Robyn Salvo, Vice President and Chief Human Resources Officer at Manhattan University, brings a unique blend of analytical prowess and people-centric leadership to her role. With over 25 years of experience, including 19 in higher education, Salvo is passionate about fostering a positive and inclusive work environment, using data-driven insights to guide decisions that strengthen both the university’s workforce and its vibrant campus culture.
Salvo’s journey to HR leadership began unconventionally, starting as an actuarial analyst and employee benefit consultant. Her focus on retiree health and pension plans provided valuable experience working directly with HR teams at client organizations, sparking a transition into the field she now leads.
“Working closely with HR professionals, I saw the direct impact they had on employees and the organization as a whole,” Salvo reflects. “That experience inspired me to make the shift and bring my strategic insights to the world of human resources.”
Now at the helm of Manhattan University’s HR department, Salvo oversees a broad portfolio, including talent management, employee relations, compensation and benefits, HR information systems, and regulatory compliance. Her career path, spanning diverse sectors like healthcare, telecommunications, and retail, has equipped her with a well-rounded perspective and a deep understanding of the complexities of human capital management. At Manhattan University, Salvo is dedicated to creating a workplace where every member of the campus community feels valued, supported, and empowered to contribute their best.
In our latest Faces, meet Robyn Salvo.
Who is/was your biggest influence in the industry?
My biggest influences are the people I have met through CUPA-HR, the College and University Professional Association of Human Resources. The higher education human resources community of professionals across the country has been instrumental in my growth and development over the years. The willingness to share knowledge and partner on the challenges we face together is what makes this community remarkable.
What’s your best mistake and what did you learn from it?
Early in my career, I would approach a decision with strict interpretation of policy, which doesn’t fully address organizational needs. I learned that as an HR professional, it’s vital to ask deeper questions. Now, when someone has a need that isn’t immediately resolvable, I work with him/her to determine their ultimate goal. I can then work to identify creative solutions that support organizational objectives while addressing individual or departmental needs.
What’s your favorite part about working in the industry? What’s your least favorite part, and how would you change it?
I really enjoy getting out into the workplace, connecting with people across the organization, and learning how HR can help them. I also really enjoy working with my team, creating an inclusive work environment that allows them to learn and grow, and really do some great work.
It sounds like through your experience you really care about people, and you want to help them feel safe and comfortable, which is important in the industry. Please elaborate here.
To have a truly engaged community, you need to build trust and provide a supportive, inclusive environment. It is important for employees to have safe spaces where they can voice their concerns and seek guidance and feedback. As an HR leader, I focus on ensuring these mechanisms are in place, through policies, accessible HR support, or ongoing training for managers on communication, development, and employee recognition.
How can HR most effectively demonstrate its value to the leadership team?
HR leaders can provide value to the leadership team through their ability to act as both a strategic and operational partner. The workplace of the future is evolving and HR plays a critical role in workforce planning, anticipating talent needs, and promoting learning and development. By collaborating closely with leadership, HR helps cultivate a strong organizational culture that aligns with the institution’s mission, values, and strategic priorities.
Employee retention is another key area where HR provides value. High turnover not only disrupts operations, it is costly to an organization. Through initiatives such as enhanced onboarding, employee engagement programs, professional development opportunities, and competitive benefit packages, HR helps to contribute to retaining top talent and fostering an engaged workforce.
Where do you see the industry heading in five years? Or are you seeing any current trends?
In the next five years, I see significant shifts in the HR landscape, driven by advancements in technology and evolving workplace priorities. Undoubtably, the integration of AI into HR systems and processes will cause a major shift, allowing HR professions to have a stronger strategic focus. By leveraging AI, HR will be able to enhance efficiencies and make data-informed decisions that align with organizational goals.
Equally important is the growing emphasis on mental health and wellness in the workplace. Our workplaces are already seeing an enhanced need to provide flexibility, work/life balance, and wellness resources that help our employees thrive both personally and professionally. This includes offering hybrid work options, robust mental health resources, and initiatives that foster a culture of inclusion and belonging. In an increasingly competitive talent market, offering meaningful benefits and support in these areas will be a key factor in any organization’s ability to attract and retain top talent.
What are you most proud of?
I’m most proud of the teams I’ve had the opportunity to build and mentor throughout my career. Watching team members grow professionally, achieve their goals, and make meaningful contributions to the organization is truly rewarding.
I’m also proud of my work with CUPA-HR, where I’ve been able to work with HR leaders nationwide to address the unique challenges of higher education. Together we advocate for resources and support that help HR professionals navigate through these challenges, ultimately supporting their institutions.
Do you have any advice for people entering the profession?
The HR landscape is constantly evolving, so staying informed about legal developments and best practices is essential. Being adaptable will help you stay ahead in your field and navigate change.
I would strongly recommend seeking mentorship and joining both national and local HR associations. Networking with other HR professionals provides insights and shared experiences that help support the work we do.
Most importantly, remember that HR is about people. Building trust and strong relationships with employees at all levels is paramount in supporting a positive workplace culture.
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