Under limited supervision of the Chief Human Resource Officer, directs the staff and functions of the Talent Department, including workforce planning and forecasting, recruiting, selection, organizational performance and development, and placement; consults with management to assess organizational needs and develop appropriate plans.
ESSENTIAL FUNCTIONS --Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This list is ILLUSTRATIVE ONLY, and is not a comprehensive listing of all functions and duties performed by incumbents of this class. Employees are required to be in attendance and prepared to begin work at their assigned work location on the specified days and hours. Factors such as regular attendance at the job are not routinely listed in job descriptions, but are an essential function. Essential duties and responsibilities may include, but are not limited to, the following:
- Plans, organizes, and directs the activities and staff of the Talent Department.
- Develops, implements and manages the talent management infrastructure, framework and strategies to support the District’s operations.
- Designs, develops and manages innovative and high affect programs and processes to improve the depth and diversity of the workforce.
- Exercises independent judgment within policy guidelines; analyzes issues and recommends solutions.
- Manages assigned staff, and assigns tasks, programmatic responsibilities, and projects; evaluates performance, resolves workload and technical issues, and assures that goals are defined and achieved; develops staff skills and training plans, and conducts performance evaluations.
- Meets regularly with staff to discuss and resolve priorities, workload and technical issues; develops strategies to meet goals, and assures that appropriate and timely services are provided; reviews the work of staff to assure the work quality and timely accomplishment of assigned duties.
- Provides proficient consultation on all phases of talent management such as talent pipelines, selection processes, onboarding, assessment, professional development, succession management.
- Collaborates with management and Human Resources staff to develop and execute an incorporated approach to development, learning and talent management.
- Provide counsel and leadership to management to develop training programs that align with the District’s human capital strategies.
- Assures effective communication of recruitment policies and workforce issues; assures compliance with state and Federal rules, regulations, policies and procedures.
- Evaluates Department operations, work methods and procedures; and develops recommendations for functional improvements.
- Demonstrates courteous and cooperative behavior when interacting with students, clients, visitors, and MPS staff; acts in a manner that promotes a harmonious and effective workplace environment
- Enthusiastically promotes the Superintendent’s goals and priorities in compliance with all policies and procedures.
- Maintains absolute confidentiality of work-related issues, records and MPS information.
- Other duties or tasks may be assigned on an as-needed basis
- At times may be required to work outside normal business hours and work extended hours to accomplish requirements of the position.
Education, Training and Experience Guidelines
Master’s Degree in Human Resources, Business or Public Administration or related field; AND five (5) years of Human Resources experience in talent management; OR an equivalent combination of education, training and experience as determined by Human Resources.
- Principles and practices of overall talent management program development and administration.
- Principles and practices of effective employee search and selection.
- Specialized software applications, including Human Resources Information System (HRIS).
- State and Federal laws, statutes, rules, codes and regulations governing HR functions.
- Organizational and functional responsibilities of HR Department work groups.
- Principles of confidential records and file management.
- Directing and coordinating Talent strategies and programs.
- Analyzing problems, and recommending effective solutions.
- Understanding and applying employment standards and procedures, Federal and state rules and regulations, and MPS policies and procedures.
- Monitoring and controlling the confidentiality of MPS records and information.
- Researching, collecting, analyzing, and preparing data and generating reports.
- Managing staff, delegating tasks and authority, and coaching to improve staff performance.
- Assessing and prioritizing multiple tasks, projects and demands.
- Providing effective customer service.
- Reviewing documents and extracting relevant information.
- Establishing and maintaining effective working relationships with co-workers and clients.
- Operating a personal computer using standard and specialized software.
- Communicating effectively verbally and in writing.
- MPS organization, operations, policies and procedures.
LICENSE AND CERTIFICATION REQUIREMENTS
A valid Minnesota State Driver’s License may be required.
Certification as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) is preferred.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT
Work is performed in a standard office environment which requires occasionally lifting such articles as file boxes or heavier materials with help from others and/or lifting and carrying light objects frequently. A job in this category may require walking or standing to a significant degree or may involve sitting most of the time with long periods of computer work and heavy phone usage.
Bargaining Unit: ELT Plan
?Salary: $105,187 - $123,749 - $142,311
FLSA Status: Exempt