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AEO

Executive Staff Assistant to CHRO

Manhattan, NY · On-site

$80 - $100/hr

CHRO POSITION SUMMARY: Manage a complex, fast moving calendar and high touch operational support for the CHRO, serving as a key operational liaison between HR leadership, cross‑functional teams ...

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$79.8K

$137.5K

How much do chro jobs pay per year?

As of Sep 8, 2026, the average yearly pay for chro in the United States is $79,781.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,500.00 and $89,000.00 per year, depending on experience, location, and employer.

How does a Chief Human Resources Officer (CHRO) typically collaborate with other executive leaders to shape company culture?

A Chief Human Resources Officer (CHRO) works closely with fellow executives, such as the CEO, COO, and CFO, to design and implement people strategies that align with the organization's overall vision. This collaboration often involves regular executive meetings, joint planning sessions, and cross-functional initiatives to address talent management, diversity and inclusion, and employee engagement. The CHRO also plays a key role in ensuring that the company's culture supports business objectives and helps drive performance, requiring frequent communication and partnership with leaders from all departments.

What are the key skills and qualifications needed to thrive as a Chief Human Resources Officer (CHRO), and why are they important?

To thrive as a Chief Human Resources Officer, you need deep expertise in HR management, organizational development, labor law, and typically a relevant degree such as in human resources or business administration, often supported by senior HR certifications like SHRM-SCP or SPHR. Familiarity with HRIS platforms, talent management systems, and data analytics tools is commonly required. Exceptional leadership, strategic thinking, communication, and change management skills help drive company culture and align HR strategies with business objectives. These abilities are essential for guiding the organization’s workforce strategy, fostering employee engagement, and supporting overall business success.

Is a CHRO a stressful job?

A CHRO (Chief Human Resources Officer) role can be stressful due to responsibilities such as managing organizational culture, employee relations, and compliance with labor laws. The position often involves high-level decision-making, long hours, and handling sensitive issues, which can contribute to workplace stress.

What does a CHRO do?

A CHRO (Chief Human Resources Officer) is responsible for overseeing all aspects of an organization’s human resources strategy, including talent acquisition, employee relations, compliance, and organizational development. They develop policies, lead HR teams, and align HR initiatives with business goals to support company growth and culture.
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Chro jobs near you
Infographic showing various Chro job openings in the United States as of August 2026, with employment types broken down into 98% Full Time, and 2% Part Time. Highlights an 85% Physical, 5% Hybrid, and 10% Remote job distribution, with an average salary of $79,781 per year, or $38.4 per hour.

Chief Human Resources Officer (CHRO) (Laredo)

Texas A

Laredo, TX • On-site

Full-time

Posted 7 days ago

Job description

Chief Human Resources Officer (CHRO)

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'ssenior human resources executive and strategic advisor to the VicePresident for Finance & Administration/Chief Financial Officeron all matters related to human capital management. The CHRO provides visionary leadership for a comprehensive humanresources program that attracts, develops, engages, and retains ahighly qualified workforce while advancing the University'sstrategic priorities and ensuring compliance with applicablefederal and state laws, Texas A&M University SystemRegulations, and University Rules. This executive leads a customer-focused Human Resourcesorganization committed to operational excellence, continuousimprovement, innovation, and exceptional service while helpingposition Texas A&M International University as an employer ofchoice.

Responsibilities Executive Leadership
  • Serves as a member of the Vice President for Finance & Administration leadership team.
  • Advises executive leadership on workforce strategy andorganizational effectiveness.
  • Leads enterprise-wide workforce planning initiatives.
  • Serves advisor to executive leadership on organizationalchange.
  • Presents HR initiatives and recommendations to executiveleadership and, when appropriate, the President and Board ofRegents.
  • Builds strategic partnerships across the University and theTexas 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 SPHRcertification preferred
  • Experience leading HR transformation
  • Experience implementing HR technology
  • Experience with compensation studies • Experience supportingexecutive 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 connectspeople, talent, and organizational decisions to the university'smission, growth, and strategic priorities.
  • Collaborative - Builds partnerships across academic andadministrative units and works with leaders to accomplishobjectives rather than functioning as a roadblock.
  • Approachable & Relationship-Oriented - Visible,accessible, personable, and able to create an environment wherefaculty, staff, and leaders are comfortable engaging HR.
  • Transparent & Communicative - Communicates openly,clearly, consistently, and respectfully; explains decisions andcreates confidence in HR processes.
  • Emotionally Intelligent & Empathetic - Listensgenuinely, demonstrates tact and self-awareness, understands howactions and communication affect others, and handles difficultsituations with maturity.
  • Integrity, Fairness & Consistency - Leads withintegrity and sound judgment, approaching decisions with fairness,transparency, and consistency while fostering confidence andpositive relationships across the University.
  • Solutions-Oriented & Adaptable - Looks for ways toaccomplish institutional objectives, challenges unnecessarybarriers, welcomes new ideas, and adjusts effectively ascircumstances change.
  • Empowering People Leader - Develops the HR team,delegates appropriately, builds capabilities, encouragesprofessional growth, creates accountability, and develops futureleaders
Success Expectations

Initial and Longer-Term Strategic Priorities:

The following priorities reflect areas in which the new CHRO willbe expected to provide leadership over time. They are not intendedto suggest that each initiative must be completed during the firstyear. Early success will include listening to and engaging theUniversity community, assessing current practices and needs,establishing priorities, and developing a thoughtful sequence forimplementation. Some initiatives may begin immediately, whileothers will appropriately develop over the CHRO's first severalyears.

  • Develop a University Workforce Strategic Plan.
  • Lead a comprehensive review of compensation andclassification.
  • Continue efforts to strengthen employee engagement.
  • Review and modernize HR policies and procedures asappropriate.
  • Identify opportunities to improve recruitment processes andreduce 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 customersatisfaction.

Equal Opportunity/Veterans/Disability Employer.

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