Twin Cities PBS (“TPT”) is seeking a dynamic leader on the cutting-edge of human resources strategy, development, and deployment. Reporting to TPT’s Chief Inclusion & Strategy Officer (CISO), the VP/HR will implement TPT’s strategic plan by improving and enhancing TPT’s ability to attract, retain, reward and develop diverse talent. The VP/HR will have responsibility for talent management, recruitment, compliance, training & development, compensation, business continuity, and benefits.
The ideal candidate will have a proven track record handling complex HR matters and multiple simultaneous responsibilities, balancing short and long-term planning with the urgency of immediate demands. The VP/HR will ensure all aspects of the employee life-cycle are supported and optimized according to TPT’s culture, values and mission. In addition, the VP/HR should demonstrate the ability to be proactive and mitigate risk for the organization while supporting the President/CEO and the Chief Inclusion & Strategy Officer in creating an engaging and values-based, world-class environment for staff and stakeholders.
**Starting Salary: $160,000 – $180,000 annually (depending on qualifications)
**This position is eligible for incentive compensation based on individual and organizational performance.
**Hybrid workplace
MANAGEMENT RESPONSIBILITIES
The Vice President of Human Resources reports to the Chief Inclusion & Strategy Officer. Reporting to the VP/HR are the HR & Benefits Coordinator, the Talent Acquisition & Talent Development Business Partner, and the HR Director of People Operations. The VP/HR is also a member of the President’s Advisory Team and serves on the Enterprise Risk Management Committee.
ESSENTIAL RESPONSIBILITIES
Human Resources Strategy Development
- In collaboration with the President/CEO and CISO, recommend and maintain organizational structure and staffing levels to accomplish TPT’s goals and objectives.
- Oversee TPT’s compensation strategy and program design and development and recommend improvements to the benefits program to facilitate employee retention.
- Ensure all operational and compliance related HR work streams are completed with accuracy and efficacy and support the timelines and needs of the overall organization without conflicting with business priorities.
HR Policies, Procedures, and Systems
- Maintain up-to-date knowledge of employment law. Manage the preparation and maintenance of reports necessary and suggest policy modifications and changes based on legislation and environmental dynamics.
- Ensure compliance with state and federal laws, including but not limited to FCC, Fair Labor Standards Act, Family Medical Leave Act, Americans with Disabilities Act, Workers Compensation, etc.
- Review and recommend revisions to current TPT HR policies and procedures to ensure compliance and effective implementation of new and changing federal, state, and local requirements.
Recruitment and Talent Development
- In collaboration with the President/CEO, CISO, and TPT leadership, maintain and implement talent acquisition, development, and retention strategies that ensure the foundation is staffed appropriately with the right talent at the right time in alignment with strategic objectives.
- Partner with managers and provide expertise, guidance and assistance to recruit, interview, select, and hire staff utilizing equitable and inclusive processes and practices.
- Collaborate with cross-departmental teams to develop, implement, and continuously improve a comprehensive on-boarding program for new employees. Determine the need for and manage the engagement of temporary employees.
Compensation and Benefits
- Provide analytical and technical support in developing and delivering compensation and benefits programs. Collect and analyze market data on compensation practices, salary levels, and trends to ensure TPT’s compensation practices are appropriately competitive.
- Work with contracted benefits consultants in evaluating and selecting health and other benefit products and services.
- Oversee the administration of all benefit programs and coordinate the full lifecycle of the open enrollment process.
- Assist the Board of Trustees with the annual executive compensation, goals and review for TPT’s President/CEO.
Employee Relations
- Facilitate conflict resolution, advising, coaching and counseling involving employees; support management and employees in the resolution of job performance issues.
- Respectfully resolve employee issues, complaints and grievances, ensuring that any corrective actions are in compliance with CBAs, state and federal regulations and TPT policies.
- Maintain confidential, ethical, respectful, and open communication with employees.
Performance Management
- Develop holistic, effective, equitable evaluation processes and tools; provide training to managers and staff on evaluation tools, techniques, and processes.
- Coordinate and collaborate with supervisors in the development and implementation of performance evaluations and lead the annual review process.
- Support staff in setting goals and developing work plans, effectively communicating performance expectations and outcomes, creating two-way communication loops, performance monitoring, and skills development and performance enhancement.
Senior Management
- Serve as an active member of the senior management team.
- Serve as the TPT’s Labor Relations Officer including serving as the Chief Negotiator for the collective bargaining agreements.
- Support the CISO to advance TPT’s Inclusion, Diversity, Equity and Accessibility goals by collaboratively developing and implementing equitable recruitment, retention, training and development practices that create an inclusive environment where staff can thrive.
- Consult with the Finance Department with respect to HRIS systems.
Budget Management
- Oversee HR budgets.
QUALIFICATIONS
Education and Experience
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related combination of experience and education. 10+ years of broad senior-level human resources experience, including design, development, and implementation of effective recruitment strategies and plans, compensation and benefits programs, and performance management systems and processes. Background and expertise in providing consultative, facilitation, and resolution strategies to address employee relations matters. Experience in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new systems and processes is also required.
The ideal candidate will possess the following:
- Director level or above leadership of human resource operations
- An advisor to C-Suite levels
- Management and leadership of a multi-department human resources function
- Knowledge of employment law and state/federal compliance requirements
- SPHR certification
- Experience in the philanthropic or non-profit sector
- Experience with all facets of human resources management to include the deployment of an enterprise-wide compensation strategy
- Strong foundational knowledge of talent management and the deployment of strategic recruiting and retention programming
- A track record of leading efficiency/process improvements, which result in heightened customer satisfaction
- Experience optimizing the functionality of existing or new HR systems
- Experience building a welcoming and engaging workplace culture
- Experience advancing inclusion and equity along with a background working effectively and responsively with individuals of varying identities and experiences
Knowledge, Skills and Competencies:
- Strong interpersonal, communication, and presentation skills.
- Organizational management principles that advance the hiring of a diverse workforce and the creation of a diverse, equitable and inclusive organization
- Negotiate matters related to collective bargaining agreements and manage labor relations matters.
- Automated management information systems, including UKG HRIS Solutions experience
- Incorporate technology in providing efficient and effective human resources practices.
- Ability to exercise the utmost confidentiality and discretion.
- Strong computer skills in the Microsoft environment, including Outlook, Word, Excel, PowerPoint.
- Strong knowledge of state and federal employment laws and regulations.
- Exceptional supervisory skills with strong coaching and conflict resolution abilities.
- Must be able to work at all levels of HR – strategic, operational, and tactical.
- Demonstrated ability to work collaboratively with all staff and influence outcomes across departments.
- Excellent organizational skills and ability to motivate teams to produce quality materials within tight time frames and simultaneously manage several projects. Ability to respond to multiple and competing demands.
- Masters degree in Human Resources, Business, Organizational Development, Law or a related field from an accredited higher education institution preferred.
AFFIRMATIVE ACTION / EQUAL OPPORTUNITY EMPLOYER
Twin Cities PBS is proud to be an Affirmative Action, Equal Employment Opportunity, Veteran and Disability employer, and are committed to a diverse and inclusive workplace. If you need assistance and/or a reasonable accommodation during the application process, please contact us at lars@ballingerleafblad.com.
TO APPLY
Inquiries may be directed to Lars Leafblad: lars@ballingerleafblad.com
Applications will be accepted until June 23, 2023 or until the position has been filled, which may be earlier. There will be an immediate and ongoing review of candidates, so we encourage and appreciate early applications.
All inquiries will remain confidential.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)