Description

The University of Minnesota Foundation
Founded in 1851, the University of Minnesota is a prestigious public land-grant research university, offering extensive academic programs across a wide variety of colleges and five (5) distinct campuses (Twin Cities, Rochester, Duluth, Morris and Crookston). Key aspects include its status as a major research institution ($1B+ in annual spending), 150+ majors, 70K+ students, 25K+ faculty and staff, 600K alumni and one of only five universities in the nation with an engineering school, medical school, law school, veterinary medicine school and agricultural school all on one campus.
The University of Minnesota Foundation (UMF) is an independent nonprofit organization with the sole mission of advancing the mission and priorities of the University of Minnesota through philanthropy. UMF serves as the primary fundraising entity, connecting donors’ passions with opportunities that create lasting impact across the institution. Established in1962, the Foundation partners closely with the University to inspire, secure and steward private support and provide long-term financial support for scholarships, faculty positions, research initiatives and programmatic excellence. UMF Investment Advisors (UMFIA) is a subsidiary of UMF with assets under active management of $5.2B ($4.7B endowment and a $500MM liquid donor fund pool). Through disciplined investment management and strong governance, UMFIA ensures philanthropic resources are preserved and grown to benefit both current and future generations of students and faculty. UMF Real Estate Advisors (UMFREA) is a subsidiary of UMF that supports building greatness at the University through real estate. UMFREA’s primary functions include investment in communities, property management, and real estate development. UMF’s new President & CEO, John Morris, has challenged the organization to become the most exceptional foundation for its donors, the University and its team. Guided by The UMFway, the organization advances a culture built on Production, Collaboration, Innovation and Purpose (P.C.I.P.). This shared framework ensures that UMF delivers a gratifying and highimpact donor experience, serves as the University’s most strategic philanthropic partner and provides employees with a pinnacle career environment grounded in growth, clarity and mission alignment.
UMF’s culture emphasizes a missiondriven, datainformed approach to philanthropy, deep partnership across the University of Minnesota and a commitment to continuous improvement and organizational agility. The Foundation encourages ambitious goals, calculated risktaking and disciplined execution, supported by strong systems, training and shared expectations. Collaboration is rooted in trust, service orientation and the belief that together, they can go further.
At its core, UMF is fueled by a strong sense of purpose – the belief that philanthropy changes lives and strengthens society. Team members are encouraged to bring passion, authenticity and curiosity to their work, knowing that meaningful impact emerges through relationships and shared commitment to the University’s mission.

Vision: A future transformed by philanthropy, one dream and one gift at a time
Mission: To connect passion with possibility, inspire generosity and support greatness at the University of Minnesota
Values:

• • We share a belief in our mission, value our colleagues and express joy in our work
  • We commit to equity, diversity and inclusivity in our work and in our actions
  • We build trust through open and respectful communication
  • We lead with bold initiatives that deliver powerful results
  • We act with integrity and place the University, our colleagues and donors at the heart of what we do

Chief Human Resources Officer
Reporting directly to the President and CEO, the Chief Human Resources Officer (CHRO) serves as a key member of the Executive Leadership Team (ELT) and is responsible for shaping and executing UMF’s people strategy during a period of significant organizational transformation. The CHRO will lead the design and implementation of a modern, scalable HR function that aligns with UMF’s vision to become the most exceptional foundation for its people, donors and the University. This leader will champion a “culture by design,” embedding equity, accountability and high performance across all aspects of talent management, organizational development and employee experience. The CHRO will be a visible, trusted advisor to the CEO and Board HR Committee, while serving as a strategic partner to leaders across the organization and subsidiaries. The CHRO will navigate complexity with confidence – guiding UMF through transformation, while ensuring compliance, clarity and care for employees throughout the process.

Reports to
President & CEO, John Morris

Direct reports
AVP, People, Culture & Operations (+5)
Director, Organizational Effectiveness & Talent Strategy

Other key relationships
COO/CFO (open)
EVP, Development
VP, Marketing & Communications
VP, Information Technology
AVP, Executive Operations
President & CIO, UMF Investment Advisors
MD, UMF Real Estate Advisors
UMF Board of Trustees

Position location
Minneapolis, Minnesota [hybrid work environment; ELT in office 3-4 times/week]

Compensation
Base pay range for this role is $275K to $315K and is based on factors including an individual’s knowledge, skills and experience, with consideration given to internal equity. The role is eligible for incentives and benefits. 

