The Chief Human Resources Officer (CHRO) provides leadership and strategic direction for the human resources operation of the College. The CHRO is a trusted advisor whose empathy is demonstrated through inclusiveness and service to others, and who possesses integrity, humility, and an inviting demeanor that puts those around them at ease. The CHRO is sensitive to and possesses an understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of individuals. The CHRO possesses a clear understanding of legal compliance; recruitment and retention; workforce planning and design; talent management; change management; organizational and performance management; benefits administration; onboarding; and training and development. The position serves as the Affirmative Action Officer (AAO), oversees the administration of personnel and labor relations contracts/plans/policies for the College employees, performing the duties with significant discretion and substantial involvement in the development, interpretation, and implementation of college and system policies and federal and state laws.
The CHRO is responsible for the day-to-day operation of the division, promoting high quality customer service, and is a champion for continuous quality improvement in all aspects of professionalism and customer service. The CHRO supports the supervisors/managers through the application of a comprehensive performance management system; and provides guidance to supervisors on how to coach, offer continuous feedback and formal performance appraisals, and how to strategically manage employees to support professional growth while employed at the College.
Human Resource Leadership and Management: The CHRO serves on the President's Cabinet and is a senior leader providing comprehensive and confidential advice and assistance to the President. As a member of the President's Cabinet, the CHRO develops policies and practices on institutional issues, represents the College in system decision-making and represents the College with other external agencies and bodies.
1.Provide vision, leadership and strategic direction for the Human Resources in support of the mission of the College.
This position serves as a member of the President's Cabinet, strategic planning committee and executive committee and provides analytical support for HR management of strategies and initiatives. Advise and President on workforce and succession planning and develop strategies based upon financial analysis and human resources are strategically positioned. Lead, hire, manage, and provide strategic direction and administrative oversight of the human resources division; supervising, evaluating and promoting professional development opportunities for the employees assigned to the Human Resources Division. Research, develop, recommend, administer and evaluate policies, procedures, best practices and technology applications for the Human Resources Division to ensure the division is facilitating the College’s goals and other related areas effectively and in compliance with federal and state regulations. Assess future needs; develop, through appropriate consultation with various college constituent groups, short- and long-range goals and priorities for the division as part of the strategic plan. Analyze staffing allocation and cost efficiencies of personnel utilization to ensure that College human resources are effectively utilized. Lead and support the College's human resources plan, including evaluating human resources operating procedures; analyze the effectiveness of HR procedures and tools. Work in close collaboration with the other divisions of the College (Vice Presidents, Deans, and Managers) to move the strategic goals of the College forward. Facilitate effective communication with current and prospective employees so that all constituents are kept accurately informed regarding their rights and responsibilities as a state employee. Identify critical issues, develop background information, collect and analyze data, prepare position statements, and report on special projects as needed. Actively participate in system audits, accreditation processes and other college-wide evaluation processes. Participate in monthly meeting of the system's two-year college chief human resource officers.
Priority:EssentialPercent of Time: 25%
2.Employee Development and Management: Manage and develop employee performance and development systems.
Work collaboratively with hiring managers to develop and implement the planning functions of the College which respond and align with the College's hiring policies/practices. Collaborate to set priorities and objectives and draft or modify staff development policies to meet goals. Coordinate employee onboarding, offboarding, recognition, wellness, new employee orientation, and mentoring programs. Works with supervisors and employees to build a climate of inclusion, equity and employee engagement by building teams to strategize and promote culture building across both campuses. Manage the employee performance review process to ensure professional development plans and goals are met. Review best practices and emerging trends to plan and implement systematic evaluations of all personnel programs and projects assigned. Coordinate, encourage, and research professional development opportunities both on and off campus to promote satisfaction, enhance performance, and provide growth opportunity. Monitor employee retention progress and stay abreast on climate and culture, ensuring it stays positive and productive.
