NewAssociate Vice President of Human Resources / CHRO (MnSCU Admin-7) Minnesota State Colleges and UniversitiesAssociate Vice President of Human Resources / CHRO (MnSCU Admin-7)Winona, Minnesota$105,407–$169,114 / yearWSU’s Rochester campus is located in Minnesota’s third largest city - a dynamic hub for industry, arts, and culture, and consistently ranked as one of the best places to live in the U.S. Winona State University's mission is to enhance the intellectual, social, cultural and economic vitality of the people and communities we serve: a community of learners improving our world. The Associate Vice President of Human Resources and Chief Human Resources Officer (AVP/CHRO) provides strategic leadership, vision, and direction for all human resources functions across the university.
General Counsel Saint Mary's University of MinnesotaGeneral CounselWinona, MN$160,000–$190,000 / yearAs the University''s chief legal officer, the General Counsel provides strategic legal counsel and guidance to the President, Board of Trustees, President''s Cabinet, and senior leadership across a diverse range of complex legal, regulatory, governance, and institutional matters. As a member of the President''s Cabinet, the General Counsel works closely with institutional leadership to navigate complex legal landscapes, support sound governance practices, and provide practical guidance that advances organizational objectives while ensuring compliance with applicable laws, regulations, and accreditation requirements.
General Counsel Saint Mary's UniversityGeneral CounselWinona, Minnesota$160,000–$190,000 / yearFull timeAs the University's chief legal officer, the General Counsel provides strategic legal counsel and guidance to the President, Board of Trustees, President's Cabinet, and senior leadership across a diverse range of complex legal, regulatory, governance, and institutional matters. As a member of the President's Cabinet, the General Counsel works closely with institutional leadership to navigate complex legal landscapes, support sound governance practices, and provide practical guidance that advances organizational objectives while ensuring compliance with applicable laws, regulations, and accreditation requirements.
HR Generalist Saint Mary's University of MinnesotaHR GeneralistWinona, MN$60,000–$68,000 / yearComprehensive knowledge of workplace investigations and employee relations, including resolving workplace issues, providing guidance to managers on performance, conduct, workplace conflict, and corrective action, and advising managers on routine personnel matters. Talent Nurturer: Assist in recruitment, selecting candidates who resonate with our values of faith, service, and community while coordinating a welcoming and effective onboarding experience that fosters engagement, connection, and long-term success within the University community.
HR Generalist Saint Mary's UniversityHR GeneralistWinona, Minnesota$60,000–$68,000 / yearFull timeComprehensive knowledge of workplace investigations and employee relations, including resolving workplace issues, providing guidance to managers on performance, conduct, workplace conflict, and corrective action, and advising managers on routine personnel matters. Talent Nurturer: Assist in recruitment, selecting candidates who resonate with our values of faith, service, and community while coordinating a welcoming and effective onboarding experience that fosters engagement, connection, and long-term success within the University community.
Human Resources Generalist (Hybrid- La Crosse WI) Dairyland Power CooperativeHuman Resources Generalist (Hybrid- La Crosse WI)La Crosse, Wisconsin$77,400–$116,100 / yearResponsibilities include employee relations support, recruiting and onboarding coordination, performance management assistance, HR data and reporting, compliance support, and coordination of employee engagement, workforce planning, succession planning, change management, training, and process improvement activities. The Human Resources Generalist independently handles routine to moderately complex HR matters within established policies, procedures, and practices, while escalating higher-risk, complex, or precedent-setting matters to HR leadership or designated HR business partners.