HR Manager

Job Details: Job Location: Archetype - Minnesota - BLOOMINGTON, MN, Position Type: Full Time, Education Level: 4 Year Degree, Salary Range: $75000.00 - $110000.00Salary/year, Travel Percentage: Negligible, Job Category: Human Resources, Location: Bloomington, MN Employment Type: Full-Time Reports To: Chief Operating Officer Travel: About the Role We are looking for an experienced, hands‑on HR Manager to lead the human resources function for a growing signage manufacturing and installation company with four operating divisions across Minnesota and Iowa and 200+ employees. This is a highly visible, HR leadership position. The HR Manager will be responsible for the full employee lifecycle—from prospecting, recruiting and onboarding through performance management, employee relations, benefits, compliance, training, and offboarding. The ideal candidate is a practical HR professional who enjoys being close to the business and its people. This person should be comfortable on the shop floor, partnering with managers, handling sensitive employee issues, and developing HR processes that support a growing organization. They will serve as a trusted resource to employees and leaders across all four divisions. Key Responsibilities HR Leadership & Business Partnership Own and manage the day‑to‑day HR function for all operating divisions. Serve as a trusted HR advisor to managers and leadership on employee, organizational, and workplace matters. Develop and implement HR policies, procedures, and programs that support company goals and culture. Partner with leadership on organizational development, workforce planning, employee retention, and staffing needs. Maintain a consistent approach to HR practices across Minnesota and Iowa locations while recognizing the needs of each division. Identify opportunities to improve HR processes, employee experience, communication, and organizational effectiveness. Employee Relations Serve as the primary point of contact for employee relations matters. Coach managers through performance issues, attendance concerns, workplace conflicts, disciplinary actions, and terminations. Conduct and document workplace investigations and make appropriate recommendations to leadership. Help foster a respectful, accountable, and positive workplace culture. Ensure employee concerns are addressed promptly, fairly, and consistently. Maintain appropriate confidentiality and sound judgment when handling sensitive situations. Recruiting & Staffing Partner with managers to identify staffing needs and develop recruiting strategies. Manage the recruiting process from job description development through offer, background checks, and onboarding. Source candidates using job boards, recruiting platforms, employee referrals, community partnerships, and other appropriate channels. Develop strong relationships with candidates and represent the company positively throughout the hiring process. Monitor staffing levels, turnover, time‑to‑fill, and other recruiting metrics. Help develop strategies to attract and retain skilled manufacturing, production, installation, project management, sales, and administrative employees. Onboarding & Employee Development Own the new‑hire onboarding process and ensure employees receive a consistent, welcoming introduction to the company. Coordinate required training, safety training, compliance training, and other employee development programs. Partner with managers to establish effective training and development plans. Support performance review processes and help managers provide meaningful feedback. Identify opportunities for leadership development and succession planning. Benefits & HR Administration Administer employee benefit programs, including health insurance, dental, vision, life insurance, disability, and 401(k). Coordinate annual benefits enrollment and serve as the primary employee resource for benefits questions. Administer PTO, leave programs, and other employee programs consistently and in accordance with company policy. Compliance & Risk Management Ensure compliance with applicable federal, state, and local employment laws, including requirements applicable to Minnesota and Iowa employees, as well as several remote employees in various other states. Stay current on changes in employment legislation and recommend necessary policy or practice changes. Maintain required employment records, postings, reports, and documentation. Partner with safety leadership on OSHA compliance, workplace safety initiatives, workers' compensation, and injury reporting. Coordinate unemployment claims and other employment‑related matters. Work with outside employment counsel, benefits providers, insurance carriers, and other HR partners as needed. Ensure company policies are consistently applied and appropriately documented. HR Systems, Reporting & Process Improvement Maintain accurate employee information and HR records. Develop and monitor HR metrics, including turnover, attendance, recruiting activity, headcount, retention, and other key measures. Create reports and dashboards that provide leadership with meaningful workforce insights. Evaluate and improve HR systems, processes, and workflows. Leverage technology to reduce administrative work and improve the employee experience. Manage annual Equal Employment Opportunity (EEO) compliance reporting and oversee the renewal of the Minnesota Workforce Certificate. Qualifications: What We're Looking For 3+ years of progressive HR experience, preferably with experience managing a broad range of HR functions. Bachelor’s degree in human resources, Business Administration, or a related field preferred. PHR, SHRM-CP, SHRM-SCP, or similar certification is a plus but not required. Experience as a HR professional or primary HR leader is strongly preferred. Strong employee relations and conflict‑resolution skills. Working knowledge of federal and state employment laws. Experience supporting hourly, manufacturing, production, or field‑based employees preferred. Strong recruiting and interviewing skills. Excellent written and verbal communication skills. Highly organized with strong attention to detail. Comfortable handling confidential and sensitive information. Strong judgment and the ability to make sound decisions independently. Ability to balance employee advocacy with the needs and objectives of the business. A hands‑on, approachable leadership style and genuine interest in working with people at all levels of the organization. #J-18808-Ljbffr