Priority:EssentialPercent of Time:20%
3.Labor Relations: Administer and interpret labor contracts/plans. Serve as the College's expert and resource for all labor bargaining agreements, as the grievance liaison will provide assist managers and employees with informal and formal disputes. Ability to and knowledge when to seek consultation from system office labor relations for unique issues and ambiguous provisions within the agreements to ensure the college is align across the system with continuity of fair labor practices. Advise colleagues on the administration and/or interpretation of labor contracts and plans. Provide input on contract language interpretation and revisions. Properly apply provisions of the collective bargaining units, ensuring appropriate consultation, shared governance, and transparency.
Priority:EssentialPercent of Time:10%
4.Compliance Administration: Ensure the College complies with federal and state legislation. Develop, recommend, administer, and assess, as needed, College policies, regulations, procedures, and practices for effectiveness and compliance with federal, state and system regulations, directives and guidelines. Serve as the College's Affirmative Action Officer (AAO). Manage the College's Affirmative Action/Equal Opportunity (AAO) plans, laws, recruitment and policies; and ensure compliance with ADA and Data requirements as the delegated officer. Develop and initiate affirmative action/cultural diversity and inclusion training programs. Handle issues of diversity and inclusion and responsible for knowing requirements and regulations regarding affirmative action to ensure underserved populations have equal access for employment. Investigate or coordinate the investigation of alleged discrimination/harassment complaints and recommend appropriate resolution. Provide coaching to managers through complex employee relations situations, including to ensure a respectful workplace for all employees. Promote and maintain an atmosphere that properly deters and responds to discrimination and sexual harassment in the workplace; actively discourages and disciplines behavior that is discriminatory or harassing.
Priority: EssentialPercent of Time: 10%
5.Benefit Administration: Oversee the compensation programs in accordance with Minnesota Management and Budget and system office guidelines including salary, benefits, workers compensation, and unemployment. Oversight of unemployment claims; serve as the College's representative at unemployment hearings and oversight of equitable classifications and compensation.
Priority:EssentialPercent of Time:5%
6.Budget Management: Manage the budgets assigned to the human resources division and be fiscally responsible. Develop and administer personnel and non-personnel budgets for Human Resources. Monitor expenditures of the approved allocations for the Human Resources area and review the budget allocation process to ensure equity and judicious use of resources needed to meet employees' needs and College productivity targets. Approve staff development appropriations or recommend alternatives opportunities.
Priority:EssentialPercent of Time: 5%
7.Perform other duties as assigned: Ensure the smooth functioning of the department and maintain the reputation of the organization as a viable business partner.
Priority:SecondaryPercent of Time: 5%
Priority: Essential=if responsibility is reason job exists, is a highly specialized task or one that requires special education or training licensure, requires a great % of time, has a high level of accountability (consequences are considerable to others or the institution if failure to perform), the responsibility is essential; Secondary=if not essential, then responsibility is secondary; Discretion (optional): A-Employee investigates situations, makes decisions, takes appropriate action reports by exception and through normal review processes; B=...reports to supervisor immediately after action is taken; C=...makes decisions with supervisor....reports to supervisor immediately after action is taken; D=Employee discusses situations with supervisor before investigation, makes decisions with supervisor, takes appropriate action, and reports to supervisor immediately after action is taken.
A minimum of five years of successful and progressively responsible professional experience in human resource management in a medium to large organization.
Experience with collective bargaining and union contract administration.
Demonstrate high level of skills in leadership, management, supervisory, organizational and human relations.
Demonstrate competence in interpreting and complying with federal and state legislation, and state, system, and College policies.
Proven ability to successfully develop, implement and evaluate institutional diversity, equity, and inclusion programs.
Demonstrated genuine commitment to inclusiveness and shared governance in leadership and decision- making.
Knowledge of principles of continuous improvement and quality management.
Demonstrated ability to work successfully with persons of diverse backgrounds, and commitment to affirmative action in staffing and operations.
Demonstrated ability to identify and address issues and concerns in a diplomatic, sensitive, and confidential manner.
Demonstrated effective written and verbal communication skills.
Master's degree in Human Resources Management, or related field.
Experience developing, organizing, and administering budgets
Experience in public sector human resource management.
Solid employee relations/labor relations experience, including managing collective bargaining agreements and maintaining sound business relationships with union representatives.
