MISSION STATEMENT
The McKnight Foundation, a family foundation based in Minnesota, advances a more just, creative, and abundant future where people and planet thrive.
ORGANIZATIONAL OVERVIEW
The McKnight Foundation envisions a world that recognizes the dignity of every human being, a world where we celebrate the creativity of the arts and sciences and come together to protect our one and only Earth. Earlier this month, the private family foundation released its Strategic Framework 2019-2021 reflecting this mission and vision.
McKnight has grantmaking programs in regional economic and community development, Minnesota’s arts and artists, education equity and youth engagement, Midwest climate and energy, Mississippi River water quality, neuroscience research, international crop research, and rural livelihoods. Founded in 1953 and independently endowed by William and Maude McKnight, the Foundation has assets of approximately $2 billion and grants about $90 million a year.
The primary geographic focus is the state of Minnesota (approximately 60% of grantmaking), with significant support directed to strategies throughout the United States, Africa, Southeast Asia, and South America.
The staff at McKnight make meaningful contributions to solving some of the major challenges of our time. They are guided by McKnight’s mission and its values of Stewardship, Respect, Equity, and Curiosity. Strategies are developed and adjusted on the bases of ongoing learning, reflection, and adaptive action, an approach that prepares the Foundation to respond as changes occur in cultural, demographic, economic, environmental, political, scientific, and technological landscapes.
The Foundation cares about what gets accomplished as well as the way the work gets done. Staff are encouraged to bring deep content knowledge and the self-awareness, empathy, and intellectual curiosity to be collaborative learners and co-creators both internally and externally. In addition, interpersonal savvy; and excellent problem-solving and communication skills are required. We have high performance expectations for our staff. The Foundation offers employees meaningful work, inspiring and supportive colleagues, and the resources and tools to do their work well.
The McKnight Foundation enjoys an exemplary reputation. McKnight’s most recent Grantee Perception Report from The Center for Effective Philanthropy places the Foundation in the top 10% of funders for its impact on grantees’ fields and on public policy, and in the top 20% of funders for its impact on grantees’ organizations. McKnight also received a 2016 “Great Rated!” designation from the Great Place to Work Institute.
The McKnight Foundation has an explicit commitment to diversity, equity, and inclusion. This commitment is critical to deepening our relevance, credibility, and effectiveness, and it helps us advance our mission of a more just, creative, and abundant future. The civic and economic vitality of our home state of Minnesota depends on inclusive and equitable opportunities for everyone. We see many ways to realize this vision as a funder, convener, and thought leader, and as an employer, economic entity, and institutional investor.
McKnight’s approach to philanthropy
The fourth page of the Strategic Framework details our philanthropic approach. At the core of McKnight’s approach to philanthropy are quality relationships and a deep understanding of place. How staff go about their work is regarded as just as important as the grants they make. Each program pursues its own ambitious goals, drawing upon abundant resources of creativity, research and data, existing and emergent knowledge, and collaboration with diverse grantees, partners, and multiple program stakeholders. The Foundation uses all the tools and resources at its disposal—grantmaking as well as investments, convening, and credible influence—to support systems change.
THE POSITION…
Director of Talent and Culture—McKnight Foundation
McKnight is hiring a director of talent and culture, a new staff position focused on talent management. The director of talent and culture reports to the vice president of finance and operations and serves as a member of the operations leadership team. The director will oversee all aspects of the talent management function for the Foundation including recruiting and retaining a diverse and effective workforce, designing and overseeing a total compensation program, and managing resources to support talent development. This person will be one of the organizational leaders of the Foundation’s work on diversity, equity, and inclusion (DEI) and help maintain a culture of high trust and high expectations.
Staffing
Lead the staffing process for the Foundation to recruit, retain, and support a diverse, effective, and engaged staff.
- Consult on organization structure and design and develop position descriptions.
- Recommend the recruitment strategy that best aligns with the needs of the position-specific hiring process.
- For internally led processes, work with the communications team and hiring manager to develop and execute strategies to source a diverse pool of highly qualified candidates. For externally led processes, act as the primary point of contact for the search firm.
- Work with the hiring manager to vet candidates and bring forward a diverse slate of qualified candidates.
- Develop interview questions to explore candidates’ technical, communication, conflict resolution, and intercultural competency skills.
- Provide training for interview team members on effective, legal, and unbiased interviewing techniques. Serve as a member of the interview team for assigned positions.
- Conduct reference checks for recruitment processes when they are led internally.
- Work with the human resources team and hiring manager to provide a robust and effective on-boarding process for new hires.
- Serve as a resource for staff, including managers, in addressing human resources issues including performance and conflicts.
