Open Positions and Selection Process
Thank you for your interest in serving as a member of the CUPA-HR national board of directors. Nominations for the 2026-27 board have closed. Nominations for the 2027-28 board will open in December 2026.
Chair-Elect Candidates
Board of directors chair-elect candidates should submit a resume and cover letter indicating your interest in helping CUPA-HR lead work related to the association’s strategic priorities. The cover letter and resume should be submitted by email to President and CEO Andy Brantley at [email protected]. All materials must be received by January 22, 2026.
The resume and cover letters for all chair-elect candidates will be posted on the CUPA-HR website by the end of the day on February 2, 2026, and information will be communicated to CUPA-HR members in the February CUPA-HR eNews. The eNews article announcing the candidates will also encourage members to provide any feedback regarding the candidates to any member on the board.
All candidates for chair-elect who meet the minimum qualifications (listed below) are interviewed by the board during a 30- to 45-minute conference call.
The board elects the chair-elect using a secret ballot election process. We anticipate the board’s decision regarding the chair-elect candidates will be communicated no later than March 2, 2026.
Treasurer Candidates
Board of directors treasurer candidates should submit a resume and cover letter indicating your interest in helping CUPA-HR lead work related to the association’s strategic priorities. The cover letter and resume should be submitted by e-mail to Andy Brantley, President and Chief Executive Officer, at [email protected]. All materials must be received by January 22, 2026.
The resume and cover letters for all treasurer candidates will be posted on the CUPA-HR Web site by the end of the day on February 2, 2026, and information communicated to CUPA-HR members in the February CUPA-HR e-News. The eNews article announcing the candidates will also encourage members to provide any feedback regarding the candidates to any member on the board.
All candidates for treasurer who meet the minimum qualifications (listed below) are interviewed by the board during a 30- to 45- minute conference call.
The board elects the treasurer using a secret ballot election process. We anticipate the board’s decision regarding the chair-elect candidates will be communicated no later than March 2, 2026.
At-Large Board Members
At-large board member candidates should complete the electronic application by January 22, 2026. Information regarding at-large candidates is available for review only by the national board. The board will select at-large board members to begin service effective July 1, 2026.
At its spring meeting, the board will consider the pool of candidates for the vacant at-large seats on the board. Selection for membership on the board will be guided by the following:
- The members-at-large criteria (listed below);
- The goals and priorities of CUPA-HR for the upcoming three to five years and board activities resulting from these goals and priorities;
- Any specific professional experience, skills and abilities that would bring needed value and expertise to the board as it serves the priorities of CUPA-HR; and
- The make-up of the existing national board vis-a-vis representation of the diversity of CUPA-HR member organizations and member representatives.
Board members will schedule conversations with the at-large candidates during February and March and the board’s decision regarding the at-large candidates will be communicated no later than May 11, 2026.
Selection Criteria
CUPA-HR Board Chair-Elect Selection Criteria
CUPA-HR board members are expected to be higher education human resources thought leaders. Candidates for board positions should be listed on the roster of an institutional member of CUPA-HR in a human resources position; have at least five years’ experience as an HR management professional, ideally in higher education; have a record of active participation in and knowledge of CUPA-HR; and have at least one year of previous volunteer board experience, not necessarily with CUPA-HR. Board members will also have the support of their employer organization to attend all board meetings, in additional to other related activities as appropriate for the duration of their three-year term of office; and have a commitment to contribute the time, interest, ability and resources necessary to complete assignments promptly and professionally and have demonstrated leadership abilities.
The following criteria will be used by the board to evaluate candidates for chair-elect. Candidates will possess all of the following.
- Possesses an area of expertise that helps the association meet one or more of its strategic initiatives
- Has the demonstrated ability to take a broader perspective (outside one’s own type of institution, state, region, etc.)
