Chief Human Resources Officer

Position Summary

The Chief Human Resources Officer (CHRO) serves as the Universitys senior Human Resources executive providing strategic and day-to-day operational leadership for all human resources functions supporting approximately 650 faculty and staff. Reporting to the Vice President for Finance and Administration the CHRO leads a team of seven and is responsible for developing and executing HR strategies policies systems and services that support the Universitys mission values and long-term objectives.

As a strategic partner to senior leadership the CHRO advises campus stakeholders on workforce planning organizational effectiveness employee relations and change management. The role champions a culture of trust accountability civility and engagement while ensuring compliance with applicable laws and regulations and fostering an inclusive respectful and high-performing workplace. The role balances big picture leadership with attention to HR operational details and provides hands-on guidance and problem solving across all HR disciplines.

Essential Functions and Responsibilities

Strategic Leadership and Organizational Effectiveness

• Provide overall strategic and operational leadership for all human resources functions including recruitment and onboarding retention compensation payroll benefits health and wellness training and development performance management HRIS policy development compliance and change management.
• Develop and implement long-range human resources strategies that anticipate institutional needs enhance employee engagement improve organizational effectiveness mitigate risk and ensure fiscal responsibility and are consistent with and supportive of the Universitys strategic plan.
• Serve as a trusted advisor to senior leadership on organizational design management practices workforce planning and employee relations matters.
• Lead organizational initiatives that support institutional priorities and strengthen leadership and professional development at all levels.

Talent Management Recruitment and Workforce Development

• Develop and promote an employer brand that attracts engages and retains high-quality talent while encouraging faculty and staff to serve as ambassadors for the University.
• Provide leadership in developing University-wide strategies to recruit develop and retain a diverse inclusive and highly competent workforce.
• Direct and support faculty and staff search processes providing training and guidance to search committees to ensure fair equitable and unbiased recruitment and hiring practices.
• Lead the analysis and evaluation of employee performance to identify gaps develop performance improvement strategies support career development and optimize talent utilization across the institution.
• Maintain direct involvement in recruiting and hiring for key and hard-to-fill roles. Engage in sourcing interviewing and finalist selection as needed.
• Plan and execute any necessary reductions in force or organizational changes that affect personnel needs.

Compensation Payroll Benefits and HR Operations

• Design implement and evaluate comprehensive compensation and benefits programs that are competitive equitable and aligned with market benchmarks and institutional goals.
• Annually review and assess exempt and non-exempt pay structures for external competitiveness and internal equity ensuring compliance with federal and state laws.
• Establish HR metrics and regularly analyze data to assess effectiveness inform decision-making and ensure alignment with institutional priorities.

Employee Relations Culture and Compliance

• Promote and reinforce organizational values and expected conduct including the Universitys Commitment to Civility to foster a respectful collaborative and positive campus environment.
• Intervene in and mediate employee conflicts supporting fair resolution and building conflict management capacity across the organization.
• Stay current with industry trends best practices and legal and regulatory requirements to ensure compliance with University policies and applicable laws.

Title IX ADA and Regulatory Oversight

• Oversee Title IX/Title IV functions and services including the investigation and resolution of discrimination and harassment complaints involving faculty staff students applicants and third parties.
• Evaluate and coordinate requests from employees for reasonable accommodations under the Americans with Disabilities Act (ADA)
• Ensure institutional compliance with all relevant employment-related laws and regulations.

Leadership and Team Development

• Lead supervise and evaluate the performance of the Human Resources team fostering a culture of collaboration accountability and continuous improvement.
• Support ongoing professional development for HR staff to maintain a high-performing and service-oriented department.
• Collaborate with campus leaders to facilitate strategic planning cross-functional collaboration and continuous improvement practices.

Other

Perform other duties and special ad-hoc projects as assigned including direct participation in initiatives requiring detailed analysis problem solving and execution.

ERGONOMIC REQUIREMENTS:

Sitting bending and reaching as expected in normal office setting. Occasional lifting not expected to exceed 25 pounds.

WORKPLACE ENVIRONMENT:

Requirements include on-site presence (limited remote/hybrid work arrangements). Work schedule includes onsite Monday through Friday normal business hours 8:30-4:30. Fast-paced environment with some workload peak times that requires extended workdays and/or weekends.

QUALIFICATION STANDARDS:

The successful candidate will be an engaged collaborative and strategic leader with an advanced degree or equivalent relevant experience and a minimum of 10 years of progressively responsible senior human resources leadership experience in a mid- to large-sized public-facing organization. Experience in higher education is preferred but not required.

The CHRO will demonstrate strong business acumen sound judgment and a proven ability to lead complex HR operations in dynamic environments. Ideal candidate will have the ability to interact with all roles and positions within the University including faculty staff students and other leaders. Individual also needs to be comfortable rolling up their sleeves and getting into the details. Excellent communication organizational and leadership skills are essential along with the ability to collaborate effectively with individuals from diverse cultural educational and professional backgrounds.

Western New England University is committed to enhancing diversity equity inclusion and belonging by acknowledging and embracing diversity of thought opinion and approach with colleagues regardless of background culture and organizational level. WNE encourages diversity in our job applicants to ensure the best culture and work outcomes.