Manager of Human Resources - Talent Management

We are the Metropolitan Council, the regional policy-making body, planning agency and provider of essential services such as bus and rail system, wastewater treatment services, and regional parks. We are committed to valuing and respecting the diversity of our employees, our customers and the residents of the metropolitan region. Visit our website.

Human Resources works with all divisions of the Metropolitan Council to provide proactive solutions for the Council's workforce needs in the areas of recruitment, hiring, labor relations, benefits, training, organizational development, occupational health, and wellness.

How your work would contribute to our organization and the Twin Cities region:
The Manager of Human Resources - Talent Management will provide work direction, coaching, and supervision to their Talent Management team. The incumbent in this position will oversee the full recruitment lifecycle, streamlining HR operations and ensuring that HR practices align with business objectives, thereby creating a seamless experience for applicants and hiring managers. This position will assist with recommendations and updates to develop and implement short- and long-term strategic goals for the Council recruitment and selection process.

This position is eligible for a hybrid (both remote and onsite) telework arrangement, currently 80% remote, 20% onsite in Minneapolis or St. Paul Minnesota. Candidate's permanent residence must be in Minnesota or Wisconsin.

• Manage own team's recruitment, testing, and selection process. Monitor day-to-day work progress, ensuring the applicant tracking system and internal tracking documents accurately reflect the current stage of the recruitment process.
• Set and communicate performance expectations; track individual performance against agreed upon goals; coach, counsel and develop skills of employees; maintain performance documentation; and evaluate performance on an annual basis.
• Participate and lead HR initiatives to make innovation and process improvement a part of the culture. Create/update/provide input to Human Resources policies and procedures.
• Interview, select, hire, train, supervise, and evaluate Talent Management staff.
• Build relationships with client department managers to provide consultation and ensure regular communication and customer satisfaction.
• Manage vendor relationships. Establish, negotiate, and execute contracts and service requirements.
• Optimize technology to enhance day-to-day work. Maximize capabilities of applicant tracking system and HRIS. Ensure data accuracy through regular audits. Leverage data to identify and analyze issues and trends to support decision-making and process improvement.
• Provide input and review management proposals for labor negotiations.
• May complete full-cycle recruitment activities for new, difficult-to-fill, and/or management-level positions during peak recruitment periods.
• Attend recruitment events and job fairs outside of regular business hours.

Any of the following combinations in completed education (degree field of study in Human Resources or related field) and experience (in recruitment and selection, job classification and analysis, organizational structure, performance management, employee relations, and federal and state employment laws):

• High school diploma/GED with ten or more years of experience including three or more years of managerial, supervisory, or lead worker experience
• Associate degree with eight or more years of experience including three or more years of managerial, supervisory, or lead worker experience
• Bachelor's degree with six or more years of experience including three or more years of managerial, supervisory, or lead worker experience

• SPHR or SHRM-SCP certification
• Human resources public sector experience
• Human resources experience within a multi-union environment
• Experience with applicant tracking and HRMS systems (preferably NeoGov and PeopleSoft)
• Recent experience with diversity, equity, and inclusion activities/projects

• Principles and practices of recruitment, applicant assessments, position classification (preferably the Hay position classification methodology), and compensation
• Personnel management principles and techniques, including interviewing, selection, training, supervision, evaluation, motivation, discipline, and staff development
• HRMS systems (PeopleSoft preferred); online applicant tracking, onboarding, and performance management systems (NEOGOV preferred) for managing human resources processes; and word processing/spreadsheet programs (MS Office applications preferred)
• Public sector human resources rules and regulations; state and local laws and regulations relating to human resources
• Principles of negotiating and reaching agreement
• Methods of administrative problem-solving
• Research and analysis methods and principles

• Plan, organize, manage, and evaluate work performed with a focus on continuous improvement
• Build an equitable and inclusive work environment that fully engages staff in achieving organization objectives
• Value differences by including multiple perspectives in planning, problem solving, and decision-making
• Interpret and apply organizational policies and procedures
• Develop effective, collaborative working relationships and gain the confidence and trust of key customers and stakeholders
• Effectively utilize systems and innovation to improve efficiency and outcomes
• Provide clear and effective written and verbal communications
• Handle conflict situations effectively
• Adapt leadership and approach to address shifting demands of different situations and multiple stakeholders

• We offer the opportunity to make a difference and positively influence the Twin Cities metropolitan area.
• We encourage our employees to develop their skills through on-site training and tuition reimbursement.
• We provide a competitive salary, excellent benefits, and a good work/life balance.

Union/Grade: Non-Represented/Grade J
FLSA Status: Exempt
Safety Sensitive: No

Your work environment:
You would perform your work in a standard office setting. Work may sometimes require travel between your primary work site and other sites.

Steps involved in the recruitment process:
1. We review your minimum qualifications.
2. We rate your education and experience.
3. We conduct a structured panel interview.
4. We conduct a selection interview.

Once you have successfully completed the steps above, then:

If you are new to the Metropolitan Council, you must pass a background check, which verifies education, employment, and criminal history. If you have a criminal conviction, you do not automatically fail. The Metropolitan Council considers felony, gross misdemeanor, and misdemeanor convictions on a case-by-case basis, based on whether they are related to the job and whether the candidate has demonstrated adequate rehabilitation.

If you are already an employee of the Metropolitan Council, you must pass a background check, which verifies education and employment. A criminal background check is required if the job you're applying for is safety sensitive, is a supervisory or management job, is in the Finance, Information Services, Audit, or Human Resources departments, or has access to financial records, files/databases, cash, vouchers, or transit fare cards. IMPORTANT: If you make a false statement or withhold information, you may be barred from job consideration.

The Metropolitan Council is an Equal Opportunity, Affirmative Action, and veteran-friendly employer. The Council is committed to a workforce that reflects the diversity of the region and strongly encourages persons of color, members of the LGBTQ community, individuals with disabilities, women, and veterans to apply.

If you have a disability that requires accommodation during the selection process, please email HR-OCCHealth@metc.state.mn.us