Company Name
Margaret A. Cargill Philanthropies
Company City
Eden Prairie
Company State
MN
Job Location
Hybrid
Company Information
Margaret A. Cargill Philanthropies (MACP) is the umbrella over the grantmaking foundations created by the late Margaret Cargill: Margaret A. Cargill Foundation and Anne Ray Foundation. MACP provides meaningful support through long-term relationships with strategic grantee partners across seven program domains: Environment, Disaster Relief & Recovery, Arts & Cultures, Teachers, Animal Welfare, Quality of Life, and Legacy & Opportunity. The collective assets of MACP place it among the 10 largest philanthropies in the United States.
The two foundations have separate boards and investment portfolios but share a common mission of providing meaningful assistance and support to society, the arts, and the environment.
Margaret A. Cargill Foundation is a private foundation that came into existence upon Ms. Cargill’s death in August 2006. At year-end 2022, MACF’s assets are approximately $3.3 billion.
Anne Ray Foundation is a supporting organization, which may make grants only to beneficiary organizations specifically named by Ms. Cargill. Year-end 2022, ARF’s assets are approximately $4.7 billion. MACP’s Philosophy of Grantmaking underscores the values and guiding principles of Margaret A. Cargill by: using education and innovation as a means to achieve core purposes; empowering people to be self- sufficient; maintaining a low profile while meeting the needs of others; supporting programs that could have a broad impact, having socially redeeming values and standards, and that value life; and relieving suffering in times of disaster. As a core element of its philosophy, MACP invests in long-term relationships with key grantee organizations in order to find solutions that are consistent with the values of both parties.
To live more fully into our philosophy of grantmaking, we adopted a DEIJ vision statement to guide our work; view it online here. The motivation and guidance for this diversity, equity, inclusion, and justice work is drawn from our mission and vision, our direction from Margaret Cargill, and the caring and compassionate culture we strive for through work with grantees, partners, and each other. Embracing this vision will have a transformational influence on our organization, our partnerships, the work we do, and the impact we ultimately seek.
MACP’s DEIJ Vision and the commitments embodied within are a living document, a guidepost, and they will evolve as we learn and grow. This statement is intended as a framework to guide our shared efforts as we develop the action steps and accountability measures necessary for the next phase of our work.
Job Description
SUMMARY
kpCompanies is leading the search for the next Manager, Human Resources Partner for Margaret A. Cargill Philanthropies. The Manager, Human Resources Partner, is a central partner for employees and managers by offering HR expertise and serving as a strategic thought partner and primary resource for coaching and guidance across a broad spectrum of people-related matters. This position requires a deep understanding of business operations and human resources knowledge to provide HR solutions and resources, including employee development and training, team development, performance management, employee relations, workforce planning, talent acquisition and onboarding, change management, and organizational development. The Manager, Human Resources Partner will develop and execute HR strategies and solutions to assist managers in meeting the needs of the Program Function. The role will also supervise and manage complex HR programs and projects to achieve MACP’s overall organizational priorities and objectives.
In this capacity, the Manager, Human Resources Partner, will offer expert assistance and guidance to employees and managers, fostering their professional growth. They are critical in supporting, developing solutions, and implementing employee development and training programs to enhance skills and capabilities, including supporting and strengthening the Program function team dynamics to encourage a collaborative work environment. They will manage employee relations matters to promote a harmonious and productive workplace and actively participate in the recruitment and onboarding process to ensure a seamless transition and positive experience for new hires. They will support and champion change management efforts and drive HR projects and programs in alignment with the organization’s mission. The Manager, Human Resources Partner will collaborate with others in support of work related to the organization’s diversity, equity, inclusion and justice vision and goals.
This position is a member of the Human Resources & Administration Team, which includes employees from Human Resources, Information Technology, Project Implementation and Office & Facilities. The position reports to the Director, Talent Development.
JOB RESPONSIBILITIES
• HR Partner Support for the Programs Functional Areas:
• Collaborate closely with managers and employees to build effective teams, nurture MACP’s culture, and enhance employee morale.
