L&D Manager Spotlight - Tony Hunt

Tony Hunt, Interim Associate Vice President of Human Resources

As Roger Cude transitions out of his role as Vice President of People and Talent, Tony Hunt began serving as Interim Associate Vice President of Human Resources in January. He reports to Katie Brock in her new position of Interim Vice President and Chief Operating Officer, as former COO, Jim Davis, moves into his new role as Interim President of The University of Texas at Austin. 

1. Describe your role for UT.  

I am honored to serve the incredible employees of The University of Texas at Austin as the Interim Associate Vice President of Human Resources. My team and I are committed to providing exceptional service and expert guidance that empower our employees to succeed in their roles. Through collaborative partnerships across the University, we are currently prioritizing initiatives to enhance organizational effectiveness, optimize processes, and position HR as a trusted strategic partner. 

2. What was the most important lesson you learned as a new manager?

One of the most important lessons I’ve learned is to listen before leading. As temping as it might be to jump in with solutions, true leadership starts with understanding the team and their challenges, dynamics, perspectives, and motivations. Instead of assuming you have all the answers, take time to learn from others, ask thoughtful questions, and build trust. By listening first, leaders can gain the insights needed to make better decisions that support both the team and the organization. It also helps create a culture where people feel heard, appreciated, and enabled to do their best work.

3. What advice do you have for managers to help develop their team?

My advice for managers is to focus on empowering your team by helping them excel. Trust your team’s abilities, give them space to shine, and celebrate their successes. Provide them opportunities to take ownership of projects and stretch in their roles. Offer constructive feedback and guidance, while also allowing them to lead and build confidence in their own skills. By prioritizing your team’s development and recognizing their achievements, you can create a supportive environment where they feel valued and motivated.

4. Why is learning in the workplace important?

Learning in the workplace is essential because the pace of change is accelerating exponentially. It’s no longer enough to simply manage change; employees must actively adapt to it and thrive within it. Adopting a continuous learning mindset helps employees stay ahead of current and emerging trends, tools, and technologies. It also drives personal growth, promotes engagement, and keeps employees meaningfully connected to their work. Learning is the vehicle that drives innovation, development, and the resilience to navigate and excel in an ever-evolving landscape.

5. What have you recently learned, what are you currently learning about, or how are you developing yourself as a professional?

As a seasoned HR professional, I recognize that knowledge and best practices are continually changing and expanding. To stay current, I actively and diligently develop my skills by keeping my certifications active, engaging with professional networks, collaborating with colleagues, and even advancing research. This allows me to stay connected with developments within HR practices. I’m also deeply curious about new ways to move HR forward, whether through technology, data, or innovative strategies. My commitment to continuous learning has helped me adapt to change and continue to drive meaningful, impactful progress within the organizations I’ve had the privilege of supporting.