Human Resources Director

Job Type Full-time Description Mission: The Link works with youth and young families to overcome the impacts of poverty and social injustice. Our 23 programs provide supportive housing, intensive case management services, and skills development to youth at risk of or experiencing homelessness, sex trafficking and/or involvement in the juvenile justice system. The Link prides itself on its innovative, youth-centered, strengths-based programming for youth and families as well as programs that are co-designed, implemented and overseen by youth. Position Specifics Hiring Salary Range: $96,004.00-$112,005.00/hour based on qualifications Job Type: Full-Time, Exempt Location: North Minneapolis Hours/Days: Monday-Friday 9:00-5:00 Note: This position requires driving. To be able to drive on behalf of The Link, candidates must have a valid driver\'s license, have a safe and reliable vehicle, be able to successfully clear a criminal and motor vehicle background check, and maintain personal insurance at the levels of $100,000 Bodily Injury/Per Person and $300,000 Bodily Injury/Per Accident. Job offer is contingent on having these requirements. The Human Resource Director will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization\'s mission and talent strategy. This role requires a strategic mindset, exceptional leadership skills, and a deep understanding of HR best practices in the context of a mission-driven organization.

ESSENTIAL FUNCTIONS

HR Strategy & Organizational Leadership Serve as a member of the leadership team, contributing to organizational strategy and decision-making. Provide workforce planning and succession planning recommendations. Advise executive leadership on organizational structure, staffing models, and culture initiatives. Diversity, Equity, Inclusion and Belonging Lead initiatives that promote diversity, equity, inclusion, belonging, and cultural responsiveness throughout the organization. Evaluate HR policies and practices through an equity lens. Support recruitment, retention, and advancement of a diverse workforce. Risk Management Assess and mitigate employment-related risks. Ensure compliance with wage and hour laws, employee classification requirements, and workplace safety standards. Partner with legal counsel on complex employment matters when necessary. Change Management Lead organizational change initiatives related to staffing, restructuring, growth, policy implementation, and workforce development. Guide leaders through organizational transitions and workforce changes. Employee Benefits Design and administer employee benefit program Lead process for benefit broker/vendor selections when appropriate Lead successful Annual Open Enrollment by partnering with benefits broker and ensuring employee understanding of benefit offerings Perform regular review of benefits offerings to ensure benefits are competitive and meet employee needs Manage employee leaves of absence in partnership with leave management vendor Ensure benefit compliance requirements are met Compensation Develop and lead process for design of equitable and transparent compensation systems Conduct agency-wide salary review including market research of pay grades on a biennial basis Educate staff and leadership team on compensation system design and processes Develop and implement plans for communicating with staff and prospective hires about Link compensation practices Employee Relations Counsel and advise staff on employment issues including providing guidance and direction to management team and employees on human resource related topics Facilitate conflict resolution meetings as needed Conduct workplace investigations as needed Talent and Performance Management Supervise the full-cycle recruitment process for open positions, including posting, screening, coordinating interviews, administering pre-hire assessment, and offers for qualified candidates Ensure a seamless onboarding experience for new hires, including evaluation of the current onboarding practices and making improvements as needed Determine effective recruitment strategies within budget Develop and implement staff recruitment and retention plans Advise on all new position creation including FLSA status, pay grade positioning and other relevant factors Advise and sit in on all involuntary terminations Lead the development and implementation of performance appraisal systems Compliance and Policies Develop, manage and implement personnel policies Develop and monitor agency Affirmative Action Plan Develop and manage agency HRIS (currently Paylocity) Ensure all required government reporting is completed accurately and on time including those required by OSHA, EEOC, and the Minnesota Department of Human Rights Ensure requests for information for site monitoring visits are met Ensure DHS’s requirements for personnel for Children’s Residential Facilities are met Other Supervise IT and Operations Manager, Training Manager and HR Manager Oversee maintenance of personnel files Oversee agency training function Stay informed and up to date regarding HR industry standards and employment law best practices Strengthen the position of The Link regarding youth services in the greater community Participate in committees as appointed internally and in the community Other duties as assigned Requirements Knowledge, Skills, Abilities Proven experience in effectively managing and developing HR teams Excellent written and in-person communication and interpersonal skills with the ability to interact effectively with employees at all levels of the organization Ability to develop and implement HR strategies aligned with the organization\'s goals and objectives Experience in designing and implementing HR policies and procedures that comply with legal and regulatory requirements Experience in handling employee relations issues, conflict resolution, and managing disciplinary actions when necessary Knowledge of compensation and benefits strategies, including salary benchmarking, incentive programs, and employee benefits administration In-depth knowledge of federal, state, and local employment laws and regulations Ability to mitigate HR-related risks and ensure the organization operates within legal guidelines Proficiency in HRIS (Human Resources Information Systems) and other HR-related software applications Ability to leverage technology to streamline HR processes and enhance efficiency Strong analytical and problem-solving skills Ability to analyze HR metrics and data to inform decision-making and drive continuous improvement Desire to continuously learn for personal and professional growth High level of personal and professional integrity, including ability to protect and maintain confidentiality Ability to work effectively with and relate to diverse populations Demonstrated ability to efficiently organize, coordinate, track and complete multiple tasks as well as adjust to changing priorities Technological proficiency, including competency with word processing, spreadsheets, Microsoft Office applications, Adobe Acrobat, online software platforms, HRIS programs, and basic office equipment Is well organized, efficient, detailed, and responsive Qualifications Bachelor’s degree in Human Resources or related field (e.g. Human Resource/Organizational Development or Business Administration), Master’s Degree preferred Industry certification (PHR/SPHR or SHRM-CP/SHRM-SCP) preferred 5-7 of progressively responsible experience in human resources management, with at least 5+ years in a managerial or leadership role required, 7-10 years preferred Experience working in HR in a nonprofit environment preferred Salary Description $96,004.00-$112,005.00 #J-18808-Ljbffr Socket.dev