Jobs Board

Senior Manager, Talent and Culture (McKnight Foundation)

Company Name

McKnight Foundation

Company City


Company State


Job Location

Minneapolis, MN

Company Information

Job Description

The McKnight Foundation is in an exciting transition and culture-building period and seeks an agile human resources leader to support its forward momentum. Reporting to the Vice President of Finance and Operations (VPFO), the Senior Manager of Talent and Culture is a member of the human resources department and focuses on managing all aspects of the talent management function, stewarding culture, and supporting diversity, equity, and inclusion while fostering a culture of high trust + high expectations. Areas of direct responsibility include, but are not limited to: recruitment, onboarding, performance management, learning and development, employee relations, and organizational effectiveness. The Senior Manager of Talent and Culture supervises the Compensation and Benefits Manager, who is responsible for payroll, compensation administration, benefits, HRIS, and compliance. As one of the leaders in the Foundation’s work on diversity, equity, and inclusion (DEI), the Senior Manager of Talent and Culture is a culturally competent, collaborative, and empathetic individual who embodies and supports the Foundation’s values of curiosity, respect, equity, and stewardship.

The Senior Manager of Talent and Culture is a member of the Enterprise Operations Leadership Team which includes finance, human resources, information technology, reception, and facilities. This role collaborates across the Foundation, influences and supports change, builds understanding, and facilitates communication between leadership and staff. The Senior Manager effectively collaborates up, down, and across the Foundation to implement enterprise-wide programs and practices that attract, develop, and retain diverse, high-performing talent. This is a functional leader who must be effective at toggling between strategic thinking and tactical implementation. The ideal candidate is an experienced coach and seasoned manager with high emotional intelligence (EQ) and consensus-building skills. Hands-on work experience as a generalist in an employee-centric, fast-paced, small- to medium-sized nonprofit organization is ideal. Familiarity with Foundations is a big plus. The Foundation’s 60+ current employees work in a hybrid environment, with three days per week in its Minneapolis headquarters. Located in the historic Mill City Museum complex, staff enjoy thoughtfully-designed space, proximity to parks and amenities, and stunning views of the Mississippi River.

Direct report: Compensation and Benefits Manager

Essential Responsibilities

Lead the staffing process for the Foundation to recruit, retain, and support a diverse, effective, and engaged staff.
– Consult on organization structure and partner with managers to design and develop position descriptions.
– Recommend the recruitment strategy that best aligns with the needs of the position-specific hiring process.
– For internally led processes, work with the communications team and hiring manager to develop and execute strategies to source a diverse pool of highly qualified candidates. For externally led processes, act as a search firm’s primary point of contact.
– Work with the hiring manager to vet candidates and bring forward a diverse slate of qualified candidates.
– Develop interview questions to explore the candidate’s technical, communication, conflict resolution, and intercultural competency skills.
– Provide training for interview team members on effective, legal, and unbiased interviewing techniques. – – Serve as a member of the interview team for assigned positions.
– Partner with the human resource team and hiring manager to provide a robust and effective onboarding process for new hires.
– Serve as a resource for employees and managers in addressing and resolving human resource issues, including performance and conflict resolution.
– Provide coaching and internal mentorship for employees as needs/requests emerge.

Align policies, practices, and processes to support a culture with high trust and high expectations and design, implement, and lead talent development strategies for the Foundation.

– Engage with leadership and others to plan and support Foundation-wide talent development opportunities to advance the Foundation’s internal commitment to DEI and in support of the Foundation’s mission and values.
– Foster and build a trust and transparent communication culture that honors differing viewpoints, finds common ground, and inspires engagement.
– Serve as a confidential resource for staff members and management to address workplace issues through active listening, proactive problem-solving, mediation, and conflict-resolution techniques.
– Support staff members and management to identify professional learning and growth opportunities that develop their position-specific knowledge, skills, and competencies.
– Consult with managers and employees on annual professional development plans to develop position-specific knowledge, skills, abilities, and growth-edge strategies.
– Work with the VP of Finance and Operations, DEI Manager, Compensation and Benefits Manager, and other leaders to align current and emerging policies, practices, and processes with the Foundation’s mission, values, strategic framework, and DEI statement.
– Ensure that all Foundation human resource policies, practices, and processes comply with local, state, and national laws.