- Has the demonstrated ability to develop strategic direction and vision and/or implement a strategic direction and vision … identified by peers as a thought leader
- Has the demonstrated ability to recognize and promote trends, issues and best practices
- Has the demonstrated ability to confidently and articulately lead discussions and express opinions in a collaborative, collegial manner
- Broadens the diversity and inclusiveness of the national board
- Has the demonstrated ability to mentor, engage and share information with current and potential CUPA-HR leaders
- Has a demonstrated commitment and passion for higher education, higher education human resources and higher education workforce issues
- Has been an active contributor at the national, regional or chapter level, including presentation of concurrent sessions, council leadership, committee leadership or board committee leadership/participation
- Has served in a leadership role with CUPA-HR
CUPA-HR Board Treasurer Selection Criteria
CUPA-HR board members are expected to be higher education human resources thought leaders. Candidates for board positions should be listed on the roster of an institutional member of CUPA-HR in a human resources position; have at least five years’ experience as an HR management professional, ideally in higher education; have a record of active participation in and knowledge of CUPA-HR; and have at least one year of previous volunteer board experience, not necessarily with CUPA-HR. Board members will also have the support of their employer organization to attend all board meetings, in additional to other related activities as appropriate for the duration of their three-year term of office; and have a commitment to contribute the time, interest, ability and resources necessary to complete assignments promptly and professionally and have demonstrated leadership abilities. The Treasurer can serve up to two consecutive three-year terms.
The following criteria will be used by the board to evaluate candidates for treasurer. Candidates will possess all of the following.
- Possesses an area of expertise that helps the association meet one or more of its strategic initiatives
- Has the demonstrated ability to take a broader perspective (outside one’s own type of institution, state, region, etc.)
- Has the demonstrated ability to develop strategic direction and vision and/or implement a strategic direction and vision … identified by peers as a thought leader
- Has the demonstrated ability to recognize and promote trends, issues and best practices
- Has the demonstrated ability to confidently and articulately lead discussions and express opinions in a collaborative, collegial manner
- Broadens the diversity and inclusiveness of the board
- Has the demonstrated ability to mentor, engage and share information with current and potential CUPA-HR leaders
- Has a demonstrated commitment and passion for higher education, higher education human resources and higher education workforce issues
- Has been an active contributor at the national, region or chapter level, including presentation of concurrent sessions, council leadership, committee leadership or board committee leadership/participation
- Has served in a leadership role with CUPA-HR
- Some knowledge of applied principles of accounting and the ability to read and interpret balance sheets and income statements.
At-Large Board Member Selection Criteria
CUPA-HR board members are expected to be higher education human resources thought leaders. Candidates for board positions should be listed on the roster of an institutional member of CUPA-HR in a human resources position; have at least five years’ experience as an HR management professional, ideally in higher education; have a record of active participation in and knowledge of CUPA-HR; and have at least one year of previous volunteer board experience, not necessarily with CUPA-HR. Board members will also have the support of their employer organization to attend all board meetings, in additional to other related activities as appropriate for the duration of their three-year term of office; and have a commitment to contribute the time, interest, ability and resources necessary to complete assignments promptly and professionally and have demonstrated leadership abilities.
The following criteria will be used by the board to evaluate candidates for at-large board vacancies. All candidates should be an active contributor at the national, or chapter level, including presentation of concurrent sessions, council leadership, committee leadership or board committee leadership/participation. Typically, candidates will not possess all of the following, but will meet several of these criteria.
- Possesses an area of expertise that helps the association meet one or more of its strategic initiatives
- Has the demonstrated ability to take a broader perspective (outside one’s own type of institution, state, region, etc.)
- Has the demonstrated ability to develop strategic direction and vision and/or implement a strategic direction and vision … identified by peers as a thought leader
- Has the demonstrated ability to recognize and promote trends, issues and best practices
- Has the demonstrated ability to confidently and articulately lead discussions and express opinions in a collaborative, collegial manner
- Broadens the diversity and inclusiveness of the national board
- Has the demonstrated ability to mentor, engage and share information with current and potential CUPA-HR leaders
- Has a demonstrated commitment and passion for higher education, higher education human resources and higher education workforce issues
- Has served in a leadership role with CUPA-HR or with other organizations
