Chief Human Resources Officer

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 University’s 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 University’s 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. Qualifications 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.