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HR Director and DEI

Minneapolis, Mn

Position Profile: Director of Human Resources and DEI

kpCompanies is leading the search for the next Director of HR and DEI for the Minneapolis Public Housing Authority. This will be a highly visible, influencing leader with the vision and change management ability to move the Minneapolis Public Housing Authority agency forward weaving Diversity, Equity, and Inclusion throughout the organization and in Human Resources policies and procedures. The Director of Human Resources and DEI will guide all functions of HR while fostering  a Diverse, Inclusive and Equitable culture, supported by 2 HR Managers, 3 HR Coordinators. Key areas include: strategy development, recruiting, retention, compensation, contract negotiations and DEI initiatives.

 

THE ORGANIZATION: Minneapolis Public Housing Authority

MPHA is a proud equal opportunity employer that features a team of professionals dedicated to fulfilling the agency’s mission and committed to providing good, safe, and affordable places for low-income individuals and families to call home.

 

POSITION:

The primary purpose of this position is to direct all aspects of the Human Resource Department, its practices and operations in order to meet the needs of the Minneapolis Public Housing Authority. The incumbent is responsible for developing the Authority’s people programs including its diversity, equity, and inclusion program (DEI), and service delivery strategies, enhancing organizational decision-making and approaches for securing growth on an organization-wide scale. The incumbent is also tasked with facilitating strategic planning and initiatives, change management, and organizational design.

 

All activities must support the Minneapolis Public Housing Authority’s (“MPHA” or “Authority”) mission, vision and values.

 

We are looking for a…

 

Strategy Leader. An empathetic, visionary and collaborative leader with demonstrated knowledge of HR policy and procedures  as well as a deep understanding of DEI initiatives and implementation to improve culture, retention, and organizational culture.

 

People Leader. Guides, influences, trains, develops, and communicates with staff to foster effectiveness, belonging and growth.

 

Program and Project Management. Plans, manages and evaluates specific activities in order to deliver the desired outputs.

 

 

JOB DUTIES AND RESPONSIBILITIES:

The position duties and responsibilities listed below describe the general nature and scope of work. Other responsibilities, duties and skills may be required and assigned, as needed.

 

  • Directs the work of staff including, but not limited to, assigning, planning, and reviewing work, evaluating work performance and completing performance evaluations, coordinating activities, maintaining standards, allocating personnel, selecting new employees, training, acting on employee problems, and recommending and implementing discipline.

 

  • Sets the organization-wide diversity, equity and inclusion framework, vision, goals and practices.

 

  • Ensures impactful diversity and inclusion programs, practices, and engagement, while adhering to all compliance and regulatory requirements.

 

  • Reinforces the DEI program by measuring results and ensuring accountability.

 

  • Fosters an environment of dialogue, collaboration, community, and inclusion as evidenced by active delivery and/or participation in all core organization events.

 

  • Ensures that diversity and inclusion awareness training is provided and tailored for relevance.

 

  • Utilizes broad human resource knowledge to resolve employment issues, initiate new projects, and improve the effectiveness of current Authority operations through personnel management initiatives.

 

  • Coaches and counsels’ managers and supervisors in human resources management and employment-related issues to implement organizational objectives and minimize liability.

 

  • Develops staffing strategies and implementation plans to identify talent within and outside the organization for positions of responsibility; identifies appropriate and effective external sources for candidates for all levels within the company.

 

  • Develops, recommends, and implements appropriate training, development processes, and programs, including health insurance and other benefit related insured products; performs annual health insurance plan review to ensure cost competitiveness; monitors ongoing cost of health insurance against actual projections and national trends.

  • Directs, develops, and implements a performance evaluation process that contributes to the achievement of organizational goals; develops and integrates appropriate organizational competencies that facilitate the achievement of organizational performance goals; monitors employee performance, identifies performance gaps, and modifies performance processes to optimize employee performance.

 

  • Oversees the payroll process for the Authority, ensuring payroll practices are followed and payroll actions are administered in a timely manner.

 

  • Ensures compliance with federal, state and payroll related regulations and laws.

 

  • Manages corrective action processes, ensuring that managers are effectively attending to employee performance problems on a timely basis and that they have the tools and training necessary to appropriately and consistently resolve performance problems.

 

  • Advises managers on employee discipline, policy application, and appropriate language for written disciplinary actions; as necessary, meets directly with employees and writes disciplinary actions and performance improvement plans.

 

  • In conjunction with Legal Counsel, advises on Equal Employment Opportunity (EEO), Age Discrimination in Employment Act (ADEA), Health Insurance Portability and Accountability Act (HIPAA), Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), wrongful discharge, contracts, labor law, and other employment related legal issues.

 

  • Manages employee and human resources-related files according to Authority needs and legal requirements; ensures accuracy and efficiency in all record keeping activities; ensures that departmental filing is completed as required.

 

  • Implements systems that will improve the overall operation and effectiveness of the human resources and payroll functions, including the management of human resource and payroll information systems databases for the production of critical analyses and reports.

 

  • Determines long-term objectives and short-term goals for human resources and payroll.

 

  • Administers the department's annual budget; monitors and approves expenditures.

 

  • Creates and implements succession plans for agency leadership, ensuring the agency can capture and retain critical knowledge of retiring or departing agency leaders.

 

  • Develops an agency compensation philosophy to serve as a guidepost for all agency  discussions and decisions on employee compensation.

 

  • Performs related duties as required.

 

REQUIRED QUALIFICATIONS:

 

Below are some of the typical requirements for an HR Director and DEI. 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.

  • Bachelor’s degree in human resources management, public or business administration or a related field. An equivalent combination of education, training and experience that provides the desired knowledge, skills and abilities may be considered.

  • A minimum of seven (7) years of experience in general human resources

  • A minimum of three (3) years in a supervisory capacity. 

  • Preferred experience working in a union environment. 

  • Some positions may require possession of a valid driver’s license. Those positions may also require use of a personal vehicle and evidence of individual automobile insurance coverage, or the ability to be insurable under the Authority’s automobile insurance plan at the standard rate. 

  • Must pass a criminal history background check.

  • Strong computer skills (MS Word, Excel, and Outlook). Must have the ability to learn other computer software programs as required by assigned tasks.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

To perform this job successfully, the employee is frequently required to remain in a stationary position. Daily movements include sitting; standing; reaching and grasping; operating computers and other office equipment; moving about the office; and attending onsite and offsite meetings. The employee must be able to exchange information in person, in writing, and via telephone. The employee must occasionally transport up to 25 pounds.

 

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

The work environment requires a demonstrated ability to interact effectively with persons from diverse economic, social, and ethnic backgrounds, including new immigrants, limited English language proficiency clients, and clients with a variety of mental health issues and other disabilities.

Office environment. The noise level in the work environment is usually moderate.

 

HOW TO APPLY:

 Interested candidates should submit cover letter, resume, and salary expectations no later than 9:00pm on Sunday, September 18th, 2022. You can apply here: https://kprecruiting.catsone.com/careers/28261-General/jobs/15624191-HR-Director-and-DEI/

 

 

Equity & Salary Disclosure

We believe in practices that create real equity and pay parity regardless of background or identity and 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 fully understand the needs of each candidate 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 suggests. 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 are always looking for top-notch talent to introduce to our clients. Should the salary or any other requirement not be a 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 as well as discuss salary and compensation - just give us a call, we’d be happy to discuss!

 

  • All submissions received in strictest confidence. Both kpCompanies and the Minneapolis Public Housing Authority  are equal opportunity employers.

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