Chief Human Resources Officer

 

 

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  • Comparable: Administrator III
  • Department: Administration
  • Direct Supervisor: Executive Director

 

 

Summary

The Chief Human Resources Officer (CHRO) is a newly established, executive-level position responsible for guiding and implementing human resources strategies that support ASI’s mission and business objectives. Reporting to the Executive Director of ASI and serving as a key member of the executive leadership team (CLT), the CHRO functions as a strategic advisor, culture guardian, and enterprise change agent.

 

This role is designed to elevate ASI’s Human Resources function from a historically transactional model to a more strategically aligned enterprise partner. Success in the role will be measured by the clarity, consistency, and effectiveness of people programs, leadership practices, and workforce outcomes across the organization.

 

The CHRO holds overall responsibility for human resources strategy, governance, and risk management, while developing and leading a skilled HR leadership team to manage daily HR operations. The role requires sound judgment, political awareness, and the ability to lead and influence within ASI’s unique student-governed, CSU auxiliary environment. The CHRO provides enterprise leadership for an organization of 400+ employees, including professional staff and a significant student workforce, and ensures alignment with university policies, legal regulations, and fiduciary responsibilities.

 

Essential Duties and Responsibilities:

 

Executive Leadership & Advisory Role

  • Serve as a trusted thought partner and confidant to the Executive Director, executive leadership team, and other internal stakeholders on workforce strategy, organizational health, and leadership effectiveness.
  • Bring forward data-informed insights, risks, and options related to talent, culture, capacity, and compliance.
  • Provide executive-level counsel on sensitive employee relations matters, investigations, and organizational risk.
  • Represent ASI in external forums, including with campus partners, CSU auxiliary peers, and regulatory bodies.

 

People, Culture & Leadership Strategy

  • Architect and steward an enterprise people strategy spanning recruitment and hiring, onboarding, performance management, compensation and benefits, employee and leadership development, engagement, and retention.
  • Champion a diverse, equitable, inclusive, and accountable culture, free from harassment and discrimination that supports both professional staff and a large student workforce.
  • Promote talent management through the design, implementation, and continuous improvement of training and development programs at all levels, including job-specific, managerial, and leadership development.
  • Oversee evaluation processes and career growth opportunities that support employee development, mobility, and retention.

 

Student Employment & Workforce Management

  • Provide strategic oversight of student employment practices, recognizing the distinct developmental, compliance, and operational needs of a large student workforce.
  • Support student employee development through appropriate supervision, training, professional development, and learning-oriented performance standards and practices.

 

Organizational Effectiveness & Change Leadership

  • Lead workforce planning, organizational design, and role clarity initiatives to ensure ASI is structured to scale effectively.
  • Guide leaders through organizational change associated with growth, restructuring, new initiatives, and system implementations.
  • Establish consistent guidelines and communication of people-related policies, practices, and performance management processes.

 

Governance, Risk & Compliance Oversight

  • Provide executive oversight of compliance, employment policies, and people-related risk in a highly regulated California and CSU auxiliary environment.
  • Ensure strong governance practices, including policy lifecycle management, documentation standards, audit readiness, and appropriate Board involvement.
  • Ensure fair, consistent resolution of employee relations matters.

 

 

Talent Systems, Infrastructure & Analytics

  • Set direction for HR systems and infrastructure (e.g., HRIS, performance platforms, recruiting tools), ensuring they are effectively adopted, governed, and leveraged.
  • Use data and analytics to inform decision-making and support systemic changes.
  • Ensure ASI maintains clear, accessible, and current resources for HR policies, forms, procedures, and guidance.

 

Fiscal Stewardship & Resource Management

  • Manage the HR division’s operating budget and resources.
  • Conduct periodic cost and productivity analyses to ensure effective stewardship and alignment with organizational priorities.

 

Leadership of the HR Function

  • Build, lead, and develop a high-performing HR leadership team with clear roles, service standards, and accountability.
  • Strengthen leadership capability within the HR team through coaching, training, and development.
  • Ensure HR staff are trained in employment law, policy compliance, and evolving HR best practices.
  • Serve as a role model in moments of ambiguity or organizational stress.

 

Directly Supervises:

  • Two Senior-Level Human Resources professionals in the day-to-day operations of the department

 

Indirectly Supervises:

  • Two coordinator-level Human Resources professionals/HR generalists
  • Graduate Assistants in Human Resources
  • Human Resources Student Employees

 

This role has the authority to perform or effectively recommend the following functions for the employees listed above:

  • Make decisions on hiring, terminating, or effectively recommend such actions.
    Assigning work, designating tasks, or giving significant duties to employees using independent judgment and discretion.
  • Reward or discipline employees, including issuing written warnings or making recommendations for promotions or disciplinary action.
  • Direct employees by deciding which employees will perform a task and the order in which tasks are completed using independent judgment and discretion, and often considering the individual employee’s skills and aptitudes.
  • Adjust employee grievances.
  • Authority to transfer, suspend, lay off, or recall employees, which includes managing time off requests and leaves of absence.
  • This role is held accountable for the performance of the employees they supervise and if employees under the Director’s supervision have performance failures, that may lead to a negative impact on the Director’s employment with ASI.

