Director of Human Resources

Director of Human ResourcesPACER Center is a nonprofit organization dedicated to supporting families of children and young adults with disabilities through parent training and advocacy, assistive technology, and social inclusion programs. Established in 1977, PACER employs approximately 50 staff and helps thousands of families annually access services for their children by providing individualized support, training, and information services, as well as extensive online resources.The Director of Human Resources acts as primary point of contact for employees within the organization for Human Resources and employment related matters. The Director of Human Resources is responsible for providing high customer service and quality standards for HR support to all employees while maintaining confidentiality. This position requires initiative, critical thinking and follow-through skills. The Director of Human Resources also provides support with the development, customization and implementation of HR solutions and leads the organizations' professional development efforts.This person also supports efforts to recruit/retain/develop human capital for the organization. Manages employee benefits, oversees proper employee filing systems, the implementation of policies, all compliance requirements and maintains the employee handbook. Works with committee members, Executive Director and other supervisors as needed to foster an environment where core values of the organization are instilled, practiced and reinforced.Key ResponsibilitiesLeadership & Strategic PartnershipAs the organization's first Director of Human Resources, builds foundational HR infrastructure and systems (HRIS, personnel recordkeeping, policies and procedures) and establishes HR as a trusted, central functionServes as a thought partner on the Senior Leadership team, with a solutions-based attitudeProvide assistance to the Executive Director and Board on the development and implementation of the strategic plan and organizational goalsProvide support to committees/task forces as requestedCompliance & Risk ManagementEnsures that all federal, state, local, and organizational employment policies, procedures, laws, and regulations are implemented, collaborating with Leadership Staff on consistent execution across the organizationServe as the organization's primary point of contact for EEO, ADA, and harassment/discrimination matters, including conducting or overseeing internal investigations and administering the ADA interactive accommodation processConduct a comprehensive HR compliance audit within the first 90-180 days (I-9s, personnel files, wage and hour practices, recordkeeping) and develop a remediation planMonitor and ensure compliance with EEOC, OSHA, and applicable state human rights and pay equity requirements, including required postings and reportingWorks with leadership to identify, monitor, and minimize the organization's risk exposure, reporting significant issues immediatelyTalent Acquisition & WorkforceLeads full-cycle recruiting, retention, and development of human capital for the organization, ensuring all required certifications are met and current for each positionEnsures job descriptions are up to date and compliant with local, state and federal regulationsIn combination with the Executive Director and with the use of local and national data, helps set compensation ranges for all positionsOnboards and offboards all staff and works with supervisors to deploy and document a consistent process for each employee's first 90 daysBenefits & Leave AdministrationEstablishes and optimizes benefit broker relationships and manages benefit programs for all employeesProcesses and responds to all Worker's Compensation claimsAdministers all federal, state, and local leave programs, including FMLA, ADA leave, and Minnesota Paid Family and Medical Leave (PFML), ensuring eligibility determinations, certifications, and job restoration are handled correctly and consistentlyCoordinates concurrent use of MN PFML, FMLA, ADA accommodation leave, workers' compensation, and PTO to ensure accurate benefit-year tracking and legal complianceManages required Minnesota PFML employer obligations, including payroll tax withholding coordination with Finance, quarterly wage detail reporting to the MN Department of Employment and Economic Development (DEED), and employee notice and poster requirementsTracks use and overuse of PTO and works with supervisors to uphold policies related to time offPerformance, Culture & Professional DevelopmentImplements and tracks performance management and review processes for the organization, working with supervisors to develop performance plans and training recommendations that improve employee skillsDesigns and manages an organization-wide professional development program, including training budget, calendar, and completion tracking to meet the organization's compliance, skill, and culture goalsCoaches and develops people managers, particularly those without prior HR support, on effective supervision and employee relations practicesContributes to the development of a culture of equity, inclusion, diversity and belongingChampions organizational change management, applying structured change methodologies to guide the organization through transitions and building staff capability through targeted trainingLeads employee engagement efforts, including administering engagement surveys, analyzing exit interview trends, and recommending retention strategiesHR Operations & AdministrationMaintains accurate employee records and conducts a monthly review of employee timesheets to ensure fidelityMaintains and regularly updates the Employee Handbook, including leave and other policies, to reflect new and changing employment lawsStays up to date with all HR-related legislation, trends, best practices and toolsResponsible for answering policy questions and responding to basic issues and escalating issues as appropriateApproaches challenges and collaborative efforts with a strengths-based and positive attitudeCore Performance CategoriesEmployee recruitment and retentionBenefits AdministrationCompliance & Risk ManagementLeave AdministrationCulture, Engagement & Professional DevelopmentAdditional ResponsibilitiesHandle other duties and responsibilities as deemed necessary or important as assigned by the Executive DirectorAttend fundraisers and events as well as Committee and Board meetings as determined by the Executive DirectorRelationshipsInternal: Maintain contact with Leadership Team to provide technical assistance in matters related to employees; interact regularly with employees at all levels of the organization. Works closely with the Director of Finance for the execution of payroll and other employee related benefits.External: Maintain contact with external contractors, vendors, insurance carriers, and other groups.Skills / Knowledge RequiredCollege Degree, preferably Human Resources business or related field preferred, associate's degree plus relevant experience consideredMust be 21 years or older5+ years of HR field experienceKnowledge and/or experience working with a non-profit preferredSHRM-CP, SHRM-SCP, PHR, or SPHR certification preferredDemonstrated expertise administering FMLA and state paid family and medical leave programs (including Minnesota PFML), and coordinating concurrent leave entitlementsExperience conducting HR compliance audits and workplace investigations, with strong knowledge of EEO, ADA, and related employment lawProficient skill with Microsoft Office SuiteProficient use of HRIS systemsExceptional organization and attention to detail, professional presence, strong customer relations skills and ability to maintain strict confidentialityStrong analytical skills with the ability to problem solveDemonstrated history of appropriate handling of confidential informationPhysical RequirementsOffice environment; must be able to sit for long periods of time and may be exposed to extended stretches of time viewing a monitor. Physical abilities required include bending at waist and reaching above the shoulder to maintain files, speaking clearly and listening actively, dexterity of hands/fingers to operate computer keyboard and enter data. May require some weekend and evening responsibilities for fund-raising events and/or special project work.Work EnvironmentThe work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job; reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions; duties are normally performed at PACER