Utah Tech University Appoints Suzette Yaezenko as Chief Human Resources Officer to Drive Culture and Innovation

In a strategic move that signals a renewed focus on people and culture, Utah Tech University has named Suzette Yaezenko as its new Chief Human Resources Officer (CHRO). With three decades of experience in higher‑education HR leadership, Yaezenko brings a proven track record of building high‑trust workplaces, aligning talent strategies with institutional missions, and delivering tangible cost savings during challenging times.

Why a New CHRO Matters for Utah Tech’s Future

Higher education institutions are increasingly judged by their ability to attract, develop, and retain top talent. A strong HR function is the backbone of that capability. Utah Tech’s appointment of Yaezenko reflects President Shane B. Smeed’s vision for a campus culture that thrives on innovation, collaboration, and employee empowerment.

Aligning People Practices with Strategic Goals

Yaezenko’s career has been defined by her ability to translate institutional strategy into actionable HR initiatives. At the University of Idaho, Washington State University, and Northern Arizona University, she led workforce planning efforts that matched staffing needs with long‑term academic and research objectives. At Utah Tech, she will apply the same approach to support the university’s growth plans, including expanding STEM programs and enhancing online education.

Building Trust in a Post‑Pandemic Landscape

One of Yaezenko’s most notable achievements was securing over $600,000 in salary savings during the pandemic by administering a complex, short‑term, state‑subsidized program. This experience demonstrates her skill in navigating financial constraints while maintaining employee morale and trust—an essential competency as universities continue to adapt to shifting funding models.

Key HR Initiatives Under Yaezenko’s Leadership

While the full scope of Yaezenko’s agenda is still unfolding, several priority areas are already clear:

• Workforce Planning & Talent Acquisition: Implement data‑driven hiring pipelines to attract candidates who align with Utah Tech’s culture of innovation.
• Employee Engagement & Development: Launch continuous learning programs and mentorship initiatives to foster professional growth.
• Diversity, Equity, and Inclusion (DEI): Strengthen DEI metrics and embed inclusive practices across all HR processes.
• Performance Management: Revise performance review frameworks to emphasize outcomes, collaboration, and personal development.
• Well‑Being & Work‑Life Balance: Expand wellness resources and flexible work options to support staff and faculty.

These initiatives are designed to create a workplace where innovation thrives, talent is empowered, and every individual feels valued and supported.

Actionable Advice for HR Professionals in Higher Education

Yaezenko’s career offers several lessons that HR leaders across universities can apply immediately:

1. Embed Culture into Every HR Process

Culture is not a separate department; it permeates hiring, onboarding, performance reviews, and exit interviews. Use culture‑fit questions during interviews, incorporate cultural values into onboarding modules, and regularly survey employees to gauge cultural health.

2. Leverage Data for Workforce Planning

Collect and analyze data on faculty turnover, student enrollment trends, and program demand. Use predictive analytics to forecast staffing needs and identify skill gaps before they become critical.

3. Prioritize Employee Well‑Being

Offer comprehensive wellness programs that include mental health support, flexible scheduling, and ergonomic resources. A healthy workforce is more productive, engaged, and loyal.

4. Foster Continuous Learning

Implement micro‑learning platforms, cross‑departmental workshops, and leadership development tracks. Encourage staff to pursue certifications and advanced degrees with tuition reimbursement.

5. Measure and Communicate Impact

Track key HR metrics—turnover rates, time‑to‑hire, employee satisfaction scores—and share results with leadership and staff. Transparent reporting builds trust and demonstrates the value of HR initiatives.

By adopting these practices, HR professionals can position their institutions for sustained success in a competitive higher‑education landscape.

How Utah Tech’s New CHRO Will Influence Campus Culture

Yaezenko’s focus on people and purpose aligns with Utah Tech’s broader mission to become a leading research and innovation hub. Her leadership will likely influence campus culture in the following ways:

• Collaborative Decision‑Making: Encourage cross‑functional teams to co‑design policies and programs.
• Transparent Communication: Regular town halls and open‑door policies will keep staff informed and engaged.
• Recognition & Rewards: Implement peer‑to‑peer recognition systems that celebrate innovation and teamwork.
• Community Engagement: Strengthen ties with local businesses and industry partners to create real‑world learning opportunities.

These cultural shifts will help Utah Tech attract top talent, retain high‑performing staff, and maintain a reputation for excellence.

Next Steps for Prospective Employees and Partners

Whether you are a faculty member, staff, or external partner, understanding the new HR direction can help you align your goals with the university’s vision. Here are actionable steps you can take:

• Review the updated Human Resources portal for new policies and resources.
• Attend the upcoming HR strategy workshop to learn how your role fits into the broader mission.
• Connect with Yaezenko on LinkedIn to discuss potential collaborations.
• Explore career opportunities at Utah Tech by visiting the careers page.

By engaging proactively, you can contribute to a culture that values innovation, collaboration, and employee well‑being.

Conclusion: A New Chapter for Utah Tech’s People Strategy

With Suzette Yaezenko at the helm of human resources, Utah Tech University is poised to strengthen its culture, enhance employee engagement, and align talent strategies with its ambitious growth plans. Her experience in building high‑trust workplaces and delivering cost savings during financial challenges positions the university to navigate the evolving higher‑education landscape successfully.

As the campus community embraces this new leadership, the focus on people and purpose will become a cornerstone of Utah Tech’s identity, driving innovation and collaboration across all departments.

Take the next step in shaping Utah Tech’s future: Explore career opportunities and discover how you can contribute to a culture of innovation and excellence.

Have questions or want to learn more about Utah Tech’s HR initiatives? Contact the HR department today.

Share your thoughts in the comments below and join the conversation about building a people‑centric university culture.