock.
• Approachable & Relationship-Oriented - Visible, accessible, personable, and able to create an environment where faculty, staff, and leaders are comfortable engaging HR.
• Transparent & Communicative - Communicates openly, clearly, consistently, and respectfully; explains decisions and creates confidence in HR processes.
• Emotionally Intelligent & Empathetic – Listens genuinely, demonstrates tact and self-awareness, understands how actions and communication affect others, and handles difficult situations with maturity.
• Integrity, Fairness & Consistency – Leads with integrity and sound judgment, approaching decisions with fairness, transparency, and consistency while fostering confidence and positive relationships across the University.
• Solutions-Oriented & Adaptable - Looks for ways to accomplish institutional objectives, challenges unnecessary barriers, welcomes new ideas, and adjusts effectively as circumstances change.
• Empowering People Leader – Develops the HR team, delegates appropriately, builds capabilities, encourages professional growth, creates accountability, and develops future leaders

Success Expectations

Initial and Longer-Term Strategic Priorities:

The following priorities reflect areas in which the new CHRO will be expected to provide leadership over time. They are not intended to suggest that each initiative must be completed during the first year. Early success will include listening to and engaging the University community, assessing current practices and needs, establishing priorities, and developing a thoughtful sequence for implementation. Some initiatives may begin immediately, while others will appropriately develop over the CHRO's first several years.

• Develop a University Workforce Strategic Plan.
• Lead a comprehensive review of compensation and classification.
• Continue efforts to strengthen employee engagement.
• Review and modernize HR policies and procedures as appropriate.
• Identify opportunities to improve recruitment processes and reduce cycle times.
• Strengthen leadership development opportunities.
• Develop a thoughtful approach to succession planning.
• Advance HR technology and process automation.
• Continue to strengthen HR service and customer satisfaction.