Human Resources (HR) Manager in Richfield, Minnesota
Our well-respected, non-profit client in the Twin Cities is hiring a HR Manager to join their existing HR team of 5. Our client is seeking a Human Resource Manager to oversee three direct reports (2 HR Generalists and a Recruiter) and manage hiring and interviewing staff; compensation, benefits and leave; employee relations; health and safety; compliance; and enforcing company policies and practices. If you are strong within benefits management, employee relations, HR supervision/management, training, and diversity, equity and inclusion, this is the role for you! The HR Manager will be working a hybrid schedule and reporting into the VP of HR.
Responsibilities for the HR Manager:
Responsible for HR department management: Recruits, interviews, hires, and trains new HR staff and oversees the daily workflow for the department. Provides constructive and timely performance evaluation and handles discipline and performance management as needed and in accordance with organizational policy.
Partners with the VP of Human Resources to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Completes salary surveys, analyzes wage and salary reports, and recommends and administers competitive compensation plans.
Oversees implementation of the organization’s health and welfare benefits and retirement program. Responsibilities include partnering with external vendors to deliver successful annual open enrollment and ensuring accurate compliance reporting. Develops and delivers benefit education series for employees.
Implements talent management plan, including skill development training programs, to ensure our client has the necessary talent to meet staffing needs. Leads cross-functional collaboration to develop and deliver learning and development programs that provide internal advancement opportunities for employees.
Administers performance review plans and development plans for organization. Oversees training of supervisors on performance feedback, career development, employee recognition, and performance improvement. Directly coaches personnel, as appropriate.
Collaborates with compliance department to oversee health and safety programs for licensed services. Responsible for oversight of staff training plans and ensuring resources are available to maintain program compliance and safe, efficient business operations. Contributes to evaluation and oversight of training programs for assigned personnel. Investigates work injuries: liaisons with worker’s compensation representatives, completes all worker’s compensation and OSHA reports, and oversees and coaches' supervisors regarding workplace accommodations.
Works closely with management and employees to build an inclusive culture that supports a sense of belonging for all employees, builds morale, and increases productivity as well as retention.
Defines great performance for self and staff and seeks to continuously develop skills to improve self. Follows safety procedures and assists in identifying safety needs for self and others.
Requirements and skills for the HR Manager:
Four-year degree and eight years of HR experience including a minimum of two years of human resources management experience.
Experience in managing human resource functions and people
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Experience with delivery of talent management and training initiatives
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems
SHRM-CP or SHRM-SCP highly desired
If this sounds like the role for you, please reach out to Kelsey Conrad on LinkedIn.
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