Associate Vice President of Human Resources / CHRO (MnSCU Admin-7)

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Working Title:

Associate Vice President of Human Resources / CHRO (MnSCU Admin-7)

Institution:

Winona State University

Classification Title:

MnSCU Administrator 7

Bargaining Unit / Union:

220: Minnesota State Administrator's Plan

City:

Winona

FLSA:

Job Exempt

Full Time / Part Time:

Full time

Employment Condition:

Unclassified - Unlimited Academic

Salary Range:

• $105,407.00 - $169,114.00
• Job Description

The Associate Vice President of Human Resources and Chief Human Resources Officer (AVP/CHRO) provides strategic leadership, vision, and direction for all human resources functions across the university. As a key member of the President’s Cabinet, the AVP/CHRO serves as the senior advisor on organizational strategy, workforce planning, labor relations, and employee engagement. This role ensures that HR practices support the university’s mission, values, and long-term goals while fostering a collaborative, inclusive, and high-performing culture.

Responsibilities:

1. Strategic Leadership and HR Vision

• •Provide strategic leadership for all HR functions, establishing short- and long-term goals aligned with the University’s strategic plan and Minnesota State system priorities.
• •Serve as a key advisor to the President, Cabinet, and senior leadership on workforce planning, organizational development, and personnel matters.
• •Participate as a member of the President’s Cabinet and Council of Administrators, contributing to institutional decision-making and daily operations.
• •Represent the University on system-level HR committees and contribute to the development and evaluation of system-wide HR policies and practices.
• •Represent the university on internal committees, ensuring alignment with institutional goals and shared governance principles.
• •Lead continuous improvement efforts to ensure HR operations are efficient, innovative, and responsive to campus needs.

2. Employee and Labor Relations Leadership

• •Serve as the university’s chief labor relations authority, overseeing contract administration, grievance management, arbitration preparation assistance, and resolution of complex employee relations issues.
• •Build and maintain collaborative relationships with union leadership and internal stakeholders to support a productive and respectful work environment.
• •Participate in system-level negotiations teams and contract language review.
• •Partner with Cabinet to lead campus meet and confer processes, including agenda development and follow up, and strike plan preparation; maintain strike plans.
• •Hear complex grievances with the President and senior leaders and advice leadership on sensitive labor matters.

3. HR Operations, Compliance, and Risk Management

• •Oversee all HR functional areas, including classification and compensation, recruitment and selection, workforce planning, performance management, progressive discipline, benefits and leave administration, workers’ compensation, unemployment, HR systems management, payroll, staffing, Affirmative Action, and succession planning.
• •Ensure compliance with federal and state employment laws, Minnesota Management and Budget (MMB) policies, Minnesota State system policies, collective bargaining agreements, and university policies and procedures.
• •Direct the management, retention, and auditing of confidential personnel data, ensuring accuracy, security, and timely reporting to internal and external agencies.
• •Oversee day-to-day HR operations in partnership with the Assistant HR Director to ensure efficient, compliant, and customer-focused service delivery.

4. Organizational Culture, Engagement, and Development

• •Lead initiatives that foster a collaborative, inclusive, and engaging workplace culture that supports employee satisfaction, retention, and development.
• •Oversee professional development programming, leadership and supervisory training, and required employee training.
• •Collaborate with the Assistant Vice President for Equity and Inclusive Excellence on campus climate survey, analyze results, and guide institutional action planning.
• •Champion employee recognition initiatives and collaborate with Marketing to strengthen the university’s employment brand.
• •Encourage innovation by challenging outdated processes and promoting continuous improvement across HR and campus operations.

5. Equity, Inclusion, and Affirmative Action Partnership

• •Collaborate with the Department of Equity and Inclusive Excellence on policies, procedures, and initiatives related to workforce equity, inclusion, and Affirmative Action.
• •Ensure HR practices support equitable hiring, retention, and advancement.
• •Provide leadership on campus wellness initiatives that promote the well-being of all employees.

6. HR Office Leadership and Resource Management

• •Supervise HR staff, providing coaching, performance evaluation, and professional development to ensure effective service delivery.
• •Manage the HR Office budget, staffing, and resource allocation to support strategic and operational priorities.
• •Ensure timely and accurate HCM and payroll processing, resolving pay-related issues in compliance with applicable laws and agreements.

7. Data, Reporting, and External Relations

• •Provide accurate and timely HR data, reports, and analysis to support decision-making, accreditation, audit and legislative requests, and system initiatives.
• •Represent the university in external meetings, hearings, and committees, serving as liaison to the system office, state agencies, and legal counsel on employment matters.
• •Use data-driven insights to guide HR strategy, culture initiatives, and organizational development efforts.

8. Other responsibilities as designated by the VP for Finance & Administration/CFO and University President.

The Key Accountabilities Include:

• •Strategic leadership of all human resource functions. Trusted advisor to the President and senior leadership on all matters related to the human resource health of the institution.
• •Lead labor relations authority for the university; coordinate multiple university strike plans.
• •Develop/maintain highly functioning human resource operations compliant with applicable laws and policies.
• •Lead and coordinate organization culture initiatives for a collaborative, inclusive, and engaged workforce.
• •Lead an effective and efficient human resource operation. Timely, accurate, and complete reporting to stakeholders.
• •Coordinate on employment matters serving as a liaison to the system office, state agencies, and legal counsel and represent the university in meetings, hearing, and committees.
• •Strategic contributing member of the President’s cabinet
• •Commitment to ongoing professional development, continued learning and staying current on emerging trends, best practices, employment laws, and human resources issues.

Salary Range: $105,407.00 - $169,114.00 ; Commensurate with qualifications and experience

Minimum Qualifications

• •Master’s degree or other advanced degree from an accredited institution in human resources, labor relations, employment law, business administration, organizational leadership or related field.
• •Ten (10) years of professional human resource experience in a complex organization.
• •Demonstrated supervisory or managerial experience in human resources.
• •Demonstrated experience and competence in interpreting, applying, and ensuring compliance with federal and state employment laws and organizational policies.
• •Experience with labor relations and collective bargaining agreement administration.
• •Demonstrated organizational leadership and management skills.
• •Demonstrated commitment to inclusiveness in leadership and decision-making.
• •Excellent writing, speaking, and interpersonal skills.
• •Ability to successfully pass a criminal background check and be authorized to review criminal history records information.

Preferred Qualification

Profe