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Sr. Human Resources Partner

Vacancy has expired


Eden Prairie, MN

Employer:  KPcompanies
Category:  Human Resources
Job Type:  Full Time


kpCompanies is leading the search for the next Senior Human Resources Partner for Margaret A. Cargill Philanthropies. This position is responsible for providing HR solutions, guidance, and coaching to employees and managers across various people-related matters. This role requires understanding business operations and providing resources for team development, performance management, employee relations, support with workforce planning, talent acquisition, and onboarding. The Senior Human Resources Partner will support various functional areas, including Communications, Enterprise Risk Management, Evaluation and Organizational Learning, Finance, Investments, Legal, and Strategic Planning. In addition, this role will supervise and manage various HR programs and projects to achieve MACP's overall organizational priorities and objectives.

The Senior Human Resources Partner provides assistance and guidance to employees and managers, nurturing their professional development. They are critical in supporting and implementing employee development and training programs to enhance skills and capabilities, fostering collaborative teamwork dynamics to create a collaborative work environment. They will manage employee relations matters to promote a harmonious and productive workplace and actively participate in the recruitment process and onboarding to ensure a seamless transition and positive experience for new hires. They will support change management efforts and drive HR projects and programs to align with MACP's mission. The Sr. Human Resources Partner will collaborate with others in support of work related to the organization’s diversity, equity, inclusion and justice vision and goals.

This position is a member of the Human Resources & Administration Team, which includes employees from Human Resources, Information Technology, Project Implementation and Office & Facilities. This position reports to the Director, Talent Development.


Margaret A. Cargill Philanthropies (MACP) is the umbrella over the grantmaking foundations created by the late Margaret Cargill: Margaret A. Cargill Foundation and Anne Ray Foundation. MACP provides meaningful support through long-term relationships with strategic grantee partners across seven program domains: Environment, Disaster Relief & Recovery, Arts & Cultures, Teachers, Animal Welfare, Quality of Life, and Legacy & Opportunity. The collective assets of MACP place it among the 10 largest philanthropies in the United States.

The two foundations have separate boards and investment portfolios but share a common mission of providing meaningful assistance and support to society, the arts, and the environment.

Margaret A. Cargill Foundation is a private foundation that came into existence upon Ms. Cargill’s death in August 2006. At year-end 2022, MACF’s assets are approximately $3.3 billion. 

Anne Ray Foundation is a supporting organization, which may make grants only to beneficiary organizations specifically named by Ms. Cargill. Year-end 2022, ARF’s assets are approximately $4.7 billion. MACP’s Philosophy of Grantmaking underscores the values and guiding principles of Margaret A. Cargill by: using education and innovation as a means to achieve core purposes; empowering people to be self- sufficient; maintaining a low profile while meeting the needs of others; supporting programs that could have a broad impact, having socially redeeming values and standards, and that value life; and relieving suffering in times of disaster. As a core element of its philosophy, MACP invests in long-term relationships with key grantee organizations in order to find solutions that are consistent with the values of both parties.

To live more fully into our philosophy of grantmaking, we adopted a DEIJ vision statement to guide our work; view it online here. The motivation and guidance for this diversity, equity, inclusion, and justice work is drawn from our mission and vision, our direction from Margaret Cargill, and the caring and compassionate culture we strive for through work with grantees, partners, and each other. Embracing this vision will have a transformational influence on our organization, our partnerships, the work we do, and the impact we ultimately seek.

MACP’s DEIJ Vision and the commitments embodied within are a living document, a guidepost, and they will evolve as we learn and grow. This statement is intended as a framework to guide our shared efforts as we develop the action steps and accountability measures necessary for the next phase of our work.

