Vice President People & Culture

POSITION PROFILE – VICE PRESIDENT, PEOPLE &
CULTURE 
kpCompanies is partnering with the Minnesota Historical Society
(MNHS) to find their next Vice President, People & Culture. In
this role, you would 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 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. 
• 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.