Talent Development Strategies
Align policies, practices, and processes to support a culture of high trust and high expectations; and design, implement, and lead talent development strategies for the Foundation.
- Manage the professional development budget and approve professional development requests.
- Consult with managers and employees on annual professional development plans to develop position-specific knowledge, skills, abilities, and growth-edge strategies.
- In consultation with the senior leadership team and the diversity, equity, and inclusion advisory committee, plan and provide Foundation-wide talent development opportunities to support the Foundation’s mission and values.
- Work with the vice president of finance and operations and other leaders to align current and emerging policies, practices, and processes with the Foundation’s mission, values, Strategic Framework, and DEI Statement.
- Ensure that all Foundation human resources policies, practices, and processes comply with local, state, and national laws.
- In partnership with the meeting and events coordinator, plan the biweekly staff meetings.
- Serve as sponsor and member of the Great Place to Work committee.
Compensation Strategy
Design and oversee the Foundation’s total compensation strategy.
- Coordinate with the compensation and benefits manager to complete annual salary and benefits surveys.
- Work with the total compensation consultant and compensation and benefits manager to review compensation benchmarks and make recommendations for annual budget.
- Stay informed on changes to local, state, and national laws related to compensation and benefits and ensure the Foundation complies with all applicable laws.
- Communicate the total compensation strategy to staff.
- Work with the compensation and benefits manager to ensure that the compensation and benefits are administered in a timely and effective manner.
Human Resources Management
Manage the human resources team.
- Supervise, coach, and mentor the compensation and benefits manager and administrative assistant. Provide timely feedback and guidance.
- Develop and manage the annual human resources budget including all compensation and benefits line items.
Foundation Activities
Participate in Foundation-wide meetings, events, and annual Foundation-wide goal.
- Attend and actively participate in staff meetings, retreats, Manager’s Roundtable meetings, and DEI sessions.
- Participate in cross-functional work groups and action learning teams as appropriate.
- Identify and work toward annual Foundation-wide goal.
DESIRED QUALIFICATIONS
Minimum Education and Experience
Bachelor’s degree and a minimum of 10 years’ related full-time professional work experience in a managerial position in a mission driven organization, or a combination of equivalent experience and training.
SPHR certification desired.
Knowledge, Skills, and Abilities
- Ability to develop, implement, and support talent management throughout the Foundation.
- Ability to develop and maintain strong working relationships and to represent the McKnight Foundation and its mission, values, and culture to internal and external stakeholders.
- Ability to work with a high degree of cultural competency with a diverse and inclusive environment.
- Ability to quickly develop an understanding of McKnight Foundation’s programs, mission, values, strategic framework, structure, and culture.
- Ability to develop policies and procedures that align with a high trust/high expectations culture and lead staff in their implementation.
- Ability to engage others and influence outcomes.
- Knowledge of local, state, and federal laws and regulations related to human resources.
- Ability to effectively supervise and manage as well as coach other managers in supervisory skills.
- Ability to work with high level of proficiency in Microsoft Office software including Word, Excel, and Outlook.
- Skill in bringing a group with diverse views to consensus.
- Skill in developing and managing budgets including compensation and benefits.
- Ability to handle heavy workload and meet deadlines.
Foundation-Wide Competencies:
- Collaborates
- Communicates Effectively
- Manages Complexity
- Builds Networks
- Shows Resilience
- Drives Results
- Applies Strategic Mindset
- Instills Trust
Position-Specific Competencies
- Attracts Top Talent
- Develops Talent
Working Conditions and Physical Effort
- Regular operation of normal office machines (computer, copier, and fax) is required.
- Occasional evenings and weekends are required.
- Limited travel may be required.
COMPENSATION AND BENEFITS
The McKnight Foundation provides a competitive compensation package. Benefits include health, dental, life, and disability insurance; generous paid time off; contribution to retirement plan; and a flexible work environment. The salary range for this position is $155,000-160,000.
ADDITIONAL INFORMATION
The McKnight Foundation has engaged Ballinger Leafblad to manage the search process. All inquiries and applications should be directed to lars@ballingerleafblad.com
Priority consideration will be given to candidates who have submitted materials by Friday, March 22, 2019.
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.
The McKnight Foundation is an Equal Employment Opportunity Employer
Springboard for the Arts is now offering a new fellowship for BIPOC (Black, Indigenous, People of Color) and Native artists who are working to build tools and pathways of support for other artists. If you are, or know an artist who fits this criteria, continue reading to learn more and apply!
