The Minnesota Historical Society is partnering with kpCompanies to find our next Vice President, People & Culture.
You must apply through the kpCompanies website (https://recruitcrm.io/apply/17095664760490037823xCN) to be considered for this position.
The Vice President, People & Culture position will be responsible for leading the People & Culture team to ensure that the MNHS’s people resources are maximized. You will help cultivate an inclusive, supportive work and effective culture.
THE ORGANIZATION: MINNESOTA HISTORICAL SOCIETY
The Minnesota Historical Society preserves Minnesota's past, shares our state's stories and connects people with history in meaningful ways, for today and tomorrow because history matters!
We're part of Minnesota's rich history. Since 1849, we've grown to become one of the largest and most prestigious historical societies in the country. We play an important role in our state's historic preservation, education, and tourism; and provide the public with award-winning programs, exhibitions, and events.
POSITION SUMMARY
This is a highly visible and inspiring leader responsible for supporting the overall strategic direction of the Minnesota Historical Society. This key shared services leadership role will partner effectively with MNHS business leaders in support of the strategic direction to achieve their mission. The VP of People & Culture will provide leadership and direction to the People & Culture team. This position serves on the MNHS Leadership Team, which determines the strategic direction of the organization, In this role, the VP of People & Culture will lead a team of fifteen (15) individuals on the Talent, Human Resources Operations, and the Volunteer and Interns teams with four (4) direct reports. You will drive success in talent acquisition, talent development, and human resources operations while fostering a collaborative, service-oriented culture to serve the needs of both internal and external stakeholders.
An ideal candidate will demonstrate strong skills in key areas such as change management, HR leadership, collaboration, managing union relationships, volunteer management, employee development, cultural competency, and championing DEI work.
JOB RESPONSIBILITIES
Strategic Direction
- Understand and support the organizational objectives and direction.
- Assess current and future organizational needs, identifying opportunities for improving the department's programming design, development, and delivery to meet those needs.
- Lead the development and implementation of department plans for meeting organizational priorities, based on the assessment of risks, rewards, challenges, and organizational constraints.
- Develop, communicate, and implement full-cycle talent management strategies to support MNHS goals.
- Collaborate with other leaders to build and support a positive work culture and employee experience.
- Effectively assess organizational risk and recommend solutions to mitigate it.
- Help to communicate and drive change within the organization.
- Facilitate and further the development of strategies to support diversity and inclusion throughout the organization.
- Help develop and maintain external strategic alliances and partnerships to support organizational goals and strategic priorities.
- Provide information, assistance, and strategic human resources guidance to the EVP, Shared Services as directed or requested.
Team Leadership
- Define an annual work plan with measurable goals and objectives for the People & Culture functions.
- Select, coach, and develop the People & Culture team to support the organization with excellence.
- Delegate but remain accountable for the confidentiality, professionalism, and work products of the team.
- Provide oversight and leadership to the team: problem-solve, provide solutions, and remove barriers to performance as needed.
Organizational Partnership
- Actively participate as a part of the Leadership Team for MNHS. Provide subject matter expertise and coaching to other key leaders.
- Develop a thorough understanding of each division and facet of the organization.
Work with the leaders to identify key challenges and opportunities.
- Collaborate with other organizational leaders to identify opportunities for cross-functional collaboration. Work to minimize internal silos and create better partnerships.
- Partner with and coach other leaders on key people-related issues; lead investigations of problem behavior as needed.
- Proactively assist each division with its talent strategy (e.g.: performance management, leadership development, succession planning, workforce planning). ? Lead the development and administration of a total rewards system, job classification, and compensation system.
- Oversee benefits programs that maintain competitive compensation, provide internal equity, and recognize accountability for the stewardship of organizational resources, and retention objectives and are relevant to employee needs.
- Supervise internal communications and staff feedback initiatives for improved organizational communication, employee engagement, and policy compliance.
- Oversee the development, recommendation, and implementation of organizational development initiatives to support the desired culture.
Labor Relations
- Be the Subject Matter Expert within MNHS on the Collective Bargaining Agreement (CBA).
- Act as the first point of contact for leadership and the union for issues arising from or impacted by the Collective Bargaining Agreement.
- Model a professional and collaborative approach with the union representatives while maintaining the goals and priorities of MNHS leadership.
