Deputy Chief Human Resources Officer

Apply now Job no: 497873
Work type: Non-Classified/Professional
Location: Boise, ID
Categories: Management, Human Resources, Finance, Senior-Level

About Us:

Boise State University, powered by creativity and innovation, stands uniquely positioned in the Northwest as a metropolitan research university of distinction. Learn more about Boise State and the City of Boise at

Boise State University is building an inclusive community of faculty and staff whose unique skills, cultural contributions, work history, and perspectives create a rich and rewarding academic experience for our students. Research demonstrates that people thrive when they feel welcome, respected, and inspired. We seek applicants who are committed to helping us achieve our vision of a diverse and inclusive community. Applications from members of historically marginalized groups, including women, BIPOC (Black, Indigenous, and People of Color), those with disabilities, members of the LGBTQ+ community, those who have served in the military, and members of other underrepresented communities are strongly encouraged.

Job Summary/Basic Function:

The Deputy Chief Human Resources Officer (Deputy CHRO) serves as a strategic advisor to the Chief Human Resources Officer and other campus leadership on human resources matters. This position is both an internal consultant and collaborative business partner, with the ability to think creatively to meet the needs of the campus, facilitate change, and build strong relationships with key campus stakeholders. The Deputy CHRO will assist in implementing the strategic vision for Human Resources and lead the daily operational management of one or more units within the Office of Human Resources.

Department Overview:

Our unique Boise State mindset – Blue Turf Thinking – is not about doing more with less, but doing our work in ways that envision a better future, that see our students and their needs more clearly, that take new approaches to research and to service. Our strategic plan, then, isn’t about adding another layer of work. Rather, as a community, we have developed clear guidelines about where we should direct our efforts going forward, allowing us to release labor that no longer serves our community.

Level Scope:

Accountable for leading departments or major areas within a division through managers and directors. Works under broad, administrative direction with responsibility for providing strategic leadership and direction in the planning, implementing, improving, and evaluating of an administrative department and promoting operational improvements. Oversees and provides direction for budgets and operational forecasts. Makes complex, independent decisions for situations with precedent to ensure department or area within a division objectives are met.

Essential Functions:

● Oversee the implementation of a high performing human resources strategy and service delivery model at the direction of the CHRO. Facilitate action plans to improve the overall performance of human resources functions.
● Provide quality advisory services to senior leadership and department managers regarding human resources programing and functions.
● Serve as a key point of contact for department decision-making and matter escalations. Ensure service levels are met and operational metrics are showing improving trends.
● Oversee management of departmental staffing, financial planning, budget development and policy review.
● Provide leadership in setting and meeting operational goals while frequently providing feedback and cultivating an environment of continuous improvement and accountability.
● Explore and recommend strategic investments in technology to automate manual activities. Recommend enhancements to human resources systems and manage ongoing vendor relationships.
● Establish ongoing superior customer relationships with internal and external constituents and review, assess and improve operations with stakeholders by regularly soliciting feedback.
● Provide direct oversight of one or more teams within the HR organization.
● Serve as a confidential, strategic advisor to the CHRO and assume leadership of the Office of Human Resources in the absence of the CHRO.
● Represent the Office of Human Resources on university-wide committees, task forces, and working groups.
● Perform other duties as assigned.

Knowledge, Skills, Abilities:

● Knowledge of human resource concepts, laws, and legal requirements
● Ability to translate vision and strategy into clear, actionable goals
● Analytical skills with the ability to effectively utilize data to inform operational decisions
● Knowledge of leadership and management principles, practices and techniques

Minimum Qualifications:

Bachelor's Degree or equivalent plus eight years of experience in human resources management, with at least five years of experience in a senior management position handling a complex workforce with a diversity of business needs.

Preferred Qualifications:

● Advanced degree (MBA, MPP, JD, etc.).
● Experience working as a human resources leader within higher education.
● Experience working in the public sector.
● Track record of success in leading process improvement and change management initiatives.
● Deep expertise in HR systems (i.e. payroll, HRIS, applicant tracking) and end-to-end personnel processing in a complex, bureaucratic environment.
● Human Resources Credential (SHRM or HRCI).

Salary and Benefits:

Salary range of $145,000-$150,000/yr, commensurate with experience. Boise State University is committed to offering a benefits package that provides health and financial protection plans as well as resources to promote health and well-being. Our program provides flexibility so you can choose the benefits that are right for you and your family. Learn more about our benefit options at

Required Application Materials:

Cover Letter and Resume.


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Equal Employment Opportunity
Boise State University is an affirmative action, equal opportunity employer. Boise State University is building a culturally diverse faculty and staff and strongly encourages applications from women, minorities, individuals with disabilities and covered veterans. As a federal contractor, the University will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. View Boise State's complete Pay Transparency Policy Statement. Boise State University is committed to providing access and reasonable accommodations for individuals with disabilities. If you require an accommodation at any step in our recruitment process, you are encouraged to contact (208) 426-1616 or
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