About us:

People Serving People is the largest and most comprehensive emergency shelter for families experiencing homelessness in Minnesota and a dedicated leader in homeless prevention. If you want to help transform communities and see families thrive, then People Serving People is the place for you.

What do we need:

The Human Resources (HR) Manager leads the strategic and day-to-day operations of the HR department with a focus on the administration of human resources policies, procedures, and programs. The HR Manager carries out responsibilities in the following functional areas: departmental development, Human Resource Informational Systems (HRIS), employee relations, training and development, benefits, compensation, human resource compliance, organizational development, and employment.

Responsibilities:

Essential Functions of the job:

• Assist the HR Implementation Director, Chief People and Culture Officer, the CEO, and COO with short- and long-term organizational and strategic planning related to areas of HR subject matter expertise.
• Collaborate with the leadership team to develop and implement plans for the operational infrastructure of systems, processes, and personnel designed to accommodate the objectives and mission of the organization.
• Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Fosters a success-oriented, compassionately accountable environment within the company.
• Assists in leading the organization’s ongoing human capital management process, ensuring the highest level of workforce acquisition, retention, and optimization.
• Oversees all functions related to human resources, including recruiting, onboarding, performance management, employee engagement, compensation, benefits management.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.
• Develop annual goals and implement them.
• Partners with HR Implementation Director, Chief People and Culture Officer, Director of Belonging, and HR Specialist to support the development and sustainability of People Serving People’s culture, emphasizing our organizational commitment to inclusion and racial equity.
• Prepare and analyze quarterly reports based on key performance indicators for the Human Resources department. Make recommendations and take action based on data with a commitment to continuous improvement.
• Support the leadership team by maintaining the performance management system, individual performance plans, and retention plans. Ensure that all leaders are trained in the performance management system and that all employees receive regular feedback and reviews.
• Partners with HR Implementation Director and Chief People and Culture Officer to address employee relations complaints and issues in accordance with employment law and policy to ensure a positive working environment and mitigate employer liability in consultation with external legal counsel, as needed.
• Develop and modify, on an ongoing basis, the policies, procedures, and other guidance documents, including incorporating best practices and addressing changes in employment law regulations and industry practices.
• Support organization by coordinating recruiting and interviewing program; counseling managers on candidate selection best practices; conducting and analyzing exit interviews; and recommending changes.
• Leads benefits communication which includes new hire orientations, enrollment, and changes for new staff and during annual open enrollment.
• Develop, prepare and oversee management of HR forms and shared staff resources including staff phone list, department rosters, other needed lists and rosters, policies, procedures, and employee handbook.
• Ensure compliance with all relevant employment laws such as FLSA, FMLA, ADA and OSHA.
• Performs other duties assigned by HR Implementation Director.

Supervisory Responsibilities:

• Supervises Human Resources Coordinator.

Pay and Benefits:

• $65,000 - $75,000 annual salary
• Full-Time, Monday through Friday, from 8:00 a.m. to 4:00 p.m.
• Medical, dental, and vision insurance available.
• Company-paid life and disability insurance.
• 401(k) with employer contribution at 6 months.
• 40 days of PTO per year.
• Reduced cost parking or metro pass.
• Cellphone reimbursement.
• Reduced childcare rates.
• Financial wellness benefit.
• The chance to make a real difference in the community.

Education Required:

• Bachelor’s Degree in Human Resources or related field. HR Certification required (SHRM-CP, SHRM-SCP, SPHR or PHR).
• Minimum of 7-10 years experience or an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job.

Computer Skills:

• Proficient with Microsoft Office Suite or related software, including virtual meeting platforms.

Other Qualifications:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
• Experience with racial equity, inclusion, justice, belonging, and engagement initiatives for staff.
• Knowledge of power, privilege, oppression, and how they function within a nonprofit organization, and able to use this knowledge to guide work.
• Knowledgeable of the impact of trauma and willing to center trauma-responsive principles in operations and operational decision-making.
• Familiar with the historical and present-day consequences of systemic racism and willing to apply an equity lens in operational decision-making
• Experience with supportive supervision and supervision across differences.