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Chief of Human Resources - Harvest Network of Schools, Minneapolis, MN

Posted on 5/18/2017 7:45:46 PM

Listing expires 6/15/2017

(ADA/Text Version)




Salary Grade/Level/Range

          Based on Experience


Reports To:

          Chief Executive Officer




The Chief Human Resources Officer for the Harvest Network of Schools (HNS) is responsible for establishing best in class Human Resource (HR) practices and is an integral member of the leadership team.  This role reports to the HNS President and is responsible for:


  1. Crafting and implementing HR programs to attract, retain, and develop talent across the Network to support HNS strategic priorities. 
  2. Working in coordination with the Executive Team to create and execute programs and initiatives related to all aspects of human resource management. 
  3. Leading key areas of focus, including but not limited to talent acquisition, talent management, compensation and benefits, employee relations, and HR compliance. 


This leader must be a self-started, strategic thinker, action-oriented, and possess change and learning agility.



HR Strategy

  • Organizational design – Design and implement effective workflow, organizational structures, and systems to enable optimal performance.
  • Change Management – Lead the change management process leveraging various change theories to create a shared vision; design a thorough action plan to transition from the current state to a new, improved state of operation; and evaluate the impact of the change.
  • HR metrics and scorecards - Create and communicate HR metrics and scorecards, including benchmarking best in class performance to define measures of success.



  • Talent Acquisition – Oversee the recruitment, selection, and offer process to identify and hire top talent.  This includes creating job descriptions, identifying sourcing partners as needed, selection assessments, and interview skills training to ensure a compliant and effective selection process.
  • New Employee Orientation and Onboarding – Create a process and program to successfully support new employees as they join the HNS team.  This includes:
    • Pre-boarding: the timely completion of the background check, new hire paperwork, benefits enrollment, and other pre-day-one activities. 
    • New employee orientation:  The in-person and virtual engagement program to provide new employees with relevant information about the Harvest Network of Schools, our vision and mission, and how we contribute to educating in the Minneapolis community.
    • Onboarding: The ongoing support for new employees as they integrate into their roles during 6-12 months of employment.
  • Contingent/Vendor Program – Ensure a compliant and effective vendor process from vendor selection through contract ending and evaluation.
  • Equal opportunities employment programs – Execute the appropriate programs to ensure equal opportunity to a diverse candidate pool.


Retain & Develop

  • Compensation and Benefits – Conduct market analysis, benefits selection, compensation review, and the annual salary adjustment process to provide recognition, pay for performance, and competitive benefits package.
  • Learning and Development/Leadership Development – Identify development needs through a thoughtful assessment process; design, develop, or outsource to provide the appropriate development offerings; and evaluate training outcomes and return on investment. Maintain the appropriate certifications and training records for all employees.
  • Employee Engagement and Retention – Partner with HNS leadership to create an engaging environment that retains top talent.  Conduct annual engagement survey to assess engagement and satisfaction levels and lead action planning to re-enforce areas that support and hinder achieving teacher satisfaction.  Measure employee turnover, create a meaningful action plan to address regrettable loss, and execute the plan to retain strong performers.  Conduct exit interviews to gain insights from former employees to leverage in engagement and retention plans.
  • Performance Management – Execute a meaningful performance management process to include goal-setting, regular coaching and feedback, and the annual performance review process. 
  • Succession Planning – Conduct an annual succession planning process to identify top talent and successors for key leadership and critical roles.  Develop a talent strategy and execute an action plan to ensure the HNS has the pipeline of talent needed in key roles. 


HR Administration

  • HR Policy – Create and administer HR policies and procedures in accordance with all applicable laws and Network policies.
  • Environmental health and safety – Partner with the appropriate administration leadership to ensure compliance with environmental health and safety procedures.
  • Employee Relations – Conduct investigations, address employee/manager grievances, implement corrective action/counseling, and complete the termination processing.
  • HR Compliance – Implement applicable federal, state and local requirements.  Maintain records, policies, and guidelines.  Ensure all required training is complete. 
  • Leave Administration - Administer FMLA, STD, LTD, workers’ compensation programs to HNS employees.
  • Employee Records – Device a system of record to maintain all required employee data in accordance to the appropriate data privacy laws and regulations.


Planning and overseeing the HR department budget


Coach and Advisor – Serve as a coach and advisor to the HNS administration.  Provide strategic, proactive partnership to HNS leadership.


Other duties as assigned



Demonstrated areas of competence -

  • Excellent in written and verbal communication skills
  • Ability to exercise independent judgment and discretion, as well as maintenance of confidentiality.
  • Experience in program/process design, as well as process improvement skill set
  • Solid judgment and ability to execute on a daily basis with a bias for action
  • Experience in leveraging data/metrics to identify trends and proactively address
  • Strong relationship building and stakeholder management skills


This job operates in a professional office environment.  This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.



The physical demands described within this job description 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.  While performing the duties of this job, the employee is regularly required to be independently mobile.  The employee is also required to interact with a computer, and communicate with peers and co-workers.



This is a full-time, year round position.  Days and hours of work are Monday through Friday, 8:00a.m. to 5:00p.m.  The Harvest Network of Schools has a unique culture with a high work standard.  At times, employees are required to work long hours, including nights and weekends (as needed), as well as maintain a flexible schedule to meet the needs of students and staff.  As such, additional duties beyond those highlighted may be required.


  • Bachelor’s degree
  • 10 years of progressive human resources experience
  • 5 years’ Human Resources management and leadership experience


Strongly Preferred Qualifications

  • Bachelor’s/Master’s degree in human resources, industrial relations, communications, counseling, psychology, or business
  • Project management experience
  • Facilitation experience
  • Ability to work effectively with all levels of employees and management
  • Strong organizational and analytical skills with the ability to manage multiple priorities and synthesize complex information
  • High level of computer literacy


SALARY RANGE - Negotiable based on experience


To apply for this position please send your resume and cover letter to:


Nick Robinson

Director of Talent Recruitment

Direct: 612-222-1318