Deputy Human Resource Director, Talent Strategy and Workforce Design

Join 1700+ professionals at the Department of Employment and Economic Development (DEED) working to empower the growth of Minnesota’s economy, for everyone. DEED programs promote business recruitment, expansion, and retention; international trade; workforce development; and community development.DEED is seeking a mission-driven Human Resources Manager to serve as the Deputy Director focusing on Talent Strategy and Workforce Design. This position will provide senior strategic leadership and executive oversight for agency-wide workforce design, talent acquisition, classification and compensation strategy, workforce planning, and assigned HR policy and strategic project functions.This advanced-level managerial position plays a pivotal role, assisting the HR Director in shaping and advancing DEED’s human capital strategies by navigating and advising senior leaders on highly complex and sensitive workforce strategy matters, including organizational structure, staffing models, labor market challenges, classification and compensation issues, and enterprise HR policy or process changes.This position will be based out of the St. Paul office. This position is telework eligible, though telework options are dependent on where the employee lives. Staff are provided with the tools and equipment to be successful in a virtual work environment. Please note, the telework policy could change with notice based on business needs.This position requires occasional regional or overnight travel a few times per year or based on operational needs.Minimum QualificationsPlease ensure that your resume clearly describes your experience in the areas listed and indicates the beginning and ending month and year for each job held. Only applicants whose resumes clearly demonstrate fulfillment of each of these minimum qualifications will be considered for this position.Four (4) years* of advanced human resources experience in workforce design, recruitment and selection, job classification evaluation and compensation strategy, or workforce planning that demonstrates organizational commitment to employee value.This experience must also demonstrate proficiency in the following:One (1) year of supervisory/managerial experience.Knowledge of job design, analysis, classification, and compensation to ensure positions are properly classified, legal and regulatory requirements are met, and equitable pay is established.Experience independently interpreting and applying federal and state employment laws, rules, statutes, policies, procedures, collective bargaining agreements and compensation plans and how they relate to classification, the recruitment and selection process, affirmative action and equal employment opportunity.Experience developing and implementing HR policy or strategic initiatives.Experience consulting with executive leaders on HR strategy, workforce design, and workforce planning.Experience addressing and strategically resolving highly complex or sensitive HR challenges involving significant organizational impacts, legal considerations, cultural transformations or state/organization-wide implications.*Associate’s degree in Human Resources, Business Management, Organizational Development, Public Administration, Employment Law or other closely related field as determined by the agency may substitute six (6) months of experience; bachelor’s degree substitutes for one (1) year of experience; master’s degree substitutes for eighteen (18) months of experience; PhD substitutes for twenty-four (24) months of experienceMinimum qualifications to be assessed during the interview process:Human relations/interpersonal skills sufficient to develop/maintain a cohesive HR team and effective work relationships; and tactfully present/explain information to internal and external customers.Effective communication skills sufficient to effectively respond to questions, develop, explain, and support HR policies and processes, represent the division on statewide and agency workgroups and arbitrations, etc., and develop and deliver presentations.Analytical, critical-thinking, and problem-solving skills sufficient to evaluate complex information and issues; identify, analyze, and present options; make sound decisions and implementation plans; and provide guidance to management on a variety of HR-related issues.Commitment to treating employees inclusively in the areas of reasonable accommodations, individualized resource needs, training and development, irrespective of cultural differences.Working together to improve the state we love. What do Minnesota's State employees have in common?A sense of purpose in their workConnection with their coworkers and communitiesOpportunities for personal and professional growthBenefits As an employee, you'll have access to one of the most affordable health insurance plans in Minnesota, along with other benefits to help you and your family be well.Your benefits may include:Paid vacation and sick leave12 paid holidays each yearLow-cost medical, dental, vision, and prescription drug plansFertility care, including IVFDiabetes careDental and orthodontic care for adults and children6 weeks paid leave for parents of newborn or newly adopted childrenPension plan that provides income when you retire (after working at least three years)Employer paid life insurance to provide support for your family in the event of deathShort-term and long-term disability insurance that can provide income if you are unable to work due to illness or injuryTax-free expense accounts for health, dental, and dependent careResources that provide support and promote physical, emotional, social, and financial well-beingSupport to help you reach your career goals:Training, classes, and professional developmentFederal Public Service Loan Forgiveness Program (Some positions may qualify for the Public Service Loan Forgiveness Program. For more information, visit the Federal Student Aid website at studentaid.gov)Employee Assistance Program (EAP) for work/life support:A voluntary confidential program that helps employees and their families with life challenges that may impact overall health, personal well-being, or job performanceCommon sources of stress can be addressed through the EAP: mental health, relationship challenges (personal and work), grief and loss, finances, and legal issuesDaily Living/Convenience Services: Chore services, home repair, trip planning, child/elder carePrograms, resources and benefits eligibility varies based on type of employment, agency, funding availability, union/collective bargaining agreement, location, and length of service with the State of Minnesota.