Chief Human Resources Officer (CHRO)

Texas A&M University System•Laredo, TX

5d•Onsite

About The Position

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.

Requirements

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

Nice To Haves

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

Responsibilities

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
Leadership effectiveness
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
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.