Chief Human Resources Officer

Harris County; Houston (TX); On-site; USD 180,000 - 280,000; Full time

Job summary

Harris County is seeking a CHRO to lead a transformation of the HR function, building a modern, service-oriented organization that drives culture, engagement, and organizational effectiveness. You will advise the senior leadership team and shape workforce strategy for a large public-sector entity in Texas.

The role requires extensive HR leadership experience, strategic thinking, and the ability to implement foundational HR systems and processes that support success across multiple divisions and

Qualifications

• Bachelor’s degree in HR, business administration, public administration, or related field.
• Minimum of 10 years of progressively responsible HR leadership experience.
• Experience transforming HR in large public-sector or complex organizations.
• Experience developing workforce strategies, leadership development, and employee engagement.
• Knowledge of employment laws, labor relations, and compliance.

Responsibilities

• Provide executive leadership and strategic direction for all HR functions.
• Develop and implement a comprehensive workforce strategy aligned with priorities.
• Establish foundational HR systems, policies, and practices to strengthen culture and accountability.
• Advise senior leaders on workforce matters, engagement, and organizational change.
• Lead talent acquisition, retention, and workforce planning initiatives.
• Ensure compliance with laws and county policies and partner with external stakeholders.

Skills

HR leadership

Organizational development

Employee relations

Workforce planning

Strategic partnering

Change management

Public sector experience

Communication

Education

Bachelor’s degree in HR or related field

Master’s degree preferred

HR certification (SPHR/SHRM-SCP) preferred

Tools

HRIS proficiency

People analytics

Job description

Position Overview

The Harris County Tax Assessor-Collector is seeking an experienced, transformational, and people-focused Chief Human Resources Officer (CHRO) to serve as the executive leader responsible for building and advancing a modern human resources function that strengthens organizational culture, employee engagement, workforce capability, and long-term organizational effectiveness.

The Chief Human Resources Officer serves as a member of the Senior Leadership Team and provides executive leadership, strategic direction, and organizational guidance on all human resource functions. This position is responsible for developing and implementing a comprehensive workforce strategy that supports HCTO’s mission, strategic priorities, and commitment to providing exceptional public service.

The Chief Human Resources Officer is responsible for transforming HCTO’s human resources function by building a professional, service-oriented HR organization from the ground up. This includes establishing foundational HR systems, processes, policies, and practices that support employee success, leadership effectiveness, organizational accountability, and a positive workplace culture.

The Chief Human Resources Officer serves as a strategic advisor to the Tax Assessor-Collector, Chief of Staff, Deputy Chief of Staff, and Senior Leadership Team on workforce strategy, organizational culture, employee engagement, workforce stability, and organizational effectiveness.

Duties and Responsibilities

Executive Human Resources Leadership & Transformation

• Provide executive leadership and strategic direction for all human resources functions within the Office.
• Serve as the executive workforce advisor to the Tax Assessor-Collector, Chief of Staff, and Senior Leadership Team.
• Build and lead a modern HR organization that provides strategic, responsive, and effective support to employees and executive leadership.
• Assess current HR practices and establish foundational systems, processes, and standards to strengthen workforce effectiveness.
• Develop and implement a comprehensive workforce strategy aligned with organizational priorities.
• Establish HR policies, procedures, and practices that promote consistency, accountability, fairness, and compliance.
• Serve as the executive advisor on workforce matters, organizational effectiveness, employee experience, and culture transformation.
• Establish HR as a strategic business partner that supports organizational success.
• Partner with the Deputy Chief of Staff to ensure compliance with all laws applicable to human resources functions.

Talent Acquisition, Retention & Workforce Planning

• Develop and implement strategies to attract, recruit, and retain a talented and diverse workforce.
• Partner with executive leaders to identify workforce needs and develop effective staffing strategies.
• Analyze workforce trends, turnover, vacancies, and organizational needs to develop targeted solutions.
• Lead initiatives to improve employee retention, particularly in high-turnover operational areas.
• Develop workforce planning practices that support operational stability and future organizational needs.
• Establish effective onboarding practices that support employee success and engagement.
• Identify opportunities to improve recruitment processes, candidate experience, and workforce readiness.

Employee Relations & Workplace Culture

• Establish a proactive employee relations function focused on communication, accountability, trust, and resolution of workplace issues.
• Provide executive guidance on complex employee relations matters.
• Develop strategies to improve employee engagement, morale, and organizational culture.
• Create consistent approaches for addressing workplace concerns, performance issues, and employee needs.
• Promote a workplace culture centered on respect, professionalism, inclusion, accountability, and service excellence.
• Partner with leaders to strengthen communication, trust, and employee experience.

