"Alerted.org

All Job Postings will close at 12:01 a.m. CT on the specified Closing Date (if designated).

Working Title:

College Human Resources Officer

Institution:

Minnesota State College Southeast

Classification Title:

MnSCU Administrator 5

Bargaining Unit / Union:

220: Minnesota State Administrator's Plan

City:

MSSE - Winona Campus

FLSA:

Job Exempt

Full Time / Part Time:

Full time

Employment Condition:

Unclassified - Unlimited Academic

Salary Range:

$87,098.00 - $139,466.00

Job Description

The College 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

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 the President on workforce and succession planning and develop strategies based upon financial analysis to ensure 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. 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. 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.

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 opportunities. Monitor employee retention progress and stay abreast on climate and culture, ensuring it stays positive and productive.

Labor Relations: A** **dminister 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.

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 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.

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.

Salary Range:

Minimum Qualifications

+ Bachelor’s degree in Human Resources or related field.

+ A minimum of five years of successful and progressively responsible professional experience in human resource management in a medium to large organization.

+ Experience with collective bargaining and union contract administration.

+ Demonstrate high level of skills in leadership, management, supervisory, organizational and human relations.

+ Demonstrate competence in interpreting and complying with federal and state legislation, and state, system, and College policies.

+ Demonstrated genuine commitment to inclusiveness and shared governance in leadership and decision- making.

+ Knowledge of principles of continuous improvement and quality management.

+ Demonstrated ability to work successfully with persons of diverse backgrounds, and commitment to affirmative action in staffing and operations.

+ Demonstrated ability to identify and address issues and concerns in a diplomatic, sensitive, and confidential manner.

+ Demonstrated effective written and verbal communication skills.

+ Experience developing, organizing, and administering budgets

Preferred Qualification

+ Master’s degree in Human Resources Management, or related field.

+ Proven ability to successfully develop, implement and evaluate institutional diversity, equity, and inclusion programs.

+ Experience in public sector human resource management.

+ Solid employee relations/labor relations experience, including managing collective bargaining agreements and maintaining sound business relationships with union representatives.

+ Demonstrated ability to foster participation of others and to work effectively and collaboratively with employees and students and other constituents of the College.

+ Experience in strategic planning, project management and change management

Work Shift

Monday-Friday 7:30am-4:00pm or 8:00am-4:30pm

Telework

Telework available up to one day per week, subject to departmental needs

**Salary Range:** $113,006- $139,466

About

Minnesota State College Southeast is an open-access, public, not-for-profit comprehensive technical and community college. Our campuses are located in the historic river towns of Red Wing and Winona, set sixty miles apart along the Mississippi. The two campuses have distinctive characteristics but are one college in structure, policies, procedures, and mission. Both campuses offer small class sizes, state-of-the-art facilities, and an environment that is friendly and supportive.

Benefits Information:

At Minnesota State, we have a GREAT BENEFITS PACKAGE! Our generous benefits include 11 paid Holidays, Vacation Time, Sick Time, six weeks of Paid Parental Leave, low cost medical and dental insurance with low deductibles ($250 - $1500), a Pension Plan, 457(b) and 403(b) retirement plans and other retirement investment options, pre-tax medical and dental expense (with roll-over option) and dependent care accounts, employer paid life insurance, short and long term disability, as well as professional development and a tuition waiver program for employees and their dependents, etc. We promote the health and well-being of our employees and take work/life balance seriously.

Desired Start Date:

10-07-2025

Position End Date:

Open Date:

08-27-2025

Close Date:

09-23-2025

Posting Contact Name:

Alecia Carol Spagnoletti

Posting Contact Email:

[email protected]