Director of Talent Experience and Human Resources (ID:45876)

The Director of Talent Excellence & HR will play a key role in the ongoing design, development, implementation, and sustaining of integrated talent management and leadership development programs and its operating companies.

The Director of Talent Excellence & HR will also be expected to build strong collaborative relationships with leadership teams and provide them with expertise, guidance, and support for "best practices" on talent management, leadership development, and all areas of HR.

This role will be hybrid in either Fargo or Fergus Falls, MN.

Roles & Responsibilities :

Leadership and Employee Development Sustain and evolve enduring approaches to developing leaders and employees across all companies.

Ensure effective program and content development, course integration, competency analysis, vendor management and program evaluation.

Assist companies in needs analysis. Ensure coaching is provided for individual development plans, participating as needed.

Administers technology to support learning programs.

Effective Workplace : Employee Engagement, Respectful Workplace, DEI, Culture Collaborate with Operating Companies to "Create environments of opportunity with accountability where people are valued and empowered to do their best work", bringing alive our People Value to "build respectful relationships and create an environment where people thrive".

Guide enterprise-wide employee engagement assessment and response strategies, with responsibility for project and vendor management.

Support companies in educating and training leaders and employees to promote a respectful workplace. Evolve and lead diversity, equity & inclusion efforts.

Advise and support operating companies in understanding and evolving their cultures.

HR Operations & Compliance - Collaborate with operating companies to assist them in ensuring HR operations excellence, in areas of selection, retention, employee relations, performance management, employee relations and compliance.

Ensure effective practices and regulatory compliance is monitored and achieved across all companies. Advise on employee relations matters and participate in Code of Business Ethics investigations as needed.

Talent Management Ensure strategic hiring plan is developed and results obtained by coordinating / advising line management and other recruiting resources.

Ensure effective recruiting, assessment and selection methods are used for hiring and promotion. Participate as needed in sourcing, recruiting, hiring and retaining senior-level talent for the corporation and its operating companies.

Develop and support career planning efforts.

Succession Planning Ensure an effective enterprise-wide succession planning program is administered and reported annually.

Support Operating Companies in creating plans to achieve succession goals.

Organizational development Innovate for business impact. Collaborate with VP HR and peers to envision and navigate the effect of AI on HR function and the organization as a whole.

Support preparation for succession in HR. Ensure HR systems are documented and sustained across all companies (compliance, knowledge management).

Special Projects Direct or perform special projects as needed, including serving in interim replacement roles.

Required Skills & Experience : (ensure this heading is bold)

• Ability and aspiration to assume broader roles at operating companies and corporate
• Minimum of ten years progressive HR Leadership experience; line management experience a plus
• Master's degree in business, human resources, industrial psychology, organizational development, or related area desired
• Thought leader
• Expertise in leadership development, organizational effectiveness & development, change management, talent management, recruiting, assessment, HR regulatory compliance, employee relations, HR operations
• Strong analytical, critical, and strategic thinking skills; a high degree of analytical ability to solve complex problems;

quantitative skills (finance, statistics, spreadsheet)

• Influencing skills at all levels in the organization
• Interpersonal Savvy Capable of building strong, supportive, and collaborative relationships. Relates effectively with all levels and functions in the organization.
• Approachable, a good listener, and an adept facilitator who can quickly find common ground to solve problems. Candid and open in communications at all levels
• Hands-on style and mindset strong "operator" mentality; strong focus on actions and outcomes
• Ability to get work done through others
• Strong business acumen - Knows how businesses work, both externally and internally. Has an understanding of key business drivers, organizational structures and systems, how to align areas of responsibility to achieve goals
• Bias for Action and Results Can focus efforts on achieving business results. Will take a stand when needed. Able to take personal ownership and responsibility and can be counted on to achieve agreed-upon results.

Can decide and act without the total picture when necessary. Proactive.

Process Management Knows how to create and reengineer processes that are effective, efficient, and aligned to deliver business results.

Knows how to organize people and activities in order to track and measure process results. Can simplify complex processes and get more out of few resources.