OVERVIEW
The 20/20 Artist Fellowship is an unrestricted $15,000 award, plus a $5,000 professional development stipend given individually to three (3) BIPOC (Black, Indigenous, People of Color) and Native artists who are creating tools, pathways and systems of support for artists in their communities.
The 20/20 Artist Fellowship is open to BIPOC and Native artists of all practices, disciplines and career stages residing or working in Minnesota. Recipients of the fellowship are not required to apply award funds towards existing or future work products.
Candidates for the 20/20 Artist Fellowship are identified through an open application process. All eligible applications receive equal consideration through a three-round peer review process (pre-screen, panel review and panel interview). Peer reviewers are selected by Springboard staff and aim to represent the diverse pool of identities, geographies and artistic disciplines reflected in the applicant pool.
The 20/20 Artist Fellowship is a three year pilot program that will be offered yearly through 2020. This year, the application period is open January through March, awardees are decided in June, and the fellowship period runs until August 2020.
PURPOSE
The 20/20 Artist Fellowship is an unrestricted $15,000 award plus $5,000 professional development stipend given individually to three (3) BIPOC (Black, Indigenous, People of Color) and Native artists who are developing tools, pathways and systems of support for artists in their communities.
Springboard for the Arts is offering the 20/20 Artist Fellowship recognizing that while Minnesota leads the nation in arts-related funding, racial disparities prevent those dollars from reaching BIPOC and Native artists and artforms. For Minnesota and the region to thrive as a cultural hub, progressive and accelerated solutions to end racial inequities in the arts— led by artists from impacted communities—are imperative. The 20/20 Artist Fellowship aims to recognize BIPOC and Native artists who are developing networks, resources and pathways that dismantle structural racism and aid in systems change within our local creative economy.
The 20/20 Artist Fellowship is an extension of Springboard’s Economic and Community Development work, and will be piloted through the year 2020. During these pilot years Springboard will be refining the 20/20 Artist Fellowship in order to make the program as relevant and effective to BIPOC and Native artists as possible. We warmly accept input from past, present and prospective fellows. Please send suggestions and feedback to: fellowships@springboardforthearts.org
ELIGIBILITY
The intent of the 20/20 Artist Fellowship is to recognize BIPOC and Native artists in Minnesota who are developing tools, pathways and systems of support for artists in their communities. Please read carefully. Applicants who do not meet all of the following criteria and will not be considered and should not apply.
The 20/20 Artist Fellowship is open to BIPOC and Native artists of all practices, disciplines and career stages. Recipients of the fellowship are not required to use award funds towards existing or future work products. To be considered for the 20/20 Artist Fellowship an artist must:
1. Identify as BIPOC (Black, Indigenous, Person of Color) or Native. We use this term to mean that we seek to serve artists of color who identify as: Black/African/African American, Afro Latino/a/x, Caribbean, Chicano/a/x, Mexican, Central American, South American, Middle Eastern/North African, Southeast Asian/Asian, Pacific Islander/Native Hawaiian, Native Alaskan, Immigrants, Refugees, Undocumented, and/or Muslim. We recognize that these descriptions and this language is ever-evolving and will always be inadequate. If this description resonates with you, we invite you to apply.
2. Be 18 years of age or older
3. Be eligible to receive taxable income in Minnesota throughout the current fellowship year
4. Have been living or working in Minnesota for the past two years
5. Be living or working in Minnesota throughout the fellowship period
6. Not have received fellowship awards from Springboard in the past
7. Not work as fellowship staff for the 20/20 Artists Fellowship program
8. Not work at or be a board member of Springboard for the Arts
9. Not be an immediate family member of fellowship staff, Springboard staff or board members (independent contractors are eligible to apply)
A final determination of eligibility is made by Springboard on a case by case basis.
REVIEW PROCESS
All eligible applications are reviewed through a three-round peer review process (prescreen, panel review, and panel interview). Peer reviewers are selected by Springboard staff and represent, as best as possible, the diverse pool of identities, geographies, practices and disciplines reflected in the applicant pool. Our peer review process aims to identify visionary and community-driven artists who are working to build resources for artists in their communities. Applicants are considered and advanced through the process based on how arts-based, community-centered, and culture-shifting their interventions are. Peer reviewers remain anonymous during the review process. Springboard staff do not serve on the panel or make decisions regarding the applicants.
Round 1: Prescreen
Peer reviewers will evaluate letters of intent and artist statements then select approximately one-third of the pool to advance to panel review. All applicants will be notified about their status via email.
Round 2: Panel review
Peer reviewers will evaluate resumes/websites, letters of intent and artist statements from the second round of applicants, then make individual selections that will be discussed as a group. Eight (8) finalists will be selected and invited to interview in person with the panel. All applicants will be notified about their status via email. Finalists will be notified via email and phone by late-May (date TBD).