HR Partner Support for Select Functional Areas:

 • Collaborate closely with managers and employees to build effective teams, nurture MACP's culture, and enhance employee morale.
 • Act as a thought partner with functional area leaders and management teams.
 • Act as liaison between the functional groups’ interests and needs and HR, working with the various HR specialties to ensure functional group needs are met.
 • Working in partnership with the Manager, HR Partner, identify training and coaching opportunities for individuals and teams and recommend appropriate internal or external approaches, including conducting training sessions as needed.
 • Support the development and implementation of change management strategies while offering change support to employees and managers as needed.
 • Partner with the Manager, Talent Acquisition, and hiring managers to develop job descriptions, position requisitions, interview candidates, and compensation recommendations during the offer stage.
 • Work collaboratively with HR team members and hiring managers to support the new employee onboarding program, ensuring a seamless transition for new hires, including transitions for promotions and transfers.
 • Work closely with managers and the HR team to assist them and their teams in the offboarding process of an employee; conduct exit interviews with employees.
 • Analyze trends and metrics to develop strategies, including the creation of relevant programs and policies, and to address the various functional group needs.
 • Provide day-to-day performance management guidance, including coaching, counseling, professional development, and corrective action.
 • Manage and resolve employee relations issues by conducting effective, thorough, and objective investigations, with support from Manager, HR Partner.
 • Assist managers with resource planning, particularly in the case of separations or team members taking a leave of absence.
 • Develop a working knowledge of legal requirements related to employee management and partner with the Legal team as necessary.
 • Provide HR policy guidance and interpretation as needed.
 • Participate in projects supporting various functions as required.

HR Program Oversight and Support for All Employees:

 • Play a supportive role in MACP's Multi-Year Talent Development Action Plans and HR projects to support and implement large-scale change initiatives to support employees. This includes close collaboration with the Director of Talent Development, MACP's consultant teams, and the VP, Human Resources and Administration to identify and engage in relevant projects. This work involves participating in meetings, reviewing, and developing resources as needed, and implementing, owning, and sustaining final changes from the various projects.
 • Manage, maintain, and monitor the coaching program, onboarding partner program, reboarding support for all leaves, and tuition reimbursement in collaboration with the Manager, HR Partner, HR Generalist, and hiring managers. This involves overseeing the content, tailoring the content in those areas to fit MACP's culture and employees' needs, overseeing the day-to-day processes and communications, developing resources and tools to support the program and initiatives, and continuously improving the initiatives as needed.
 • Collaborate with the Manager, HR Operations to support HR policies and programs, leave management, and relocation as required.
 • Ensure managers and staff have the resources and support needed to follow MACP’s hybrid work practices and guidelines in an equitable and consistent manner; monitor external trends and developments on hybrid work.
 • Manage, maintain, and monitor the Internship Program by working closely with the Talent Acquisition Manager and hiring managers from across the organization to recruit and hire interns to meet their areas' needs. This involves having strong relationships with hiring managers, developing appropriate job descriptions and scope of work to fit an intern role, supporting managers by participating in intern interviews, and supporting both when the intern is hired. Develop and implement ongoing support, mentoring, activities, and resources for interns to help them gain the broader MACP experience and build their social capital and networks with the MACP staff. • Evaluate the ongoing feedback and surveys to continuously improve the experience and ensure the internships are meaningful and equally valuable to hiring managers and interns.
 • Manage, maintain, and monitor the annual mental health and wellness initiatives. This involves overseeing the initiative's content, sessions, speakers, and tailoring the contents to fit MACP's culture and employees' needs. Oversee the day-to-day processes and communications, reaching out to speakers to facilitate the needed sessions, building a network outside of MACP as a resource for content development, building and sharing content to support the initiatives, and continuously improving the initiatives as needed.
 • Partner with the Director, Talent Development and Manager, HR Partner to identify and deliver general professional development training sessions to support employees.
 • Support the communications of the Center for Effective Philanthropy survey and actions within the functions as needed.
 • With support from the Manager, HR Partner, act as a change agent to inspire transformation by exemplifying positive change behaviors and facilitating change initiatives through effective change management and communications for program introductions and transitions.
 • Work with the Communications function to develop communication plans for HR-related changes.
 • Collaborate with the HR team to maintain and develop HR policies as needed.
 • Develop, maintain, and update relevant SOPs and resources as needed.
 • Demonstrate flexibility and readiness to undertake other HR department tasks as assigned by management.

Below are some of the typical requirements for a Sr. Human Resources Partner. We recognize that skill sets can be a complex combination of experiences. Even if your background does not exactly match these requirements but you have a passion for our work, we would love to hear from you and we recognize the value of transferable skills.