• Act as a strategic human resource partner for the leadership team by establishing effective relationships, recognizing trends, understanding group and team dynamics, and developing solutions that promote organizational and employee effectiveness.
• Act as primary liaison between the Programs functional group’s interests and needs and HR, working with the various HR specialties to ensure functional group needs are met.
• Identify training and coaching opportunities for individuals and teams and recommend appropriate internal or external approaches, including conducting training sessions as needed.
• Offer change management expertise and personalized coaching to employees and managers as required. Develop and implement change management strategies and support change that enables managers and employees to thrive.
• Partner with the Manager, Talent Acquisition, and hiring managers in the Program function to develop job descriptions, position requisitions, interview candidates, and compensation recommendations during the offer stage.
• Work closely with managers and the HR team to assist them and their teams in the offboarding process of an employee.
• Work collaboratively with HR team members and hiring managers to enhance the new employee onboarding program, ensuring a seamless transition for new hires, including transitions for promotions, transfers and offboarding by conducting exit interviews with employees.
• Lead trends and metric analysis in conjunction with colleagues to develop strategies, including the creation of relevant programs and policies, and to address Programs area needs.
• Provide day-to-day performance management guidance, including coaching, counseling, professional development, and corrective action.
• Manage and resolve employee relations issues by conducting effective, thorough, and objective investigations.
• Assist managers with resource planning, particularly in the case of separations or team members taking a leave of absence.
• Maintain a strong working knowledge of legal requirements related to employee management and partner with the Legal team as necessary.
• Provide HR policy guidance and interpretation.
• Participate in projects that support the Programs function as needed.
HR Program Oversight and Support for All Employees:
• Play a key role in MACP’s Multi-Year Talent Development Action Plans and HR projects by support and implement large-scale change initiatives. This includes close collaboration with the Director of Talent Development, MACP’s consultant teams, and the VP, Human Resources and Administration to identify and engage in relevant projects. This work involves participating in meetings, reviewing, and developing resources as needed, and implementing, owning, and sustaining final changes from the various projects.
• Manage, maintain, and monitor the Performing and Learning Program for all employees. This work includes overseeing the day-to-day processes, systems, communications, and continuous improvements to the program. Provide support, training and coaching for managers and employees, and develop resources, job aids, and other resources as necessary to help the overall program’s success.
Manage, maintain, and monitor the Leadership Development Program to support the development of MACP employees. This includes overseeing the day-to-day processes, communications, and continuous improvements with the various leadership resources such as SLll Leadership and Self-Leadership, Situation Behavior Impact (SBI) Model, Conflict Management, Manager 101 session, and leadership transitions and onboarding. Support the Director, Talent Development to build leadership content as needed to meet mangers’ evolving needs. Provide training, coaching, and mentoring for managers and develop resources and tools.
• Partner with the Director, Talent Development, and Senior HR Partner to identify and deliver general professional development training sessions to support employees.
• Participate in MACP’s Center for Effective Leadership (CEP) workgroup to help plan and implement the survey. Support the communications of the CEP survey and actions within the functions as needed.
• Acts as a change agent and inspire transformation by exemplifying positive change behaviors and facilitating change initiatives through effective change management and communications for program introductions and transitions.
• Work with the Communications function to develop communication plans for HR-related changes based on the performing and learning and leadership contents.
• Collaborate with the Manager, HR Operations to support HR policies and programs, leave management, and relocation as required
• Develop, maintain, and update relevant SOPs and resources as needed.
• Demonstrate flexibility and readiness to undertake other HR department tasks as assigned by management.
EQUITY + SALARY DISCLOSURE
Salary Range: $127,000 – $150,000
The actual starting salary of the candidate will be commensurate with years, breadth, and depth of relevant experience, education, certifications, credentials, special skills, accomplishments, and other factors relevant to the position.
PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT
The work environment is an office setting with a designated office or workstation at the Margaret A. Cargill Philanthropies office in Eden Prairie, Minnesota.
• We practice a hybrid work schedule with the expectation that employees will work in-office 3 days per week with the option to work remote up to two days per week.
