The Chief Human Resources Officer(CHRO) serves as part of the senior leadership team of the University ofTennessee System, reporting to the chief financial officer (CFO). The Chief Human Resources Officer has responsibilityfor planning, developing and implementing system-wide initiatives andstrategies that support personnel acquisition and management, employeeengagement and customer service excellence.
The CHRO is expected to be anenterprise-wide thinker who works collaboratively with other senior leaders insupporting System change management initiatives. Additionally, he/she isresponsible for developing HR's strategic plan, assuring alignment with theUniversity and its entities, developing and implementing HR policies andguidelines and working collaboratively with campus and institute humanresources officers to link the University's strategies and policies to facultyand staff.
The CHRO has overall accountability for HR performance system-wide(collaboratingwith campus/institute human resources officers for implementation) and ensuringcompliance with federal, state and University labor standards and policies.
The Chief Human Resources Officersets direction system-wide for recruitment, retention and successionstrategies; organizational development and training initiatives; compensation;performance management; employee relations; and the management of HR systemsand analytics. He/she also works collaboratively with the CFO in thedevelopment and implementation of diversity and inclusive excellence initiativesin support of UT employees and is expected to be actively engaged in theefforts of the President's Diversity Advisory Council (DAC). The CHRO co-chairsthe Compensation Advisory Board (CAB) and oversees the coordination of thePresident's System-wide Employee Relations Advisory Board (ERAB).
The CHRO works closely witha variety of System and campus leaders, including the CFO, General Counsel and System communication officersresponsible for internal communication to develop consistent and accurate messagesas they relate to human resources functions.
Duties and Responsibilities:
The CHRO is responsible forsetting system-wide HR strategy and for creating standards, datadefinitions and other common policies to be implemented by the campus HROs andwill work collaboratively with campus HROs to do this. As an experienced andknowledgeable HR professional, the CHRO is expected to have the level ofleadership acumen that promotes a culture of effective HR operations and leadscampus HROs in a coordinated effort tomake UT a great place to work. While the CHRO is the responsibleparty for UT-wide HR compliance and for representing their system-wide HRcolleagues in high-level decision making regarding broad talent managementneeds and major employee services and systems, the HROs are responsible for theday-to-day delivery and oversight of human resource functions for theirrespective campus, institute or location and for ensuring that campus practicesare in line with System expectations and standards. The CHRO provides bestpractice training and advice/counsel to the campuses/institutes and uses datato help assess and address HR capacity as appropriate within the System HRfunction as well as the campus units, in partnership with the human resourceofficers.
The Chief Human Resources Officerassists the University in meeting its Affirmative Action/Equal EmploymentOpportunity (AA/EEO) requirements and ensuring that each campus/institute hasan annual affirmative action plan and is in compliance with required state andfederal reporting in this area. Other areas of leadership andresponsibility include, but are not limited to, the development, coordinationand management of:
HR metrics, monitoring trends, adjustingprograms as indicated and providing results.
HR information systems enhancements, technologyinnovations and new ways of working.
performance management programs, includingreview processes for senior staff.
compensation and classification policies andprograms.
employee engagement assessments, includingsystem-wide employee satisfaction and climate surveys
Compensation Advisory Board meetings(co-facilitating with the CAB Chair) and co-presenting as requested on HR/CABprogress to the UT Board of Trustees.
succession planning and internal development/promotionstrategies.
executive recruitment including nationalsearches for system-wide executive positions, with emphasis on robust outreachto build a broadly inclusive pool of qualified applicants, including but notlimited to women, minorities and other under-served people.
employee retention initiatives.
system-wide training and professionaldevelopment plans.
quarterly retreats for human resources officersand annual HR retreats for the system-wide HR team.
system-wide compliance reportingaccountability: affirmative action plans; Office of Federal ContractCompliance Programs (OFCCP) reporting; legal mandates set out by state andfederal law and university policies as they relate to civil rights, equalemployment and affirmative action; and compliance with Vietnam Era VeteransReadjustment Assistance Act, etc.
HR operational and staff budgets.
other duties as assigned.
Areas currently reporting to the ChiefHuman Resources Officer include: compensation, executive recruitment;employee and organizational development; system-wide health and safety; HRreporting, analytics and workforce strategic planning.
Internal Number: 182306
About University Administration
Our primary mission is to move forward the frontiers of human knowledge and enrich and elevate the citizens of the state of Tennessee, the nation, and the world. As the preeminent research-based, land-grant university in the state, UT embodies the spirit of excellence in teaching, research, scholarship, creative activity, outreach, and engagement attained by the nation’s finest public research institutions.