Demonstrated ability to foster participation of others and to work effectively and collaboratively with employees and students and other constituents of the College.
Experience in strategic planning, project management and change management.
The Chief Human Resources Officer (CHRO) is accountable for managing and directing human resources for the College. This requires loyalty and compatibility with the College President and with the College's Leadership Team, as well as the ability to establish and maintain productive, collegiate and professional working relationships with the internal and external College community. The incumbent assumes complete responsibility for all duties assigned.
This position requires a high level of leadership, management, organizational, and human relations skills including a thorough knowledge and understanding of personnel and labor relations concepts, practices, and processes; competence in prescribing, interpreting, and complying with federal and state legislation, state, system and College policies as well as labor contracts and plans; ability to identify and address problems with diplomacy and sensitivity; ability to analyze and resolve a variety of complex problems; effective written and verbal communication skills; ability to manage change and conflict rationally; ability to work efficiently, decisively, and professionally; ability to direct/conduct and analyze research and prepares written reports for purposes of budgeting and staffing projections; ability to conduct fair and objective investigations (discipline, grievances, discrimination, harassment); and effectively recommend actions on the basis of such investigations and reports. This position must have an enterprise leadership approach that considers both College and system-wide stakeholders when analyzing issues and proposing solutions.
Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to stand, walk and talk or hear. Manual dexterity required for constant keying. The employee must frequently lift and/or move up to 10 pounds, and occasional overnight travel is necessary.
PROBLEMSOLVING: The CHRO must solve a range of problems and concerns involving individual, group and institutional needs. Problem solving often requires weighing the relative merits of complex factors, negotiating with interested parties and making decisions that are ethical, fair and consistent. Problem solving sometimes requires involving other campus or system personnel and resources to resolve conflicting interests and perspectives.
Creativity is also essential in using staff and physical resources efficiently, identifying new funding sources, and devising innovative strategies to accomplish the goals of the College.
FREEDOM TO ACT Budget: Position indirectly impacts personnel budget of approximately $13 million and is directly responsible for operating budgets totaling over $200,000.
Decision(s) Position Makes and Decision(s) Referred to Higher Authority: Considerable freedom to act is afforded this position in decisions related to resolution of personnel issues; solving operational problems involving single or multiple departments; and generation of innovative administrative practices, program proposals and services that meet College and employee needs and expectations. The incumbent is expected to follow established procedures, suggest improvements to existing procedures, perform tasks in a professional manner, and keep the President informed of developments, issues and improvements. This person is expected to adhere to all federal and state rules and regulations and to College policies and procedures. Consultation, if needed, will be through the President's Cabinet and the President.
Minnesota State College Southeast is a two-year technical and community college that prepares students for a lifetime of learning by providing education for employment, skill enhancement, retraining, and transfer, to meet the needs of students and the community. The Winona campus opened in 1949, merging with the Red Wing campus in 1992 and updating its name to Minnesota State College Southeast in 2016 with the change of mission to offer both technical training and the associate of arts degree. Minnesota State College Southeast is a member of Minnesota State.
As an agency of the State of Minnesota, MSC Southeast offers a comprehensive benefits package including medical and dental insurance, short and long term disability, generous vacation and sick leave, 10 paid holidays each year, employer paid life insurance, pre-tax flexible spending accounts, retirement plans, and tax-deferred compensation. Additional benefits include tuition waivers available to the position, their spouse and dependent children up to age 26.
Desired Start Date: 03/01/2021
Internal Number: 1507
About Minnesota State College - Southeast Technical
Minnesota State College-Southeast Technical is dedicated to providing education for employment, skill enhancement, and retraining. The primary focus is to anticipate and meet the educational and training needs of students and employers. Southeast Technical provides students with a strong foundation of general and technical education opportunities for acquiring knowledge, skills, and attitudes for a lifetime of learning. The college anticipates and responds to global, technological, and social changes. Southeast Technical provides equal opportunity and recognizes individual needs in its education, service, and employment practices. Certificates, Diplomas, Associate in Science and Associate in Applied Science Degrees are awarded upon successful completion.