• There may be occasions where it is required to be in-office more than 3 days in a week or on a day normally scheduled as a remote workday, depending on the role.
• We also practice shared in-office workdays on Tuesdays and Wednesdays and shared work hours between 9am-3pm Monday-Thursday and 9am-12pm Friday.
• Occasionally, the person in this role may be required to adjust to time pressures and frequent changes. This role may require an irregular schedule.
• This position is primarily a sedentary role with an adjustable sit/stand desk.
• The person in this position needs to occasionally move about inside the office to access file cabinets, office equipment, attend meetings or events, etc.
• Occasional or intermittent physical activities may include bending, reaching, twisting, stooping, or climbing.
• This position requires regular use of a computer to complete work responsibilities. It also includes regularly working with other office equipment and communication technology, such as a videoconferencing, telephone, copy machine, and printer.
• This role also frequently performs multiple tasks simultaneously and works closely with others as part of a team.
The above statements are not intended to encompass all functions and qualifications of the position; rather, they are intended to provide a general framework of the requirements of the position. Job incumbents may be required to perform other functions not specifically addressed in this description.
EQUAL OPPORTUNITY EMPLOYER
Margaret A. Cargill Philanthropies and kpCompanies are equal opportunity employers and all employees and applicants for employment are afforded equal opportunity in every area of hiring and employment without regard to race, color, ethnicity, religious creed, national origin, ancestry, sex, gender identity, age, disability, mental illness, sexual harassment, sexual orientation, genetics, military/veteran status, citizenship, arrest record, and any other legally protected characteristic.
All submissions are received in the strictest confidence.
Job Qualifications
Below are some of the typical requirements for a Manager, Human Resources Partner. We recognize that skill sets can be a complex combination of experiences. Even if your background does not exactly match these requirements but you have a passion for our work, we would love to hear from you and we recognize the value of transferable skills.
Education:
• Required: Bachelor’s degree in Human Resources or a related field, or equivalent experience.
• Desired: Master’s degree and/or SHRM Certification
Experience:
• 8 or more years of Human Resources experience providing support, coaching, mentoring, and guidance on HR-related matters related to employee development and training, employee relations, recruiting and onboarding, and change management.
• A deep understanding of HR principles, policies, and practices, including employment laws and regulations for providing expert guidance and support to employees and managers.
• Demonstrated leadership experience managing and implementing HR programs such as leadership development, learning and professional development, and change management.
• Demonstrated experience providing coaching, training, mentoring, and performance management guidance to senior leaders, people managers and employees.
• Experience in performance management processes, including coaching, counseling, professional development, and corrective action to improve employee performance.
• Strong experience designing and delivering training programs, as well as identifying opportunities for individual and team development, are crucial to enhancing employees’ skills and capabilities.
Other required Knowledge, Skills, and Abilities:
• Ability to establish strong, trusting relationships and work closely with managers and employees to build effective teams, align with the organization’s culture, and enhance morale.
• Champion MACP’s vision and commitment to diversity, equity, inclusion, and justice (“DEIJ”) by demonstrating awareness of systemic racism and other forms of structural injustice and committing to advance DEIJ efforts by embedding it into team and organization-wide goals and work.
• Demonstrated commitment to intercultural understanding and sensitivity with the ability to lead teams through the operationalization of DEIJ into strategy, processes, practices, and relationships.
• Strong verbal and written communication and presentation skills to effectively convey HR policies, changes, and other relevant information to employees and managers.
• Strong skills in managing and resolving employee relations issues through objective investigations, conflict resolution, facilitating crucial conversations, and effective communication.
• The ability to coach and mentor both employees and managers to foster professional growth and enhance leadership skills.
• Collaborating with other HR team members, departments, and external consultants to achieve HR and organizational goals.
• Familiarity with HRIS (Human Resources Information System), performance management and learning management systems, and other HR technology tools to support HR operations.
• Demonstrated ability to handle confidential and sensitive information with integrity.
• Proven ability to work in a dynamic and multi-faceted work environment.
How to Apply
Interested candidates should submit a cover letter, resume, and salary expectations no later than 9:00pm on Sunday, June 30, 2024 on our website.