KEY RESPONSIBILITIES

Strategic Leadership
Develop and implement a comprehensive people strategy that supports UMF’s mission, transformation and long-term growth objectives.
Translate organizational vision into actionable HR priorities, policies and programs that foster engagement, accountability and equity.
Serve as a thought leader on workforce trends, organizational design and change management, positioning UMF as a talent destination in the philanthropic sector.
Advise the CEO and Executive Leadership Team on workforce implications of strategic decisions, ensuring alignment between business priorities and people strategies.
Culture & Organizational Development
Champion UMF’s values and embed diversity, equity and inclusion across all HR practices and organizational systems.
Act as a “culture translator,” ensuring that concepts such as high performance and collaboration are operationalized through clear behaviors, tools and training.
Design and deliver leadership development programs to strengthen managerial capability, build a robust leadership bench and provide pinnacle career experiences.
Human Resources Leadership
Oversee enterprise-wide talent acquisition, ensuring strategies attract and retain exceptional, diverse talent.
Implement consistent performance management processes that drive accountability and growth.
Establish succession planning and career development frameworks to support long-term organizational sustainability.
Lead the design and administration of compensation, benefits and incentive programs that are competitive, equitable and aligned with UMF’s evolving employment model.
Ensure compliance with federal, state and university-related employment regulations.
Modernize HR systems and processes to improve efficiency, data integrity and employee experience.
Change Leadership
Communicate transparently and empathetically throughout change initiatives, reducing uncertainty and building trust.
Serve as a stabilizing force during a period of accelerated organizational change, balancing urgency with thoughtful planning.
Team Leadership
Lead, develop and inspire the HR team to deliver strategic and operational excellence.
Foster a culture of collaboration, accountability and continuous improvement within the HR function.
Ensure clarity of roles, responsibilities and decision rights across the HR team.
Invest in professional development and succession planning to build a strong leadership bench within HR.
Board & University Partnership
Serve as primary liaison to the Board HR Committee, providing updates on talent strategy, organizational health and equity initiatives.
Build and maintain strong, trust-based relationships with University executive counterparts to coordinate planning, surface shared opportunities and strengthen mutual collaboration.

Requirements

The ideal candidate will be a seasoned and collaborative HR leader who brings both a strategic perspective and strong judgment to determine the right people strategies for UMF during a period of transformation. This person will be a trusted thought partner to the CEO and executive leadership team, capable of building strong teams, navigating complex stakeholder dynamics and driving clarity and cohesion across a diverse and evolving organization.
This leader must be resilient, adaptable and comfortable operating in an entrepreneurial setting with evolving structures. The successful candidate will bring a collaborative mindset, a bias for action and the ability to influence outcomes while embedding best practices and HR excellence across all functions. The idea candidate will seamlessly shift between strategic priorities and tactical execution, demonstrating a willingness to roll up their sleeves. They will demonstrate a high degree of emotional intelligence, low ego and values consistent with UMF’s mission in all interactions.

LEADERSHIP COMPETENCIES
The CHRO at UMF is expected to demonstrate the following leadership competencies:
Strategic Acumen :: Understands the market, identifies trends and drives the organization to create comprehensive, competitive and breakthrough strategies. Galvanizes others to embrace vision and strategy, helps them see their role in the organization’s success, prioritizes strategically, leading the organization to pursue and capitalize on the most impactful opportunities.
Activates Change :: Helps the team understand why change is critical. Actively breaks down cultural and operational barriers while communicating and reinforcing the objective. Quickly determines how to move things forward in the face of resistance or unforeseen obstacles. Ensures that the organization establishes metrics, measures progress and celebrates success.
Drives Results :: Proactively anticipates future needs and creates mechanisms for overcoming hurdles, setting high standards for the organization, developing metrics and holding others accountable. Ensures organizational strategies are translated into measurable objectives and actionable plans.
Champions Entrepreneurial Spirit & Innovation :: Champions the future vision, effectively plans for growth, constructively challenges the prevailing wisdom or accepted ways of doing things. Pushes the organization to identify new approaches and uncover unconventional ideas that drive value using data and insights. Skilled at evaluating risks and making decisions without full information. Helps the organization course correct when necessary and learn. Encourages diverse thinking to promote and nurture innovation.
Fosters Relationships & Collaboration :: Intentionally invests in building productive relationships across a broad spectrum of stakeholders. Creates an environment that supports collaboration by facilitating communication and coordination across all parts of the organization. Humble and self-aware, builds trust, encourages healthy discourse and ensures that diverse viewpoints are explored. Builds an intentional and cohesive culture that aligns functional agendas and unites the team.
Builds Talent :: Attracts and develops high-performing teams and coaches other leaders to develop their own leadership capabilities and careers in line with organizational objectives. Ensures all leaders and team members challenge and support each other while respecting others’ unique roles and contributions.

SKILLS, EXPERIENCES, QUALIFICATIONS
In addition to demonstration of the Leadership Competencies above, key skills and experiences desired include:

Proven track record as a missiondriven leader who uses the organization’s purpose as a compass for strategy, culture, and complex decisionmaking

• 15+ years of progressive HR leadership experience, including oversight of multiple HR disciplines and leadership of leaders
• Proven success in designing and implementing HR strategies that enable organizational transformation
• Expertise in organizational development, change management and cultural integration
• Strong knowledge of total rewards, compliance and HR operations; experience navigating complex employment environments
• Demonstrated ability to advance equity and inclusion in meaningful, measurable ways
• Exceptional communication skills: able to inspire confidence and build trust across all levels of the organization
• Experience partnering with boards and executive teams on talent strategy and governance
• Adept at building and managing effective stakeholder relationships across complex organizations
• Familiarity with philanthropic, nonprofit or higher education sectors considered a plus
• Experience with mergers, acquisitions, divestitures or large-scale transformation experience highly desirable