 • Required: Bachelor’s degree in Human Resources or a related field, or equivalent experience.
 • Desired: SHRM Certification


 • 5 or more years of Human Resources experience providing support, coaching, mentoring, and guidance on HR-related matters related to employee development and training, employee relations, recruiting and onboarding, and change management.
 • A good understanding of HR principles, policies, and practices, including employment laws and regulations for providing expert guidance and support to employees and managers.
 • Experience providing coaching, training, and performance management guidance to people managers and employees.
 • Experience supporting training programs and identifying opportunities for individual and team development to enhance their skills and capabilities.
 • Experience with performance management processes, including coaching, counseling, professional development, and corrective action to improve employee performance.
 • Experience managing and resolving employee relations issues through objective investigations, conflict resolution, facilitating crucial conversations, and effective communication.

Other required Knowledge, Skills, and Abilities:

 • Ability to establish strong, trusting relationships and work closely with managers and employees to build effective teams, align with the organization's culture, and enhance morale.
 • Ability to perform successfully at the operational levels.
 • Champion MACP’s vision and commitment to diversity, equity, inclusion, and justice (“DEIJ”) by demonstrating awareness of systemic racism and other forms of structural injustice and committing to advance DEIJ efforts by embedding it into team and organization-wide goals and work.
 • Demonstrated commitment to intercultural understanding and sensitivity with the ability to lead teams through the operationalization of DEIJ into strategy, processes, practices, and relationships.
 • Strong verbal and written communication and presentation skills to effectively convey HR policies, changes, and other relevant information to employees and managers.
 • The ability to coach employees and managers to foster professional growth and enhance leadership skills.
 • Collaborating with other HR team members, departments, and external consultants to achieve HR and organizational goals.
 • Familiarity with HRIS (Human Resources Information System), performance management and learning management systems, and other HR technology tools to support HR operations.
 • Demonstrated ability to handle confidential and sensitive information with integrity.
 • Proven ability to work in a dynamic and multi-faceted work environment.

Salary Range: $102,000 - $114,000

The actual starting salary of the candidate will be commensurate with years, breadth, and depth of relevant experience, education, certifications, credentials, special skills, accomplishments, and other factors relevant to the position. 

The work environment is an office setting with a designated office or workstation at the Margaret A. Cargill Philanthropies office in Eden Prairie, Minnesota.

 • We practice a hybrid work schedule with the expectation that employees will work in-office 3 days per week with the option to work remote up to two days per week.
 • There may be occasions where it is required to be in-office more than 3 days in a week or on a day normally scheduled as a remote workday, depending on the role.
 • We also practice shared in-office workdays on Tuesdays and Wednesdays and shared work hours between 9am-3pm Monday-Thursday and 9am-12pm Friday.
 • Occasionally, the person in this role may be required to adjust to time pressures and frequent changes. This role may require an irregular schedule.
 • This position is primarily a sedentary role with an adjustable sit/stand desk.
 • The person in this position needs to occasionally move about inside the office to access file cabinets, office equipment, attend meetings or events, etc.
 • Occasional or intermittent physical activities may include bending, reaching, twisting, stooping, or climbing.
 • This position requires regular use of a computer to complete work responsibilities. It also includes regularly working with other office equipment and communication technology, such as a videoconferencing, telephone, copy machine, and printer.
 • This role also frequently performs multiple tasks simultaneously and works closely with others as part of a team.

The above statements are not intended to encompass all functions and qualifications of the position; rather, they are intended to provide a general framework of the requirements of the position. Job incumbents may be required to perform other functions not specifically addressed in this description.

Margaret A. Cargill Philanthropies and kpCompanies are equal opportunity employers and all employees and applicants for employment are afforded equal opportunity in every area of hiring and employment without regard to race, color, ethnicity, religious creed, national origin, ancestry, sex, gender identity, age, disability, mental illness, sexual harassment, sexual orientation, genetics, military/veteran status, citizenship, arrest record, and any other legally protected characteristic.

 All submissions are received in the strictest confidence.

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