Senior Human Resources Manager

POSITION SUMMARY & IMPACT The Human Resources Manager serves as the organization’s lead human resources professional and primary advisor on people-related matters. The position is responsible for developing, implementing, and administering HR programs, policies, and practices that support organizational effectiveness, employee engagement, legal compliance, and mission delivery. The HR Manager partners closely with leadership on workforce planning, organizational development, employee relations, compensation, benefits, compliance, risk management, and change management initiatives. ESSENTIAL DUTIES AND RESPONSIBILITIES Talent Acquisition & Workforce Planning Lead full cycle recruitment for administrative roles, including updating existing job descriptions, posting positions, sourcing candidates, and supporting the interview process. Collaborate with hiring managers to understand and identify the skills and competencies required for new positions and ensure job descriptions accurately reflect those needs. Support full-cycle recruitment for field staff or other seasonal hires in coordination with the Staffing Director (process owner) as requested. Assist the Staffing Director with the management and tracking of the seasonal onboarding processes for new and returning seasonal employees. Ensure that new, returning, and current staff are screened per OBUSA National Safety Standards and meet the requirements for hire. Administer pre-employment background checks and administer E-Verify. Develop and implement equitable hiring practices to attract diverse talent. Work with leadership to identify workforce needs and assist in succession planning. Employee Relations & Organizational Culture Serve as a trusted resource to employees, managers, and leadership on employee relations, performance management, workplace concerns, accommodations, leaves of absence, investigations, corrective action, and employment decisions. Conduct workplace investigations and recommend appropriate resolutions and corrective actions. Provide coaching and consultation to managers on leadership effectiveness, communication, conflict resolution, employee engagement, and performance management. Support organizational culture, employee engagement, retention, DEI initiatives, workforce planning, succession planning, organizational restructuring, and change management efforts. HR Operations Lead benefits, leave, and payroll administration (including employee education), vendor management, compliance, and HRIS oversight. Serve as the organization’s primary resource for employment law compliance across multiple states (CO, WI, MN), maintaining required reporting and developing, implementing, and updating HR policies, procedures, forms, and employee handbooks. Partner with organizational leadership and Finance to support workforce planning, budgeting, compensation administration, payroll operations, organizational risk management, and strategic decision-making. Organizational Leadership Serve as a strategic advisor to the Executive Director and Leadership Team on workforce, organizational, and employee-related matters. Provide and utilize HR metrics and workforce data to support decision-making. Safety Management Adhere to local operating procedures, safety policies and emergency procedures as outlined in the field staff manual. Participate in VOBS Emergency Response Plan as assigned. Other duties as assigned KNOWLEDGE & ABILITIES Accountability - The ability to hold self and others accountable for measurable high-quality, timely, and cost-effective results. Collaboration - Ability to work with people from diverse backgrounds to effectively meet shared objectives, while encouraging the open expression of a diversity of ideas and opinions. Ability to collaborate with field staff, program management staff and organizational leadership. Able to work across a variety of programs and departments. Communication - Ability to clearly convey ideas, facts and information in a variety of settings using different mediums, while encouraging the open expression of a diversity of ideas and opinions. Ability to listen to employees, mediate concerns and provide thoughtful responses that also clearly communicate HR policies and provide guidance. Compliance - The ability to assess, evaluate, and monitor work for compliance with laws, regulations, guidance, and National Standards. Understanding of HR best practices, employment laws, and compliance requirements. Conflict Management - Ability to manage and resolve conflict productively and with minimal negative impact by integrating a diversity of viewpoints, brokering compromise, or identifying acceptable alternatives. Cultural Competence - The ability to recognize and appreciate patterns of cultural differences and commonalities and to shift cultural perspective and change behavior in culturally appropriate and authentic ways. Decision Making - The ability to make sound and timely decisions that accomplish organizational goals, even in the face of uncertainty or high-pressure situations. Self Management - The ability to set well-defined and realistic personal goals, take on and complete assignments in a timely manner, and complete work with minimal supervision. Situational Adaptability - The ability to modify approach and demeanor in real time to align with the shifting demands of different situations. The ability to "read the room" and adjust accordingly. Strategic Thinking - The ability to anticipate future trends and pose creative ideas that align with the organizational strategy and support the organization’s long-term growth. SKILLS Problem Solving - The ability to identify and analyze problems, determine accuracy and relevancy of information, and use sound judgment to generate and evaluate and implement effective solutions. Organization & Time Management – Ability to manage multiple HR needs efficiently. Manages Complexity - Make sense of complicated, high quantity, and sometimes contradictory information to effectively solve problems. Technology Proficiency – Experience with HRIS, payroll software, and digital collaboration tools, as well as Google Suite. EXPERIENCE 3+ years of progressively responsible Human Resources experience, including employee relations, benefits administration, payroll, compliance, and organizational consulting responsibilities. Experience with HRIS (Paylocity preferred), payroll, and benefits administration. Experience with Google Suite and Microsoft Office. Preferred HR Certification (PHR, SPHR, or equivalent). Experience leading diversity, equity and inclusion initiatives Experience driving employee engagement strategies. Familiarity with non-profit compensation structures & operations WORK CONDITIONS / LOCATION Option for hybrid work; preference given to candidates who either live or work in the Twin Cities or Ely area. Work is performed in an office environment and requires the ability to operate standard office equipment. Occasional participation in outdoor events and travel to community locations. Limited weekends or evenings may be required for special events. The noise level in the work environment is usually moderate. Events may have excessive noise and /or require working in close proximity to others. PHYSICAL REQUIREMENTS Ability to stand, sit, kneel, operate a computer, telephone and keyboard for prolonged periods of time. Must occasionally be able to lift or carry 15 pounds. Ability to receive detailed information through oral communication. Ability to communicate and exchange ideas with others accurately and concisely. Sufficient visual acuity to operate a computer, assess and design content and evaluate content for accuracy, effectiveness and impact. Reasonable accommodation(s) may be made to enable people with disabilities to perform essential functions. If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application. COMPENSATION AND BENEFITS This is full-time, exempt position. Salary range of $65,000-85,000. VOBS benefit package which includes (medical, dental, vision, Group Term Life, Long Term Disability, Accidental Death, paid/floating holidays, vacation, sick), access to MN Paid Leave. Eligible for a 403b retirement plan with 2% employer match. Access to an Employee Assistance Program, Pro deals (the opportunity to purchase outdoor gear at discounted rates). In the interest of transparency and pay equity across our team, a candidate with the minimum experience can expect to be offered in the lower half of the range. Placement within the range is based on relevant experience, demonstrated skills, and internal equity considerations. #J-18808-Ljbffr Twin Cities Society for Human Resource Management