Director of Human Resources

M. A. Mortenson Company is one of the largest general contractors in the United States.  Headquartered in Minneapolis, Minnesota, Mortenson is a total facility services enterprise that provides comprehensive solutions and services from development through ownership.  These services include planning, program and construction management, design/build delivery, and facility management and operations.  Founded in 1954 by M. A. Mortenson, Sr., this family-owned company had 2010 revenues of over $2.2 billion. 

Mortenson employs more than 2,500 construction professionals in a national network of six offices located in the cities of Minneapolis, Seattle, Denver, Phoenix, Milwaukee and Chicago.  The company works primarily in the United States and Canada with an office in Shanghai, China.

The company also boasts five nationally active industry-focused groups.  Mortenson is one of North America's largest design-builders of wind energy and has a growing solar business.  Specialized teams target select market segments such as aviation, biotechnology, commercial office buildings, education, hospitality, industrial manufacturing, power generation, federal military, telecommunications, and healthcare.

Responsibilities:

HR Policy and Processes:

• Regularly assess Mortenson's HR policies and processes.  Areas of initial focus include staffing and selection, talent assessment and deployment, compliance and employee relations.
• Taking best practices and Mortenson's legacy practices and culture into account, recommend and implement changes to core HR processes for better consistency, efficiency, and alignment with the business.
• Ensure that HR Policies and Procedures are well-communicated and consistently implemented across Mortenson.

HR Generalist Function:

• Research and design the model for HR generalist delivery at Mortenson, including role composition for Talent Specialists.
• Lead the implementation of the HR generalist function for Mortenson, beginning with the selection and training of Talent Specialists.
• Provide ongoing leadership and supervision to Talent Specialists, ensuring effective teamwork and coordination of HR service delivery across all Operating Groups.
• Continually ensure that the HR generalist function meets the needs of the business, and make adjustments as necessary to ensure closest alignment.

Compliance:

• Understand the requirements and put systems in place to ensure compliance and transparency across all of Mortenson.
• Oversee compliance processes and resources (EEO/AA plans, OFCCP Audits, Hotline calls, investigations, etc.).

Employee Relations:

• Identify processes to resolve employment issues based on established policies, procedures and best practices, and consistent with applicable federal, state and local employment law guidelines.
• Ensure that Talent Specialists are trained and empowered to be business partners by providing coaching, guidance, and conflict management to staff and managers, encouraging creative contributions and innovative solutions.  
• Ensure that grievances and workplace disputes are mediated in a way that demonstrates the company's strong partnership with the crafts.

Talent Acquisition and Deployment:

• Through Talent Specialists, insure that staffing needs are met in a timely and strategic way.
• Actively participate in company-wide discussions regarding talent gaps in the current organization and succession slates.  
• Through Talent Specialists, ensure that Operating Group managers are coached, guided, and in adherence with company practices for all recruiting processes.  
• In concert with Talent Acquisition, manage the consistent and effective implementation of sourcing and onboarding programs through the team of Talent Specialists.
• Partner with managers and staff to provide onboarding for new team members, and ensure their rapid integration into Mortenson. 

Talent Management and Development:

• Ensure that performance management processes are consistently implemented across all Operating Groups.
• In partnership with the Director of Talent Development, oversee the coordination and delivery of professional development and training events.

Diversity and Inclusion:

• Ensure that diversity initiatives and equal opportunity programs are deployed consistently across Operating Groups.  
• Go beyond compliance and help create a culture that supports diversity as a strategic imperative.

Compensation and Benefits:

• Support the implementation of incentive and reward systems consistently across Operating Groups.

Functional Leadership:

• Hire, retain and develop generalist and compliance talent.
• Provide management and direction to the team of Talent Specialists and Compliance professionals.
• Lead team to become a great example of a high performing team.

The Director of HR and Compliance will be asked to take on other ad hoc projects as well. 

Qualifications:

Leadership Competencies:

As a leader at Mortenson, the Director of HR is expected to demonstrate the following leadership competencies:

Leads People:

• Builds and maintains high performing teams.
• Creates a culture of collaboration throughout the organization.
• Balances self-assurance and humility.
• Creates synergies and motivates others.

Drives Business Results:

• Knows Mortenson's industry and how its business works.
• Plans for growth and business success.
• Maintains focus and drives results.
• Critically analyzes, synthesizes, and manages complex information.
• Recognizes and mitigates risk.

Develops Talent:

• Identifies and develops talent for the future.
• Acts as a leader teaching leaders.
• Actively learns and can apply learning to new situations.

Champions Customer Service:

• Creates and fosters a culture of far superior service to customers.
• Develops customers for life.

Builds for the Future:

• Brings a strategic, broad and long-term perspective to the business.
• Grows the business by competing tenaciously.
• Fosters ingenuity and encourages innovation.
• Takes care of resources and helps to perpetuate the organization.

Demonstrates Character:

• Operates from a clear sense of well developed values and standards.
• Demonstrates realistic optimism.
• Creates and promotes a respectful environment.
• Puts the good of others and the organization ahead of personal interests.

The ideal candidate will be a high energy, seasoned human resources professional with at least 10 years of broad HR experience, including at least 5 years of management experience.  Experience in a company renowned for HR innovation is a plus, as is experience in a family-owned or privately held company.  Experience in a geographically dispersed environment is required. 

The ideal candidate will have extensive generalist experience, and will have proficiency in a broad range of human resources disciplines.  Depth in staffing, employee relations, and compliance, especially EEO/AA, is strongly preferred.  Some union/labor experience would be helpful.  The ideal candidate will also have consistently demonstrated a commitment to a diverse, inclusive workforce.

The ideal candidate will be exceptionally results-focused, have a strong process orientation, and be a hands-on leader.  He/she will have a track record of successfully designing and implementing processes across distributed units. 

The ability to build relationships and influence across the organization is critical to this role.  The ideal candidate will be amiable and personable, and will connect with people quickly.  The ideal candidate will be confident, possess excellent communication skills, and be willing to be assertive when needed.  He/she will be an effective change agent.

The ideal candidate will work well with his/her peers, and be a strong team leader.  He/she will have a history of being a credible and valued resource to the business, and have a proven ability to coach and counsel leaders.  He/she will also have a track record of developing his/her subordinates.

This person will personally possess traits that are consistent with Mortenson's values and leadership competencies.  He/she will be a down to earth, practical person who operates with humility and models his/her commitment to a fun workplace.

Strong academic credentials, including a bachelor's degree, are required.  A graduate degree in related field or PHR or SPHR is strongly preferred.  The highest ethical standards are assumed.

To Apply:

Please apply online.