Chief Human Resources Officer

Job Duties

The Chief Human Resources Officer (CHRO) is a highly visible and trusted leader who plays a pivotal role in advancing UW-Green Bay’s mission as a multi-campus university committed to excellence in teaching, learning, scholarship, community engagement, and educational access for all who want to learn. Reporting directly to the Chancellor and serving as a member of the Cabinet, the CHRO provides strategic leadership for all human resources functions while fostering a workplace culture where faculty and staff can thrive.

As a collaborative partner to institutional leaders, shared governance, faculty, and staff, the CHRO helps drive the University’s strategic priorities—including student success, inclusivity, community connections, and organizational transformation—through innovative talent strategies, data-informed decision-making, and a commitment to developing a high-performing, engaged workforce. Guided by UW-Green Bay’s core values—Advance Fearlessly, Empower Success, Provision Access, Build Community, Express Gratitude, and Together, We Rise—the CHRO leads institution-wide efforts in talent acquisition, employee engagement, compensation, employee and labor relations, professional development, well-being, performance management, and organizational effectiveness.

This leader serves as UW-Green Bay’s chief human resources strategist, Equal Employment Opportunity Officer, and Deputy Title IX Co-Coordinator, championing practices that strengthen belonging, support educational opportunity throughout Northeast Wisconsin, and honor the contributions of faculty, staff, students, and community partners.

Key Job Responsibilities

• Utilizing data-driven and collaborative decision-making skills, identify, develop, and direct all human resources management activities at UW-Green Bay in a way that addresses the talent resource needs of a complex, multi-campus institution consistent within the framework of the University's mission and strategic plan.
• Provide analysis, maintenance, and communication for HR-related records required by governmental laws and regulations, and University policies and procedures.
• Serve as the key human resources subject matter expert and institutional strategic talent planner and consultant, promoting and leading institutional initiatives and advising institutional leadership on best practices in areas such as talent acquisition and engagement, titling and compensation planning, organizational and staff development, performance management, payroll and benefits administration, HR policy and processes, employee relations, and HR communications and public relations.
• Serve as EEO Officer, providing guidance related to federal and state requirements as well as consultation and oversight of EEO-related investigations. Partner with UW on the development of the institution’s required reporting. Promote and support the university’s commitment to inclusion and belonging in all aspects of the employee life cycle.
• Serve as a member of the UW System EEO Officers Group.
• Serve as Deputy Title IX Co-Coordinator and provide guidance and support for Title IX investigators within the HR Office.
• Establish and maintain collaborative partnerships to maximize human resource contributions and attain critical strategic priorities.
• Partner with university units/departments as a facilitator of strategic human resource planning and organizational change management with the expectation of improved and efficient work processes and practices and collaboration between units.
• Oversee the HR office’s relationship with shared governance and the SOFAs office, including support for the USC and ASC HR liaisons. Consult with campus governance bodies regarding policies and procedures pertaining to Human Resources.
• Oversee and manage the departmental budget, annual planning, and reporting.
• Lead, mentor, and develop a high-performing HR team by fostering a growth-oriented and curious mindset that encourages continuous learning, accountability, collaboration, and innovation.
• Exercise both direct and indirect supervisory authority for staff, including hiring, performance management, employee development, recognition, and workplace conduct.
• Identify and implement continuous improvement principles in strategic direction-setting related to talent resources.
• Provide guidance and consultation to faculty, staff, and leadership related to employee relations matters. Consult with legal counsel as warranted and act as liaison between campus and the Office of the General Counsel on Human Resource issues.

Required Qualifications

• Bachelor’s Degree in Human Resource Management, Organizational Leadership, or related field at time of application
• 7 years of progressively responsible human resources leadership experience, including supervision of professional staff and oversight of multiple functional areas within human resources.
• Demonstrated experience developing and implementing strategic human resources initiatives related to talent acquisition, employee relations, compensation, performance management, organizational development, and/or employee engagement.
• Demonstrated ability to function effectively as both a strategic leader and a hands-on HR practitioner, and experience advising and collaborating with leaders and other stakeholders through complex personnel, organizational, and institutional change initiatives.
• Demonstrated knowledge of employment laws, regulations, and compliance requirements, including equal employment opportunity, Title IX, employee relations, workplace investigations, and related federal and state employment practices.
• Strong interpersonal, communication, and relationship-building skills with the ability to work effectively across a complex organization and with diverse constituencies.
• Demonstrated commitment to confidentiality, sound judgment, ethical leadership, and professionalism.

Preferred Qualifications

• Master’s degree in a related field.
• Human resources leadership experience in higher education or the public sector.
• Experience working in a shared governance environment.
• SHRM-SCP, SPHR, CCP, or related professional certification.
• Experience supporting multi-campus or geographically distributed organizations.
• Experience serving in an EEO, Title IX, or labor relations leadership role.