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.

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.
• 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

• 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 minimize internal silos and create better partnerships.
• Partner with and coach other leaders on key people-related issues.
• 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.
• 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 CBA.
• 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 to ensure best practices.
• Develop a roadmap and assign accountability for all compliance.
• 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.
• Keep supervisor informed of job-related problems and other information relative to assigned job duties.
• Perform other related duties as apparent or assigned.

Education

• Bachelor’s degree in Human Resources, Business, Industrial Relations, or a related field.

Experience

• 10+ 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 effectively.
• Strong computer skills with HRIS systems, Microsoft Office, and all aspects of the GOOGLE suite.
• Work successfully with diverse groups of people.
• 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.
• Ability and willingness to travel.
• Valid driver’s license.

Preferred Qualification

• Management level experience in a historical organization, non-profit, government agency, or related environment in progressively responsible positions.
• SHRM professional certification or advanced degree.
• Experience managing labor issues and/or a union-eligible workforce, including participation in negotiations, grievances, and arbitrations.
• Broad knowledge of MNHS and its programs.