Round 3: Interviews
Eight (8) Finalists will be asked to provide letters of recommendation and schedule in-person interviews during the first two weeks in June (date TBD). Interviews that cannot be conducted in person will be arranged via video conference call. Interviews are scheduled for 45 minutes, including 15 minutes for finalists to ask questions. Finalists who do not receive the fellowship will receive a $1,000 honorarium for their time. The three (3) awardees will be notified by phone shortly thereafter and announced publicly in late June.
FELLOWSHIP PERIOD
AWARDS
20/20 Artist Fellows are not required to apply their awards towards existing or future work product. Fellows are encouraged to direct their $15,000 unrestricted funds towards areas that will have the most impact on their careers and overall quality of life. Beginning the fellowship, fellows will have the opportunity to receive one-on-one award budgeting session with Springboard Artist Resources staff. Fellows will also have the option to schedule their award disbursement(s) in a single payout, or over several payouts during the corresponding tax years. Awards are subject to state and federal income tax guidelines. In the past, fellows have applied award funds towards:
- Paying themselves
- Paying off debt
- Hiring staff
- Owning equipment
- Rent
- Personal savings/retirement
- Medical care
- Continuing education
- Traveling
- General operations
- Study/reflection
- Experimentation/exploration
- Wellness/healing
- + More
PROFESSIONAL DEVELOPMENT
In addition to unrestricted award funds, fellows will receive a $5,000 professional development stipend, up to 5 hours free of career consultation with Springboard’s Artist Resources staff, and one year free of Springboard’s artist career workshops and trainings. The stipend, career consultations and trainings must be used during the fellowship period and cannot be carried over after the fellowship ends. Past fellows have used the professional development stipend for (though not limited to):
-
- Classes/workshops/trainings (non-Springboard)
- Out-of-state conferences (flight, lodging, registration, meals, transport)
- Commuting to auditions/castings/interviews
- In-person meetings with a mentor or professional expert
- Publishing/producing work
- Research
- Hiring contractors
- Space rental
- Website design
- Equipment
- Reimbursement for business meetings
- Promotion/marketing
- Administrative support
- Professional headshots
- Accounting/tax/legal help
- + more
HOW TO APPLY
The 20/20 Artist Fellowship accepts both written and video applications through an open application process. During the open application period, artists can choose to attend our information session and/or application review session to better understand the program and receive feedback on their applications. Questions can also be sent to fellowship officials at: fellowships@springboardforthearts.org
Applications will be open January 31 through March 31, 2019 at 11:59pm.
02/20/2019
Where: Minnesota Council of Nonprofits, 2314 University Ave. W., Suite 20, St. Paul
Workplaces and organizations want their services and programs to be high quality, accessible, and inclusive. Yet we often unintentionally design in ways that create barriers, promote exclusion, and lessen quality. Universal design principles and practices can be used to design our programs and services – and communicate about those programs and services – in ways that help us achieve our goals.
About the Presenter
Anne Phibbs is the founder and president of Strategic Diversity Initiatives. Anne brings over 25 years’ experience helping organizations advance their equity, diversity, and inclusion goals. She is adept at assessing an organization’s strengths and challenges and tailoring her approach to its context, culture, and goals. Anne has delivered hundreds of workshops and classes for thousands of participants in corporate, government, higher education, nonprofit, healthcare, and faith community settings. Anne built a successful diversity and inclusion leadership program at the University of Minnesota, with a focus on emotional intelligence (EI), and she is an EI Practitioner certified in the EQ-i2.0 and EQ360 methods. As director of education at the University of Minnesota, she was responsible for developing and implementing their successful Certificate Program, a series of 10 workshops designed to increase capacity for diversity and inclusion work across every part of the institution. Anne earned her Ph.D. in philosophy and feminist studies from the University of Minnesota.
We’re seeking an intellectually curious, highly analytical professional with great interpersonal skills to join the Foundation’s Community Innovation Team. We are a collaborative and curious bunch of people who are passionate about learning, equity and making the most impact we can in this vast and varied region. If you have these skills and share these interests, please consider applying!
Background
The Bush Foundation is a private foundation based in St. Paul, Minnesota. The Foundation was established in 1953 by 3M executive Archibald Bush and his wife, Edyth. Today, we invest in great ideas and the people who power them in Minnesota, North Dakota, South Dakota and the 23 Native nations that share the geography. We work to inspire and support creative problem solving – within and across sectors – to make our region better for everyone. You can learn more about us at BushFoundation.org, including our perspective on equity.
