Director Of Human Resources

Hogan & Associates Executive Search, a retained search firm based in Minneapolis, specializes in global executive and senior executive searches. We help organizations build high-impact leadership teams and develop future talent pipelines. With strong business sector expertise, our firm is trusted for providing access to leading candidates and valuable insights into talent and market trends. We offer tailored recruitment services, including market feedback and strategic counsel, to ensure optimal candidate placement. Role Description The Director of Human Resources is a highly capable, roll-up-your-sleeves HR professional who thrives as a true generalist and is energized by owning every aspect of the human resources function independently. This is a hands-on, execution-focused position where you will personally handle the day-to-day mechanics of HR, payroll, and benefits while also serving as a trusted advisor to leadership. Reporting directly to the VP, Finance, this position is the sole HR resource for the organization, supporting approximately 70 employees in multiple states and owning the Human Capital function end-to-end from offer letter to onboarding. The scope of this role includes running payroll, administering benefits, handling employee relations, ensuring compliance, and keeping all HR systems and records current. THIS ROLE IS ONSITE. In addition, the Director, Human Resources will also be responsible for the following: Major responsibilities Payroll Process full-cycle payroll accurately and on time for all employees, including hourly, salaried, and multi-state Maintain payroll records and coordinate with finance on payroll reporting Serve as the primary point of contact for all employee payroll questions Employee Relations Act as the go-to resource for employees and managers on all HR matters Independently manage and resolve complex employee relations issues, including performance issues, investigations, disciplinarily actions, and terminations, providing guidance on policy interpretation, legal compliance, and risk mitigation. Coach and advise managers on navigating difficult conversations, documentation, and corrective action Promote a positive, inclusive, and compliant work environment HR Operations & Compliance Work with the PEO (Professional Employer Organization) to ensure compliance with all applicate regulations Maintain all employee records, personnel files, and HR systems Own onboarding and offboarding processes, including offer letters, background checks, i9 completion, and other required paperwork, including enabling & disabling systems access as required Maintain and update the employee handbook, HR policies, and standard operating procedures Ensure compliance with federal, state, and local employment laws across all operating states Administer leave programs including FMLA, state leave, PTO, and accommodations Manage HRIS platform, including data integrity, reporting, and system optimization Strategically partner with senior leadership to develop and implement HR initiatives that foster organizational growth, enhance employee engagement, and reinforce our company culture. Benefits Administration Administer all employee benefits programs including health, dental, vision, life, disability, and 401(k) Manage open enrollment end-to-end including communications, employee guidance, and system updates Manage vendor relationships and renewals; work with the PEO to evaluate plan competitiveness annually Ensure compliance with ACA, COBRA, ERISA, HIPAA, and all applicable reporting requirements Talent Acquisition Lead talent management efforts, including workforce planning, succession planning, and talent development, to ensure a robust pipeline of leaders and skilled professionals. Own full-cycle recruiting for all open roles inclusive of job postings, sourcing, screening, interviews, offers, and background checks Build and maintain relationships with candidates, creating a positive experience throughout the process Partner with hiring managers to create comprehensive job descriptions, define role requirements, set expectations, and move searches forward efficiently Manage external vendors and evaluate cost-effectiveness as needed Culture of Excellence Engage in proactive company performance management, including annual goal setting Establishing key performance indicators for every role Manage the performance review process, including communication, launch, timelines, and manager coaching Manage the annual merit increase process in tandem with the performance review process Periodically conduct market benchmarking to ensure compensation remains competitive Maintain job descriptions and ensure role clarity across the organization ADDITIONAL responsibilities Own the selection and implementation of a comprehensive HRIS, assessing both the cost-effectiveness and suitability of PEO and non-PEO options Uphold strict confidentiality regarding company records and employee information Prepare and manage the HR department’s budget, including payroll-related expenses, benefits, recruiting costs, and HR vendors; monitor spend and identify cost-saving opportunities Perform other relevant duties as needed QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 12 years or more comprehensive HR Experience - Required 5 years or more Leading HR Team - Required Proficient in Microsoft Office, Outlook, Word and Excel, Google Applications, HRIS Proficiency with and experience establishing an HRIS and talent management system EDUCATION Bachelor's Degree: Human Resources, Business Administration, or related Field - Required Master's Degree: or relevant certification (e.g., SPHR, SHRM-SCP) - Preferred BASE SALARY RANGE The base salary for this role: 115k - 140k #J-18808-Ljbffr