Human Resources Strategist

Midcontinent Independent System Operator (MISO)

Eagan (MN)

On-site

USD 130,000 - 155,000

Full time

28 hours ago

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Benefits offered by this job

401k

Paid vacation

Paid sick time

Annual bonus eligibility

Job summary

Midcontinent Independent System Operator (MISO) is seeking a seasoned HR leader to act as strategic advisor to our executive team. You will partner on workforce priorities, organizational design, leadership effectiveness, and risk-aware decisions using workforce analytics.

You will influence senior leaders, translate workforce data into actionable strategies, and lead initiatives across Talent Acquisition, Talent Development, Total Rewards, and more.

Qualifications

Bachelor’s degree in HR, Business Administration, Organizational Leadership, or related field.
10+ years of progressive HR experience with strategic HR business partnership.
Strong background in organizational design, workforce planning, talent strategy, succession planning, and performance management.
Demonstrated ability to influence senior leaders, exercise sound judgment, and manage complex organizational issues.
Experience analyzing workforce data and translating insights into actionable solutions.
Strong understanding of employment laws, HR policies, and organizational risk.
Excellent communication, consulting, coaching, and relationship management skills.
Proficiency in Microsoft Word, Excel, Outlook, PowerPoint; HRIS experience preferred.

Responsibilities

Serve as the strategic HR advisor to executive leadership, providing independent consultation on workforce priorities, organizational design, and leadership effectiveness.
Build trusted relationships with senior leaders to influence decisions using workforce analytics, business insights, and HR expertise.
Evaluate organizational structures, role clarity, spans of control, capacity, and capability to improve effectiveness and operational performance.
Lead or support organizational assessments and change initiatives, advising on readiness, capability needs, risks, and workforce impacts.
Analyze workforce trends, turnover, headcount, vacancies, succession, demographics, engagement, to identify risks and inform strategic recommendations.
Develop workforce plans addressing capability gaps, critical roles, talent availability, and future business requirements.
Advise on talent management, performance management, succession planning, leadership development, and employee engagement strategies.
Coach leaders on performance expectations, leadership behaviors, conflict resolution, employee communication, and organizational accountability.
Partner across HR functions (Talent Acquisition, Talent Development, Total Rewards, Employee Relations, People Analytics, HR Tech, HR Ops) to deliver integrated solutions.
Provide strategic guidance on complex employee matters and organizational risk, partnering with Employee Relations and Legal when needed.
Identify opportunities to simplify processes, strengthen HR service delivery, and support continuous organizational improvement.

Skills

Strategic HR partnership

Executive influence

Workforce analytics

Organizational design

Talent strategy

Performance management

Employee relations

Leadership development

Education

Bachelor’s degree in Organizational Leadership

Bachelor’s degree in Human Resources Administration

Bachelor’s degree in Business Administration

Master’s degree in HR / Business Administration / Organizational Development

PHR certification

SPHR certification

SHRM-CP certification

SHRM-SCP certification

Tools

HRIS

Microsoft Office

Job description

Description

Serve as the strategic HR advisor to executive leadership, providing independent consultation on workforce priorities, organizational design, and leadership effectiveness.
Build trusted relationships with senior leaders to influence decisions using workforce analytics, business insights, and HR expertise.
Evaluate organizational structures, role clarity, spans of control, capacity, and capability to improve effectiveness and operational performance.
Lead or support organizational assessments and change initiatives, advising on readiness, capability needs, risks, and workforce impacts.
Analyze workforce trends, turnover, headcount, vacancies, succession, demographics, engagement, to identify risks and inform strategic recommendations.
Develop workforce plans addressing capability gaps, critical roles, talent availability, and future business requirements.
Advise on talent management, performance management, succession planning, leadership development, and employee engagement strategies.
Coach leaders on performance expectations, leadership behaviors, conflict resolution, employee communication, and organizational accountability.
Partner across HR functions (Talent Acquisition, Talent Development, Total Rewards, Employee Relations, People Analytics, HR Tech, HR Ops) to deliver integrated solutions.
Provide strategic guidance on complex employee matters and organizational risk, partnering with Employee Relations and Legal when needed.
Identify opportunities to simplify processes, strengthen HR service delivery, and support continuous organizational improvement.

Key Responsibilities:

Serve as the strategic HR advisor to executive leadership, providing independent consultation on workforce priorities, organizational design, and leadership effectiveness.
Build trusted relationships with senior leaders to influence decisions using workforce analytics, business insights, and HR expertise.
Evaluate organizational structures, role clarity, spans of control, capacity, and capability to improve effectiveness and operational performance.
Lead or support organizational assessments and change initiatives, advising on readiness, capability needs, risks, and workforce impacts.
Analyze workforce trends, turnover, headcount, vacancies, succession, demographics, engagement, to identify risks and inform strategic recommendations.
Develop workforce plans addressing capability gaps, critical roles, talent availability, and future business requirements.
Advise on talent management, performance management, succession planning, leadership development, and employee engagement strategies.
Coach leaders on performance expectations, leadership behaviors, conflict resolution, employee communication, and organizational accountability.
Partner across HR functions (Talent Acquisition, Talent Development, Total Rewards, Employee Relations, People Analytics, HR Tech, HR Ops) to deliver integrated solutions.
Provide strategic guidance on complex employee matters and organizational risk, partnering with Employee Relations and Legal when needed.
Identify opportunities to simplify processes, strengthen HR service delivery, and support continuous organizational improvement.

What We Are Looking For…

Bachelor’s degree in HR, Business Administration, Organizational Leadership, or related field (or equivalent experience).
10+ years of progressive HR experience with expertise in strategic HR business partnership.
Strong background in organizational design, workforce planning, talent strategy, succession planning, and performance management.
Demonstrated ability to influence senior leaders, exercise sound judgment, and manage complex organizational issues.
Experience analyzing workforce data and translating insights into actionable solutions.
Strong understanding of employment laws, HR policies, and organizational risk.
Excellent communication, consulting, coaching, and relationship management skills.
Proficiency in Microsoft Word, Excel, Outlook, PowerPoint; HRIS experience preferred.

Preferred

Master’s degree in HR, Business Administration, Organizational Development, or related field.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Experience supporting technical, operational, or highly regulated business environments.

Appropriate level will be determined based upon experience and knowledge.

The base salary compensation range being offered for this role is $130,000-155,000 USD annually. Base salary range for this position is included in accordance with requirements of various state/local pay transparency legislation. Please note that salaries may vary for different individuals in the same role based on several factors, including but not limited to location of the role, individual competencies, education/professional certifications, and qualifications/experience.

Position is also eligible for an annual bonus if individual performance and company objectives are met. At MISO we offer a comprehensive benefits package, including 401k, vacation, sick and safe time, available on your first day of employment.

At MISO we offer a comprehensive benefits package, including 401K available on your first day of employment.

MISO manages the electricity superhighway in the Central U.S. Through use of groundbreaking research and advanced technology, our highly skilled employees ensure power flows reliably to 45 million Americans. Operating the electricity grid, running a robust energy market, planning for a bright future – it’s what our immensely talented and dedicated team does every day.

MISO, What We Do (https://vimeo.com/935124142/5c8d23402d)

Qualifications

Education

Required