layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

Chief Human Resources Officer (CHRO) at Texas A&M University System | LAYIQ

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:
CHROTAMIU@AnthemExecutive.com
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.

Chief Human Resources Officer (CHRO)

Employer job description

Responsibilities

Compensation

Compensation philosophy

Preferred Qualifications

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