Compliance
- Ensure that all organizational policies are legally compliant and competitive in the market.
- Oversee employment and department record keeping and retention for compliance with MNHS policy, and legal compliance and to ensure best practices. ? Develop a roadmap and assign accountability for all compliance-related activities within the People & Culture function.
- Collaborate with external legal teams to develop good solutions for complex employee situations.
- Remain current on legal trends and changes and recommend updates as needed. Secondary Job Functions
- Work closely with volunteers, interns, and fellows to create productive relationships, enhance work quality, and maintain a safe work environment.
- Work with volunteers, interns, and fellows in a friendly and constructive manner. ? Keep supervisor informed of job-related problems and other information relative to assigned job duties.
- Perform other related duties as apparent or assigned.
REQUIRED QUALIFICATIONS
Below are some of the typical requirements for a VP of People & Culture. We recognize that skill sets can be a complex combination of experiences. Even if your background does not exactly match these requirements but you have a passion for our work, we would love to hear from you and we recognize the value of transferable skills.
Education
- Bachelor’s degree in Human Resources, Business, Industrial Relations, or a related field.
Experience
- 10 or more years of relevant Human Resources roles to include leading the HR functions and a team.
- Supervise and successfully manage employees.
- Identify, interpret, and apply appropriate laws and regulations.
- Analyze personnel policies and practices as they relate to the legal environment. ? Think strategically to manage long- and short-term programs and financial planning.
- Develop a high-functioning team culture among groups of diverse, talented individuals.
- Communicate clearly and accurately both orally and in writing including the ability to deliver information effectively to diverse constituencies.
- Strong computer skills including intermediate or higher skills with HRIS systems, Microsoft Office, and all aspects of the GOOGLE suite.
- Work successfully with diverse groups of people.
- Think imaginatively and problem-solve.
- Deliver positive customer service.
- Multitask, work effectively under pressure to meet deadlines, prioritize, and adapt to changing priorities.
- Work independently and take individual initiative while also being able to collaborate effectively and contribute positively in a team environment.
- Handle sensitive information and maintain confidentiality.
- Human resources legal environment, employment law, local, state, and federal laws and best practices.
- Solid understanding of total rewards programs and employee benefits
- Labor relations and collective bargaining agreements.
- Diversity, Equity, Access, and Inclusion best practices and trends.
- Broad knowledge of non-profit and governmental best practices.
- The practice, methods, and techniques of process improvement.
Other requirements
- Ability and willingness to travel.
- Valid driver’s license.
Preferred Qualifications
- Management level experience in a historical organization, non-profit, government agency, or related environment in progressively responsible positions. ? SHRM professional certification or advanced degree.
- Extensive, demonstrated experience managing labor issues and/or a union-eligible workforce, including participation in negotiations, grievances, and arbitrations.
- Broad knowledge of MNHS and its programs.
Equity and Salary Disclosure
We believe in practices that create real equity and pay parity regardless of background or identity. We freely discuss compensation with all qualified candidates the first time we interview them. Saving the salary discussion for the first conversation allows us to understand the needs of each candidate fully and to ensure that qualified candidates, even those who’ve historically been overlooked and/or underpaid, don’t self-select out of the processes based on salary alone, as our experience and research suggest. In addition to those who opt out because they fear the salary may be out of reach for them, we equally don’t want to miss out on conversations with candidates who are slightly over the range when, in some cases, the total compensation, including factors such as bonuses, flexibility, and better health benefits, etc. may exceed expectations. Finally, as a search firm, we always look for top-notch talent to introduce to our clients. Should the salary or any other requirement not be fit, there is often a chance that someone on our team is working on another position you may be a better fit for. If you would like to discuss your qualifications for this role and salary and compensation, just call us, and we’d be happy to discuss!
Equal Opportunity Employer
The Minnesota Historical Society and kpCompanies are equal opportunity employers and all employees and applicants for employment are afforded equal opportunity in every area of hiring and employment without regard to race, color, ethnicity, religious creed, national origin, ancestry, sex, gender identity, age, disability, mental illness, sexual harassment, sexual orientation, genetics, military/veteran status, citizenship, arrest record, and any other legally protected characteristic.
All submissions are received in the strictest confidence.