Chief Human Resources Officer (CHRO)

Chief Human Resources Officer (CHRO)Texas A&M International UniversityThe 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.ResponsibilitiesEssential 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 designBusiness process improvementWorkforce analyticsChange managementExecutive coachingCulture assessmentEmployee engagement strategySuccession planningWorkforce productivityExecutive compensation recommendationsMarket salary studiesInternal equity reviewsClassification strategyRecruitment incentivesRetention strategiesWorkforce analyticsCompensation philosophyEmployer brandingRecruitingRecruitment marketingCandidate experienceWorkforce forecastingTalent pipeline developmentTime-to-fill metricsQuality-of-hire metricsHRIS modernizationWorkflow automationDigital HR processesHR dashboardsExecutive metricsAI-assisted HR technologies where appropriateRequired QualificationsBachelor's degreeTen years progressively responsible HR leadershipFive years leading professional HR staffExperience in organizational developmentExperience leading compensation programsExperience managing organizational changeExperience advising executive leadershipPreferred QualificationsMaster's degreeHigher education experienceTexas public higher education experienceTexas A&M System experience • HRCI, SHRM-SCP, or SPHR certification preferredExperience leading HR transformationExperience implementing HR technologyExperience with compensation studies • Experience supporting executive leadershipKnowledge, Skills, and AbilitiesStrategic LeadershipExecutive PresenceEmotional IntelligenceBusiness AcumenFinancial AcumenData AnalyticsNegotiationConflict ResolutionChange LeadershipOrganizational DevelopmentInfluence Without AuthorityExecutive CommunicationKey Leadership Traits and Characteristics DefinedStrategic - 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 leadersSuccess ExpectationsInitial 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.