Below is specific information for you to consider about this position.

Job Title: Director, HR Business Partners  and Requisition ID number: 101777

Close Date:  No established closing date;  open until filled

Organizational Unit:  Division of Human Resources (10000975) 

Site:  Davis Center (0001) 

FTE:  1.0 (52 weeks); this is based on full-time equivalency with 1.0 being full time

Union:  MACA(02) 

Functional Area:  Administrative 

Salary: MACA, Grade 79, $120,630 - $150,648

Resume and Cover Letter are mandatory to apply for any position.

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SUMMARY
Manages and oversees the Human Resources Business Partnerships department and ensures that all programs and procedures adopted stay aligned with the District’s values; collaborates with the business leaders, executives/cabinet and guides the spearheads with the development of HR strategies and approaches to attract, develop, and retain talent in the business.

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:

•    Directs the activities and staff of the Human Resources Business Partnerships team; manages labor relations including mediation, dispute resolution, employee discipline, negotiations, contract administration and implementation; advises, counsels, supports, and trains District managers on collective bargaining issues; maintains collaborative working relationships with the union representatives.
•    Manages employee due process issues; advises and counsels staff, collects information, directs investigations, conducts meetings, and develops recommendations on employee performance and misconduct matters; prepares agreements, action plans, reports and resolutions as required.
•    Directs administration of labor contracts, including facilitating labor/management meetings, interpreting and advising on the implementation of contract language, and preparing memorandums of agreement to amend terms and conditions of employment.
•    Serves as the lead negotiator for collective bargaining agreements.
•    Evaluates and responds to grievances and advises staff on appropriate response; coordinates grievance meetings, mediations, arbitrations, hearings, and settlement conferences; negotiates and drafts settlement agreements.
•    Reviews and analyzes disciplinary, arbitration, and grievance data to determine trends; develops recommendations for revised policies and procedures; coordinates development of the approach to labor negotiations; serves as a lead negotiator on labor agreements; provides training and advice to staff on their roles on the negotiations team.
•    Develops infrastructure to assure that effective systems are in place to address contract administration and due process issues; analyzes discipline, grievance and arbitration trends; develops comprehensive negotiations plan to assure cost containment and alignment with district goals.
•    Plans, organizes, and directs the planning, forecasting, staffing, recruiting, talent management and placement of all District staff. 
•    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.
•    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.
•    Accesses highly confidential documents relating to the bargaining process and maintains strict confidentiality of document content and meeting discussions.

MINIMUM QUALIFICATIONS
To successfully perform job, incumbent must be able to perform each essential duty satisfactorily.  Requirements listed are representative of the knowledge and skills.

Education, Training and Experience Guidelines 
•    Master’s Degree in Business Administration, or related field; AND
•    Seven (7) years of professional labor relations and human resources generalist experience; OR 
•    an equivalent combination of education, training and experience as determined by Human Resources.

Knowledge of: 
•    Innovative practices and strategies for labor negotiations and employee relations. 
•    Principles and practices of public sector administrative management, including cost accounting, budgeting, purchasing, contract management, customer service and employee supervision. 
•    Techniques and practices for efficient and cost-effective management of resources. 
•    Legal, ethical, and professional rules of conduct for public sector employees. 
•    Principles of recruiting, training, performance management and organizational development. 
•    Principles, practices and methods of compensation structure, research and analysis, benefits program management, and employee relations. 
•    Principles and practices of effective employee search and selection.
•    Techniques and methods for long-range strategic and financial planning. 
•    Specialized software applications, including Human Resources Information System (HRIS). 
•    State and Federal laws, statutes, rules, codes and regulations governing HR functions, including recent case law on employment issues. 
•    Organizational and functional responsibilities of HR Department work groups. 
•    Principles of confidential records and file management.

Skill in:
•    Providing professional human resources advice and support in a variety of disciplines and functions.
•    Prioritizing multiple tasks, and delegating tasks and authority.
•    Directing and coordinating MPS human resources operations.
•    Analyzing problems, resolving disputes and grievances, and recommending effective solutions. 
•    Reading, interpreting, understanding, and applying employment standards and procedures, Federal and state rules, and regulations, and MPS policies and procedures. 
•    Reviewing operations and ensuring MPS compliance with all HR laws, regulations, and rules. 
•    Developing and administering human resources plans, policies, and procedures. 
•    Managing staff, delegating tasks, and authority, and coaching to improve staff performance. 
•    Assessing and prioritizing multiple tasks, projects and demands. 
•    Excellent verbal and written communication skills. 
•    MS Office Suite proficiency and other related software. 
•    Building and maintaining strong, trusting relationships with employees and senior leadership. 
•    Innovative practices and strategies for labor negotiations and employee relations. 
•    Using initiative and independent judgment within established procedural guidelines.
•    Interpreting, applying and explaining complex federal, state and local laws related to the administration of a public personnel/human resources system.
•    Working collaboratively with a variety of individuals from various socio-economic, ethnic and cultural backgrounds.
•    Communicating effectively verbally and in writing.

LICENSE AND CERTIFICATION REQUIREMENTS 
Continued employment is contingent upon all required licenses and certificates being maintained in active status without suspension or revocation.

•    Minnesota State Driver’s License. 
•    Certification as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) within one (1) year of date of hire.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT
The physical demands described herein are representative of those that must be met by an employee to successfully perform the essential functions of the job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 
 

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Final candidates may be invited to interview with a committee.  Final appointment to this position will be contingent upon passing a criminal background check.
 
COMMITMENT TO DIVERSITY:
 
Diversity is one of Minneapolis Public Schools core values and is essential to our goal of putting children first and making them college-ready.  Diversity of our workforce provides us with a competitive advantage and allows us to better understand, communicate with and educate our diverse student body. Minneapolis Public Schools will not deny anyone the opportunity for training or employment because of race, color, creed, religion, national origin, gender or gender identity, marital status, status with regard to public assistance, disability, sexual orientation, age, family care leave status, or veteran status.

Minneapolis Public Schools strongly encourages diverse candidates to apply.

Posting Notes: | [No Established Closing Date]  | Division of Human Resources (10000975)  | Davis Center (0001)  | Administrative