Training, Development & Leadership Growth

• Develop and implement an enterprise-wide training and development strategy.
• Establish consistent training standards and expectations across the organization.
• Build employee development pathways that support career growth and advancement.
• Develop leadership development programs to strengthen supervisors and managers.
• Identify skill gaps and develop strategies to improve workforce capability.
• Partner with executive leaders to create opportunities for employee growth and professional development.
• Promote continuous learning as a core component of organizational success.

Performance Management & Accountability

• Develop and implement a modern performance management framework focused on employee growth, accountability, and organizational outcomes
• Establish consistent performance expectations and evaluation practices across the Office.
• Partner with leaders to improve coaching, feedback, and employee development practices.
• Provide guidance on performance management strategies and corrective action processes.
• Develop workforce metrics and reporting tools to evaluate organizational progress.
• Promote accountability while supporting employee success and development.

Leave Administration, Attendance & Workforce Stability

• Strengthen processes related to leave administration, including Family and Medical Leave Act (FMLA) management and workforce availability.
• Develop strategies to improve leave management practices while supporting employees and maintaining operational effectiveness.
• Analyze workforce impacts related to leave usage, attendance trends, and staffing availability.
• Partner with the Chief of Staff, Deputy Chief of Staff and division chiefs to identify solutions that support continuity of operations.
• Develop reporting and analytics to identify workforce trends and opportunities for improvement.

Compensation, Classification & HR Infrastructure

• Provide executive oversight of compensation, classification, benefits coordination, and HR systems.
• Establish foundational HR infrastructure, processes, and documentation.
• Ensure HR practices align with County policies, applicable employment laws, and organizational standards.
• Partner with County Human Resources and external stakeholders on enterprise HR matters.
• Develop HR metrics, dashboards, and reporting tools to support data-driven decision-making.
• Identify opportunities to improve HR systems, processes, and service delivery.

HR Team Development & Organizational Capability

• Recruit, develop, and lead a highly effective human resources team.
• Establish HR service standards focused on responsiveness, professionalism, and partnership.
• Build HR team capabilities through training, mentoring, and professional development.
• Create a culture of continuous improvement within the HR function.
• Establish credibility and trust in HR services across the organization.
• Develop an HR function recognized as a strategic partner by employees and leaders.

Organizational Change & Culture Transformation

• Lead workforce-related components of organizational transformation initiatives.
• Develop strategies to support employees through organizational change.

Equal Opportunity Employer

Harris County is an Equal Opportunity Employer

https://hrrm.harriscountytx.gov/Pages/EqualEmploymentOpportunityPlan.aspx

If you need special services or accommodations, please call [phone] or email [e-mail].

This position is subject to a criminal history check. Only relevant convictions will be considered and, even when considered, may not automatically disqualify the candidate.

Education and Experience:

• Bachelor’s degree in Human Resources Management, Business Administration, Public Administration, Organizational Development, Industrial/Organizational Psychology, or a related field
• Minimum of 10 years of progressively responsible human resources leadership experience
• Demonstrated experience building, transforming, or significantly improving a human resources function.
• Experience leading HR operations in a complex organization with multiple divisions and diverse workforce needs.
• Experience developing workforce strategies, leadership development programs, employee engagement initiatives, and organizational improvement efforts
• Experience managing employee relations, recruitment, retention, performance management, and workforce planning programs.

Knowledge, Skills, and Abilities

• Comprehensive knowledge of human resources management, workforce strategy, organizational development, and employment practices
• Knowledge of employee relations, leave administration, talent management, performance management, and leadership development.
• Demonstrated ability to build HR systems, processes, and teams in a changing organization.
• Strong strategic thinking and organizational leadership skills.
• Ability to translate workforce challenges into practical, sustainable solutions.
• Exceptional communication and relationship-building skills.
• Ability to influence leaders and drive organizational change.
• Strong analytical skills with the ability to use workforce data to inform decisions.
• Ability to build trust and credibility across all levels of an organization.
• Ability to lead in a complex, high-visibility public service environment.
• High level of integrity, discretion, and sound judgment in handling confidential employee matters.

NOTE:

Qualifying education, experience, knowledge, and skills must be documented on your job application. You may attach a resume to the application as supporting documentation but ONLY information stated on the application will be used for consideration. "See Resume" will not be accepted for qualifications.

Education & Experience:

• Master’s degree preferred.
• Senior Professional in Human Resources (SPHR) preferred.
• SHRM-SCP certification preferred.
• Experience leading HR transformation within government, public-sector, or large service organizations.
• Experience improving organizational culture, employee engagement, and retention.
• Experience building HR teams and systems from the ground up.

Work Environment:

• Work is performed primarily in an office setting, subject to frequent interruptions, with extensive work at a computer workstation and site visits to various Tax Offices, Harris County, and community facilities, both outdoors and indoors.
• Flexibility to work evening and weekend hours and occasional overnight travel to conferences and training sessions is required.

Employment may be contingent on passing a drug screen and meeting other standards. Due to a high volume of applications positions may close prior to the advertised closing date or at the discretion of the Hiring Department.