This position is part of the six-person Community Innovation (CI) team. The CI team inspires and supports community problem solving through two programs — Community Innovation Grants and the Bush Prize for Community Innovation. Through these programs, the CI team provides encouragement, support and resources to communities striving to solve problems throughout the region.
Job Purpose
The CI Program Manager will be responsible for actively sourcing and cultivating grant proposals from people all over the region and providing coaching and support to grantees. They will also provide some day-to-day leadership for key elements of the Community Innovation team’s programs. The specific responsibilities for this CI Program Manager will vary based on the qualifications and experience of the successful candidate and the other team members.
Core Responsibilities
- Cultivate and source strong grant proposals across the region, by:
- Building relationships with people and organizations from a wide variety of communities and on a wide variety of issues.
- Presenting information about the Community Innovation programs and community problem solving concepts.
- Identifying promising applicants and helping them strengthen their proposals and navigate the Community Innovation selection processes.
- Review and select grant proposals to receive funding, applying program criteria, using independent judgment and working closely with other team members.
- Provide feedback and coaching to declined applicants, in particular to those projects that show great promise.
- Provide coaching and support to grantees in order to bolster their problem-solving efforts.
- Demonstrate content expertise on collaborative problem solving and community engagement practices in both internal and external settings.
- Review, develop, implement and improve team workflows and projects. Work with staff across the Foundation to ensure strategic and operational coordination between programs and teams.
- Contribute to cross-foundation work and learning that advances the Foundation’s overall strategic goals. This would include activities like participating in ad hoc work teams, equity projects, strategic initiative work and organization-wide workshops and committees.
- Actively demonstrate core organizational values in performing all duties.
Key Characteristics and Qualifications
- At least five years’ experience in public, nonprofit or related private sector field (including consulting and coaching). Experience with collaborative problem solving and community engagement is a plus.
- Experience with grantmaking, either as a funder or a grant recipient, or experience with similar activities such as proposal review, developing and presenting recommendations would be a plus.
- Track record of curiosity and familiarity with a wide array of issues and current events. Knowledge of communities in the region is a plus.
- Excellent communication and interpersonal skills.
- Excellent critical analysis skills and ability to convey complex, nuanced analysis both verbally and through concise, clear writing.
- Demonstrated success at building and maintaining relationships and working collaboratively AND demonstrated ability to exercise independent judgment and move forward with a minimum of direction. This person needs to be comfortable and skilled at working both ways.
- Demonstrated ability to effectively interact, communicate, and collaborate with people from a wide range of cultural backgrounds.
- Demonstrated ability to manage multiple priorities concurrently and effectively and to lead projects in a collaborative manner.
JOB DATA
Reports To: Mandy Ellerton, Community Innovation Director
Classification: Exempt
Working conditions: General office environment. Some travel is required, up to 25%. Periodic adjustments to work schedule may be necessary.
Our Values
More Good Every Year. We are a true learning organization and work to be smarter and more effective every year. We never lose sight of the reason we exist: to do the most possible good with the resources left to the community by Archibald G. Bush.
Spread Optimism. We encourage individuals and organizations to think bigger and think differently about what is possible. We are positive and supportive in our internal and external interactions.
Work Beyond Ourselves. We actively seek opportunities to work in true collaboration with others to have more impact. We are willing to both lead and follow. We candidly share what we learn with others.
Everybody Matters. We are a champion for both excellence and equity inside and out of the Foundation. We have fair, open and inclusive processes. We work to raise overall quality of life while also closing opportunity and achievement gaps.
Steward Well. We demonstrate appreciation for the Foundation’s history and thoughtfully build on its legacy. We hold ourselves to high standards of integrity and accountability, and conduct ourselves in a way that we hope would make our founders proud.
INFORMATIONAL WEBINAR
We will be hosting a brief webinar on Thursday, February 7, 2019 at 10:00 a.m. (central time) to better acquaint you with the Bush Foundation and the Community Innovation Program Manager position.
Please register for the live webinar here.
A recording with closed captions will be available on our website shortly after the live webinar.
TWO WAYS TO APPLY:
- Send a cover letter and resume to Talent@BushFoundation.org; must include “CI Program Manager” in the subject line.
- Mail a cover letter and resume to Gao Lee – Talent Development Team, Re: CI Program Manager, Bush Foundation, 101 Fifth Street East, Suite 2400, St. Paul, MN 55101
Please apply by noon (central time) on Friday, February 22 to ensure that your application be given priority consideration. Your application may not be considered if you apply after this date.
The Bush Foundation is an Equal Opportunity Employer.
