Chief Human Resources Officer (CHRO)

Job TitleChief Human Resources Officer (CHRO) Agency Texas A&M International University Department Human Resources Proposed Minimum SalaryCommensurate Job LocationLaredo, Texas Job TypeStaff

Job Description 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:

Executive Leadership 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 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 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.

NOMINATIONS & APPLICATIONS

The Search Committee invites letters of interest and nominations to be submitted directly to the search firm Anthem Executive | Anthem Academics.

Expressing interest is the first step in receiving consideration and does not make one an applicant for the position.

All positions are security-sensitive. Applicants are subject to a criminal history investigation, and employment is contingent upon the institution’s verification of credentials and/or other information required by the institution’s procedures, including the completion of the criminal history check.

Equal Opportunity/Veterans/Disability Employer. Texas A&M International University (TAMIU) is an international university, poised at the Gateway to Mexico and serving as the cultural and intellectual hub of a vibrant multilingual and multicultural community. TAMIU provides over 9000 students with a learning environment anchored by the highest quality programs, built on a solid academic foundation in the arts and sciences. To fulfill its mission, the University offers a range of baccalaureate and masters programs and the Doctor of Philosophy degrees in International Business and Criminal Justice. Programs focus on developing undergraduate and graduate offerings with a progressive international agenda for global study and understanding across all disciplines. TAMIU prepares students for leadership roles in an increasingly complex, culturally diverse state, national, and global society. Through instruction, faculty and student research, and public service, TAMIU improves the quality of lives for citizens of the border region, the State of Texas, and national and international communities. Texas A&M International University is an Equal Opportunity/Veterans/Disability Employer.

Useful Links: TAMIU Home Page TAMIU Campus Tour Employee Benefits Safety & Security Notices EEO Statement Non-discrimination/Sexual Harassment Americans with Disabilities Act Veterans Employment Preference Former Foster Child Employment Preference Selective Service Other TAMU System Job Opportunities