Chief Human Resources Officer (CHRO)

Chief Human Resources Officer (CHRO) Job Title: Chief Human Resources Officer (CHRO) Agency: Texas A&M International University Department: Human Resources Proposed Minimum Salary: Commensurate Job Location: Laredo, Texas Job Type: Staff Job Description: The Chief Human Resources Officer (CHRO) serves as the University'ssenior human resources executive and strategic advisor to the VicePresident for Finance & Administration/Chief Financial Officeron all matters related to human capital management. The CHRO provides visionary leadership for a comprehensive humanresources program that attracts, develops, engages, and retains ahighly qualified workforce while advancing the University'sstrategic priorities and ensuring compliance with applicablefederal and state laws, Texas A&M University SystemRegulations, and University Rules. This executive leads a customer-focused Human Resourcesorganization committed to operational excellence, continuousimprovement, innovation, and exceptional service while helpingposition Texas A&M International University as an employer ofchoice. Responsibilities Executive Leadership Serves as a member of the Vice President for Finance & Administration leadership team. Advises executive leadership on workforce strategy andorganizational effectiveness. Leads enterprise-wide workforce planning initiatives. Serves advisor to executive leadership on organizationalchange. Presents HR initiatives and recommendations to executiveleadership and, when appropriate, the President and Board ofRegents. Builds strategic partnerships across the University and theTexas A&M University System. Organizational Effectiveness Organizational design Business process improvement Workforce analytics Change management Executive coaching Culture assessment Employee engagement strategy Leadership effectiveness Succession planning Workforce productivity Compensation Executive compensation recommendations Market salary studies Internal equity reviews Classification strategy Recruitment incentives Retention strategies Workforce analytics Compensation philosophy Recruitment Employer branding Recruiting Recruitment marketing Candidate experience Workforce forecasting Talent pipeline development Time-to-fill metrics Quality-of-hire metrics HR Technology Leadership 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 SPHRcertification preferred Experience leading HR transformation Experience implementing HR technology Experience with compensation studies • Experience supportingexecutive 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 connectspeople, talent, and organizational decisions to the university'smission, growth, and strategic priorities. Collaborative - Builds partnerships across academic andadministrative units and works with leaders to accomplishobjectives rather than functioning as a roadblock. Approachable & Relationship-Oriented - Visible,accessible, personable, and able to create an environment wherefaculty, staff, and leaders are comfortable engaging HR. Transparent & Communicative - Communicates openly,clearly, consistently, and respectfully; explains decisions andcreates confidence in HR processes. Emotionally Intelligent & Empathetic - Listensgenuinely, demonstrates tact and self-awareness, understands howactions and communication affect others, and handles difficultsituations with maturity. Integrity, Fairness & Consistency - Leads withintegrity and sound judgment, approaching decisions with fairness,transparency, and consistency while fostering confidence andpositive relationships across the University. Solutions-Oriented & Adaptable - Looks for ways toaccomplish institutional objectives, challenges unnecessarybarriers, welcomes new ideas, and adjusts effectively ascircumstances change. Empowering People Leader - Develops the HR team,delegates appropriately, builds capabilities, encouragesprofessional growth, creates accountability, and develops futureleaders Success Expectations Initial and Longer-Term Strategic Priorities: The following priorities reflect areas in which the new CHRO willbe expected to provide leadership over time. They are not intendedto suggest that each initiative must be completed during the firstyear. Early success will include listening to and engaging theUniversity community, assessing current practices and needs,establishing priorities, and developing a thoughtful sequence forimplementation. Some initiatives may begin immediately, whileothers will appropriately develop over the CHRO's first severalyears. Develop a University Workforce Strategic Plan. Lead a comprehensive review of compensation andclassification. Continue efforts to strengthen employee engagement. Review and modernize HR policies and procedures asappropriate. Identify opportunities to improve recruitment processes andreduce 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 customersatisfaction. Equal Opportunity/Veterans/Disability Employer. #J-18808-Ljbffr Texas A