Chief Human Resources Officer

Location: Winona

Full/Part Time: Full Time

Employment Condition: At Will

Job Description:

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.

PRINCIPLE RESPONSIBILITIES AND RESULTS

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.

Required Qualifications: