Vice President and Chief Human Resources Officer

Job Title

Vice President and Chief Human Resources Officer

Department

President Office

Worker Type

Regular

Pay Type

Salary

Position Salary Minimum

$270,000

Position Salary Maximum

$300,000

Salary will be commensurate with the level of the position, education, and experience.

Scheduled Weekly Hours

40

Benefit Eligible

Yes

Screening Date

2025-03-19

Job Description Summary

The Chief Human Resources Officer will lead a human resources team focused on supporting the university community and achieving excellence across a broad range of functions, including talent acquisition; staff assessment, management, and development; performance review systems; leadership and organizational development; HRIS; compensation and benefits; and change management.

Job Description

THE ROLE OF THE CHIEF HUMAN RESOURCES OFFICER (CHRO)
The CHRO will lead a human resources team focused on supporting the university community and achieving excellence across a broad range of functions, including talent acquisition; staff assessment, management, and development; performance review systems; leadership and organizational development; HRIS; compensation and benefits; and change management.

The CHRO will serve as part of the President’s Executive Cabinet and is accountable for the planning, development, and implementation of university-wide initiatives and strategies that support employee engagement, success, and customer service excellence. This position holds executive responsibility for the design, development, implementation, evaluation, and continuous improvement of comprehensive Human Resources programs for the University. The CHRO will be a university-wide thinker and collaborator, working with other senior leaders in leading and supporting change management initiatives across the Miami community.

The inaugural CHRO will be charged with implementing a consolidated Human Resources structure, bringing together services and operations previously housed within other university divisions. The Human Resource functions have recently been realigned to follow a model recommended after extensive review and study by Huron Consulting, however the final configuration of the functions listed below remains flexible.

The current portfolio includes:

HR Strategic Programs & Partnerships

• Academic Employee Support
• Student Employee Support
• Total Rewards (Compensation & Benefits)
• Talent Management:
• - Talent Acquisition
• - Performance Management
• - Succession Planning
• - Career Development
• - Learning & Development
• - Employee & Labor Relations
• - Employee Engagement & Well-Being
• - 503 and VEVRAA Reporting
• - Labor Relations/CBA Management

HR Operations & Services

• Payroll
• HR Information Systems (Workday)
• Reporting & HR Analytics
• Leave Management
• ADA Accommodations (Faculty & Staff)
• Onboarding & Offboarding
• Continuous Improvement

HR Compliance

• Compliance Training
• Appeals
• Faculty & Staff Respondent
• Title VI, VII, Non-Discrimination & Anti-Harassment Investigations, Title IX (Faculty & Staff)
• Compliance Audits
• Continuous Improvement
• HR Policy Management
• HR Records Management

The CHRO will partner and work closely with all members of the President’s Executive Cabinet.

OPPORTUNITIES AND CHALLENGES
The inaugural CHRO will lead the human resources function in cultivating and enhancing a culture of cohesion and collaboration, employee excellence, engagement, and leadership for Miami. This leader will be a changemaker, have an excellent strategic and operational track record across the human resources discipline, and have proven experience in supporting high-performance teams in which each member is valued and respected. The CHRO will develop and maintain strong relationships and trust at every level of the University, able to translate stakeholder needs into dynamic programs, practices, and procedures, and influence leadership, leading to best practices that drive performance and human capital impact across the University.

The CHRO will have opportunities to:

• Develop a strategy and vision aligned with Miami’s mission and priorities to enhance internal competencies, improve service delivery, and streamlin