PeopleFirst Leadership Partners, Inc. is recruiting for this position. Please direct all correspondence to PeopleFirst. A resume and cover letter are required for application.

Job Summary

The Director of Human Resources provides executive-level leadership and human resource (HR) guidance to the organization. The Director of Human Resources, a member of the leadership team, is responsible for Human Resource engagement across the business. The role is focused on enhancing competitiveness and achieving business results through recruiting, retaining, developing, and engaging talent and designing and scaling an effective organization structure. This includes driving employee attraction and retention, succession planning, professional development, business partnership, organizational assessment and development and performance management. Setting, enforcing, and evaluating legally compliant human resource policies, procedures, and best practices,

Qualifications and Skills

Required:

▪ Bachelor’s degree in human resources, Business Administration, or related field.

▪ At least 7 years of progressive human resource experience.

▪ Knowledge of and experience with benefit programs including health, welfare, and retirement plans.

▪ Thorough knowledge of and practical experience with employment laws and regulations.

▪ Collaborates across the organization to ensure safety is of the utmost importance.

▪ Knowledge of and experience with varied human resource information systems (HRIS).

▪ Complete integrity, honesty, and confidentiality.

▪ Outstanding problem solving and decision-making skills in high pressure situations.

▪ Excellent verbal and written communication skills.

▪ Excellent interpersonal and conflict resolution skills.

▪ Excellent organizational skills with exceptional attention to detail.

▪ Comfortable dealing with ambiguity and leading change.

▪ Excellent time management skills with a proven ability to meet deadlines.

Preferred:

▪ Master’s degree in human resources or Business Administration

▪ SHRM-CP or SHRM-SCP

Role Responsibilities and Essential Functions

▪ Collaborates with executive leadership to define the organizations long-term mission and goals; identifies ways to support this mission through talent management.

▪ Identifies key performance indicators (KPIs) for the organizations human resource functions; assesses the organization’s success and market competitiveness based on those metrics.

▪ Takes ownership of existing compensation and benefits plans, regularly looking for opportunities to enhance those plans for the benefit of the employees and the organization.

▪ Takes ownership of the existing performance management program, improving processes through communication and increasing the frequency of touchpoints between managers and direct reports.

▪ Plays an active role in strategy development and execution, ensuring Behrens has the right talent and resources to achieve its objectives.

▪ Identifies ways to strengthen the culture of Behrens and further improve it through employee and stakeholder engagement.

▪ Enables continuous improvement and strategic initiatives through clear employee communication while ensuring alignment among all levels of the organization.

▪ Attracts top talent to join the organization, generating active interest amongst the best candidates.

▪ Facilitates an environment of long-term, highly skilled employees.

▪ Leads, coaches, and develops the human resource team; assists with resolution of employee relations, compensation, and benefits questions, concerns, and issues.

▪ Analyzes data and reports to identify and determine causes of employee issues and develops recommendations for improvement of organization’s employee policies and practices.

▪ Maintains records and compiles statistical reports concerning employee-related data such as hires, transfers, terminations, performance appraisals, and absenteeism rates.

▪ Manages external partner relationships, identifying opportunities and developing those relationships for the betterment of Behrens.

▪ Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.

▪ Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.

▪ Participates in professional development and networking conferences and events.

▪ Recommends, evaluates, and participates in staff development for the organization.

▪ Actively participates in the organizations Injury Prevention Team.

▪ Develops and/or administers special projects.

▪ Performs other related duties as assigned.

Physical Requirements

The physical requirements described here are representative of those that need to be met by an employee to perform the essential functions of this role successfully. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

▪ Prolonged periods of sitting at a desk and working on a computer.

▪ Must be able to lift up to 15 pounds occasionally.

▪ Must be able to navigate various departments on the organization’s physical premises.

Direct Reports

▪ Human Resources (HR) Generalist and Human Resources (HR) Assistant.

Work Environment

▪ Work is performed in a temperature-controlled office environment. Generally, a busy office area subject to frequent interruptions. The noise level is usually quiet to moderate.

Travel

▪ Minimal

Pre-Hire

▪ Background Check, Reference Check, Drug-Screen

Affirmative Action - Equal Opportunity Employer

Job Type: Full-time

Pay: $110,000.00 - $130,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Flexible spending account
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Schedule:

• Monday to Friday

Supplemental pay types:

• Bonus pay

Ability to commute/relocate:

• Winona, MN 55987: Reliably commute or planning to relocate before starting work (Required)

Experience:

• Human Resource: 7 years (Required)

Work Location: One location

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