Chief Human Resources Officer (CHRO)
Location: Laredo, TX · Type: Full time · Posted: 2026-08-26 ·
Reference: R-096579
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'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. Correspondence should include a curriculum vitae and a letter of interest describing relevant experience and interest in the position. Submit materials to Michael Ballew, Scott Watson, JR Wheless, or Florene Stawowy at:
[email protected]
While applications and nominations will be accepted until a CHRO is selected,
interested parties are strongly encouraged to submit their materials as soon
as possible to assure consideration. Anthem and the University reserve the
right to end or extend the application and nomination process at any time.
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.