Design and oversee the Foundation’s total rewards strategy.

– Ensure the total rewards strategy aligns with the Foundation’s values and effectively supports the recruitment and retention of talent; communicate the total compensation strategy to staff.
– Coordinate with the Compensation and Benefits Manager to complete annual salary and benefits surveys.
– Partner with the Compensation and Benefits Manager to review compensation benchmarks and make recommendations for the annual budget.
– Stay informed on changes to local, state, and national laws related to compensation and benefits and ensure the Foundation complies with all applicable laws.
– Work with the Compensation and Benefits Manager to ensure that the compensation and benefits are administered in a timely and effective manner.

Manage the human resource department.

– Supervise, coach, mentor, and develop a high-performing HR team with effective working relationships at all levels of the Foundation.
– Collaborate with the Compensation and Benefits manager in developing the HR budget.
– Oversee, assess, optimize, and/or upgrade the existing processes and HR systems. Ensure that all HR policies and practices comply with applicable laws.
– Participate in Foundation-wide meetings, events, and annual Foundation-wide goals.

Attend and actively participate in staff meetings, retreats, Manager’s Roundtable meetings, and DEI sessions.

– Participate in cross-functional work groups and action learning teams as appropriate.
– Identify and work toward annual Foundation-wide goal.

Job Qualifications

Desired Qualifications

Education and Experience

– Bachelor’s degree and a minimum of 7 years of professional work experience in the field of HR in positions of progressive responsibility, including 3 or more years of management experience or equivalent combination of experience and training.
– HR Certification/s preferred.
– Broad HR generalist background and working knowledge of the primary HR practice areas (talent acquisition, organizational design, learning and development, organizational effectiveness, and total rewards.)
– Proven track record of supporting a diverse, equitable, and inclusive work environment, demonstrating a high degree of cultural competency, and building productive working relationships.
– Functional/working knowledge of human resources information system (HRIS) databases and applicant tracking systems (ATS). Experience with HRIS and/or ATS implementation, optimization, training, and/or support is a plus. Familiarity with Paylocity and/or ApplicantPro is a bonus.
– Experience in the nonprofit sector is helpful, or a similar values-driven work culture. Knowledge of foundations and the philanthropic sector is ideal.

Knowledge, Skills, and Abilities

– Ability to develop, implement, and support talent management throughout the Foundation.
– Ability to develop and maintain strong working relationships and to represent the McKnight Foundation and its mission, values, and culture to internal and external stakeholders.
– Ability to quickly develop an understanding of the McKnight Foundation’s programs, mission, values, strategic framework, structure, and culture.
– Ability to develop, communicate, and implement policies and procedures that align with a high trust/ high expectations culture and lead staff in their implementation.
– Ability to engage others and influence outcomes.
– Current knowledge of relevant employment laws at the local, state, and federal levels.
– Ability to effectively lead and manage teams, as well as coach other managers in supervisory skills.
– Ability to work with high level of proficiency in Microsoft Office software including Word, Excel, and Outlook.
– Skill in bringing a group with diverse views to consensus.
– Skill in developing and managing budgets including compensation and benefits.
– Ability to handle heavy workload and meet deadlines.

Leadership Competencies
Foundation-wide Competencies

– Collaboration, Communicates Effectively, Manages Complexity, Builds Networks, Being Resilient, Drives Results, Strategic Mindset, Instills Trust

Position-specific Competencies

– Attracts Top Talent, Develops Talent

How to Apply

Please apply for this position through McKnight’s website. Please upload both a resume and cover letter.

Applications will be accepted until Friday, July 12, 2024, at 5:00 pm Central Time. There will be an immediate and ongoing review of candidates, so we encourage and appreciate early applications. All inquiries will remain confidential.

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