Employment Opportunities

Responsibilities

Basic Function

Ramsey County is currently recruiting to fill the position of Chief Human Resources Officer (CHRO). The CHRO reports to the County Manager or a Deputy County Manager and provides strategic Human Resources leadership to achieve the county's vision, mission, goals, core values and strategic priorities. This key leadership position assists the County Manager in managing and administering the affairs of the county and carrying out the policies of the County Board. The position serves as the principal Human Resource advisor to the County Manager, County Board, and senior management team. 

An ideal candidate will possess the following competencies: 

• A high level of professional integrity, strong ethics and values, leads by example and displays honest and ethical behavior in all interactions, ensures that actions and words are consistent and follows through on commitments.
• A strong commitment to the vision, mission, values, and goals of the county.
• A strong commitment to eliminating race-based disparities; ensures the county’s HR policies, practices and department culture advances racial equity in the workplace and in how staff serve the community.
• A strong commitment to and experience in creating a diverse, successful workforce in a large organization; respect for the diversity of customers and county employees, including individuals with a disability or whose first language may not be English.
• Qualities of adaptability, dependability, and accountability; leads by example in displaying honest and ethical behavior in all interactions, ensuring that actions and words are consistent, and following through on commitments.
• Inspires and empowers staff; builds a culture that drives forward purpose and goals with creativity and innovation at all levels; fosters high staff morale by building a trusting and collaborative environment, providing opportunities for individuals to learn, grow professionally and feel safe and supported in their work.

• Knowledge of HR value-added principles associated with each human resources function: equity and inclusion, recruitment and hiring, classification and compensation; HRIS, labor relations; benefits; training and organization development; and risk management.  

• A strong ability to set expectations, delegate responsibilities, trust the leadership and abilities of individuals on their team to achieve results, while being accessible to problem solve and provide counsel.
• An ability to create, communicate and advance a compelling and inspired vision and sense of purpose that will motivate individuals and positively influence the current and future state of Ramsey County.
• An ability to hire, identify and develop exceptional organizational leaders and productive workforce while appreciating the benefits of work-life balance for the organization and individuals.
• An advanced ability to effectively listen, speak, write, present, facilitate, and interact in a persuasive manner, diffuse difficult situations and manage conflict appropriately with public and private individuals and groups.

• An ability to meet the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in HR products and services; acts with customers in mind; establishes and maintains effective relationships with internal customers and gains their trust and respect.
• A commitment to work collaboratively with organized labor and its representatives to achieve the county's vision, mission, and goals.
• An ability to develop budget principles, techniques, and strategies.
• An ability to lead and drive organizational change; encourages creativity and innovation in service delivery.
• An ability to objectively coach leaders and staff at all levels through complex, nuanced, and at times difficult issues.

This position will remain open for applications until filled.  Applicants should respond promptly as initial screening of applications will begin on Friday, May 6th, 2022.

If an internal candidate is selected, salary will be set in accordance with personnel rules (i.e., promotion, transfer, or voluntary reduction).

To view or print a copy of the complete Ramsey County job description for this job, go to: Job Descriptions. Once at this page, you can browse the alphabetical list or search for a job description.

About Ramsey County

More than 550,000 Minnesotans make their homes in Ramsey County. Located in the heart of the seven-county Twin Cities metropolitan area, it is the second-most populous county in Minnesota with about 10 percent of the state’s residents. Predominantly urban, Ramsey County is Minnesota’s smallest and most densely populated county, spanning 170 square miles. Our communities are nationally known as attractive, livable places rich in history, diversity and opportunity.

 

The seven-member Ramsey County Board of Commissioners establishes county policies and provides oversight of the county’s budget and operations. The County Manager is responsible for ensuring the efficient and effective delivery of services to Ramsey County's residents, businesses and visitors. The County Manager, appointed by the board of commissioners, is responsible for implementing board policies and the county budget, as well as providing leadership and direction to service team leaders and departmental staff. Ramsey County's operational departments are organized into four service teams and a strategic team.

 

Ramsey County provides a variety of services to residents, businesses and visitors, including assistance and support programs, seven library locations, public health programs, 6,500 acres of parks and recreational facilities, public safety and legal services, job readiness programs, recycling and yard waste facilities, and maintenance of a 293-mile county road system. Learn more about county services and initiatives at ramseycounty.us.

 

Examples of Work Performed

 

1. Promote and advance a talented, diverse, equitable, ethical and respectful workplace. 
2. Model Ramsey County’s values – People, Integrity, Community, Equity and Leadership and nurture a countywide workforce culture of belonging and inclusion that enables every employee to be at their best.
3. Serve as a visionary leader who is deeply engaged in the development and implementation of the county’s strategic initiatives focused on Talent Attraction, Retention, and Promotion.
4. Collaborate and partner with county leadership to direct the implementation of countywide talent initiatives in support the county’s vision, mission, goals, and core values. This includes organizational development, the employee experience, talent management, and the learning organization. 
5. Help shape countywide strategic planning, priorities, and budget as a member of the county’s Strategic Service Team. 
6. Advise and make recommendations to the County Board and County Manager by analyzing state and federal legislation to determine the effect on the county.
7. Lead, manage and develop an efficient, cohesive and highly competent Human Resources team who serve as valued partners to the organization and are seen as HR leaders across the region. 
8. Work closely with the Human Resources team on the development of HR initiatives and programs to recruit and retain top talent and drive a positive organizational culture and employee experience.
9. Develop and manage a countywide employee performance management process, hiring, promotion and separation processes, and countywide data and measurement to assess the impact and outcomes of the county’s talent attraction, retention and promotion strategies. 
10. Oversee, coach and mentor Human Resources leaders and staff. 
11. Coach county officials and service team directors with Human Resources perspective and implications of talent practices, ensuring compliance with federal, state and local laws, labor contracts and rules.
12. Direct the planning, development, prioritization, implementation and coordination of Human Resources policies, procedures, goals, and objectives across the county.
13. Prepare and manage the HR budget; and determine operating and capital expenditures.
14. Guide the implementation and maintenance of Human Resources systems technology to improve the efficiency and availability of information and services provided to county teams.

Under the county’s flexible workplace policy, this position is identified under the designation of ‘flex work eligible’, meaning that the employee can formally opt to be in-office full-time or work a flex schedule in which at least two-days per week are performed in office and other days can be performed in a remote-first environment. Regardless of selection, the position carries expectations regarding on-site responsibilities will require schedule flexibility beyond the minimum expectations set forth in the county’s flexible workplace policy.

 

(The work assigned to a position in this classification may not include all possible tasks in this description and does not limit the assignment of any additional tasks in this classification.  Regular attendance according to the position’s management approved work schedule is required.)

 

ESSENTIAL FUNCTIONS: 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13, 14.