 

Minimum Education and Experience Requirements

  • Master’s degree in Human Resources, Business/Organizational Management, or a related field. Bachelor’s degree and additional years of relevant experience will also be considered; professional HR certifications (e.g., SPHR/SHRMSCP) desirable.
  • 10+ years are desirable of progressively responsible human resources leadership experience, including service at the executive level.
  • Senior HR or people leadership experience operating as a strategic advisor within a complex, mission-driven organization (e.g., higher education, nonprofit, public sector, or auxiliary enterprise).
  • Demonstrated success building or transforming HR functions, including operating models, leadership capabilities and people practices.
  • Strong working knowledge of California employment law and experience navigating regulated environments.
  • Track record of influencing executives and managers, building trust, and leading organizations through change.
  • Experience supporting large professional workforces and early-career employees.

 

Preferred Education and Experience Requirements

  • Doctorate in a related field.
  • Experience in California State University auxiliary system.
  • Experience in higher education in the university setting, including a student workforce.
  • Demonstrated experience in creating and implementing assessment practices.
  • Experience advising and presenting to a non-profit Board of Directors.

 

Knowledge, Skills, and Abilities: 

  • Strategic thinker who aligns human resources practices with organizational priorities and moves fluidly between vision and execution through others.
  • Credible and trusted advisor to executives and governing bodies, able to surface complex workforce issues and facilitate difficult conversations with sound judgment.
  • Collaborative leader who builds strong relationships across executives, managers, student leaders, and diverse stakeholders.
  • Pragmatic problem solver who makes timely, well-informed decisions amid ambiguity while balancing compliance with practical solutions.
  • Demonstrated commitment to equity, inclusion, transparency, and ethical leadership.
  • Executive presence grounded in humility, clarity, and sound judgment.
  • An ability to independently interpret and apply a wide variety of policies and procedures; ability to plan, organize, supervise, and direct the operations of multiple programs.
  • Thorough knowledge of the principles and practices of public and/or business administration, including finance, budgeting and accounting, procurement methods, and modern office management methods and practices.
  • Ability to effectively select, train, schedule and evaluate full-time and part-time employees.
  • Must possess strong interpersonal skills.
  • Ability to establish and maintain effective, cooperative, and harmonious relationships within a multi-cultural campus environment.
  • Ability to prepare and manage budgets as well as financial reports.
  • Familiarity with word processing and data management computer programs
  • Ability to establish and maintain effective and cooperative work relationships within a diverse campus environment.
  • Addressing others by name, title or other respectful identifier and respecting the diversity of our work force in actions, works and deeds.
  • Addressing problems and issues constructively to find mutually acceptable and practical business solutions.
  • Respecting the diversity of our workforce in actions, work, and deeds.

 

Core Competencies

  • Communication and Interpersonal Skills
  • Resource Management
  • Professional Work Standards
  • Facilitation and Collaboration Skills
  • Coaching and Development Skills
  • Organizational Strategy and Decision Making

 

Additional Requirements:

Work Environment:

  • Work is performed outdoors and indoors in various weather conditions and environments, including hot, cold, and noisy areas.
  • Participation in off-campus or after-hours events, meetings, or retreats may be required.

 

Typical Physical and Mental Requirements:

  • Sitting and standing for extended periods: The role involves significant computer work and meetings, requiring sustained sitting or standing.
  • Walking and climbing stairs: Moving around the campus, attending events, and potentially using stairs regularly.
  • Lifting and carrying moderate weight: This could include lifting and carrying materials for presentations, events, or production activities no more than 30lbs.
  • Dexterity and fine motor skills: Operating computer equipment, handling small objects, and performing tasks requiring hand-eye coordination.
  • Visual and auditory acuity: Effective communication and interaction in various settings require good vision and hearing.
  • We are committed to working with qualified individuals with disabilities to identify and implement reasonable accommodation that would allow them to perform the essential functions of the job. If you have a disability and require accommodation to perform the essential functions of this job, please notify the hiring manager during the application process or upon accepting an offer of employment.

 

Special Requirements

  • Employment will be contingent on a satisfactory employment history and criminal background investigation.
  • May be required to drive occasionally as needed. Valid driver’s license and current auto insurance must be on file at all times and must meet CSURMA driving standards.
  • Required to be a Mandatory Reporter and sign ASI Mandatory Reporter Form.

 

The Associated Students Inc., CSUF is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, genetic information or any other status protected under federal, state, or local law.