Human Resources Manager (51218)

Gradian is an engineering-led, full-line thermal solutions partner serving data center and other mission-critical, commercial, and industrial markets. Headquartered in Maple Grove, MN, with additional facilities across North America, we design and manufacture liquid cooling systems, air handling equipment, heat rejection units, and modular, factory-assembled thermal management solutions.

Gradian was founded through the unification of four complementary, established brands: MAS HVAC, Daedex, DeepCoolAI, and EcoChillers. Together, we act as a single-source provider, deploying cooling technologies as scalable systems optimized for efficiency, spatial constraints, and overall performance. With a vertically integrated engineering and manufacturing model, we pair rapid design turnaround with precision fabrication, so customers can move faster on complex projects where reliability, timeline, and quality all matter.

Why work here

At Gradian, you'll work alongside others who get genuinely fired up by complex problems, see your work go from first sketch to job site in weeks, not years, and know that while we're developing the technologies critical for AI infrastructure to scale, our culture remains people-first by design.

It is core to our identity that we operate as one team — driving to win together, energizing others, and building lasting relationships that make the work fun and rewarding.

Position Summary:

The Human Resources Manager serves as a strategic and operational partner supporting employees, managers, and organizational objectives through delivery of HR programs and services. This role provides broad HR generalist support across employee relations, talent acquisition, performance management, engagement, benefits, payroll, compliance, training, and organizational development. The position partners closely with HR Centers of Excellence including Talent Acquisition, Benefits, Payroll, Compensation, and Learning & Development.

Key Responsibilities

Employee and Manager Support

• Serve as the primary HR partner and first point of contact for employees and people leaders, providing timely guidance on HR policies, procedures, workplace expectations, and employee lifecycle matters.
• Coach managers on performance management, corrective action, employee relations concerns, investigations, conflict resolution, workforce planning, and leadership practices that promote accountability and engagement.
• Respond to employee questions regarding policies, workplace concerns, and other HR programs; escalate complex matters to the appropriate Centers of Excellence as needed.
• Support employee engagement, retention, and culture-building efforts by identifying workforce trends, recommending practical solutions, and partnering with leaders to improve the employee experience.
• Provide guidance during organizational changes, role transitions, and team restructuring activities to help ensure consistent communication, fair practices, and smooth implementation.

Partnership with HR COEs

• Coordinate with Talent Acquisition on workforce needs, requisition intake, interview processes, candidate experience, offer alignment, and effective onboarding of new employees.
• Coordinate with Benefits, Payroll, Compensation, and Leave teams to resolve employee and manager issues, ensure accurate administration of programs, and communicate changes or updates clearly to stakeholders.
• Facilitate implementation of enterprise HR initiatives, provide site and business feedback to HR Centers of Excellence, and ensure local execution aligns with company standards and operational needs.
• Collaborate with Learning & Development to identify training needs, coordinate participation in required programs, and support leadership development, compliance training, and employee capability-building efforts.

Compliance and Operations

• Ensure compliance with applicable federal, state, and local employment laws, company policies, internal controls, and required reporting obligations, including consistent application of HR practices across the site.
• Maintain accurate HR records, support internal and external audits, prepare workforce reports, analyze HR metrics, and use data to identify risks, trends, and opportunities for process improvement.
• Administer and improve local HR processes related to onboarding, offboarding, employment changes, policy acknowledgment, documentation, employee communications, and issue tracking.
• Lead or support HR projects that improve operational efficiency, strengthen compliance, enhance employee experience, or support broader business objectives.

Qualifications & Requirements

Required

• Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field required; equivalent combination of education and relevant experience may be considered.
• Minimum of 5 years of progressive HR generalist or HR business partner experience, including hands-on support for employees and managers in a fast-paced business environment.
• Demonstrated experience providing guidance on employee relations, performance management, corrective action, investigations, workplace conflict, and policy interpretation.
• Working knowledge of federal, state, and local employment laws and regulations, including wage and hour, leave administration, anti-discrimination, accommodation, and workplace compliance requirements.
• Experience partnering with HR Centers of Excellence such as Talent Acquisition, Benefits, Payroll, Compensation, Learning & Development, and Leave Administration preferred.
• Strong interpersonal, coaching, facilitation, problem-solving, and conflict-resolution skills, with the ability to build trust and influence employees and leaders at all levels of the organization.
• Ability to handle confidential and sensitive information with professionalism, discretion, sound judgment, and a high degree of integrity.
• Proficiency with HRIS platforms, Microsoft Office applications, reporting tools, and employee data analysis; ability to use metrics to identify trends and support business decisions.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Success Measures

• Employee and manager satisfaction meet targets.
• Time-to-fill and new hire retention goals achieved with Talent Acquisition.
• Voluntary turnover maintained within organizational targets.
• Performance reviews completed on time.
• Benefits and payroll inquiries resolved within service expectations.
• Successful implementation of HR projects and compliance objectives.

Benefits:

• Medical, vision, and dental plans
• Short-term and long-term disability insurance
• Group term life insurance coverage
• HSA, FSA, and Dependent Care plans available
• 8 paid holidays, 4 floating holidays, and generous PTO policy
• 401k matching
• Company paid events
• Annual safety shoe allowance
• Education assistance program

EEO Statement:

Gradian Thermal Solutions is committed to creating a diverse and inclusive workplace where all individuals are treated with respect and dignity. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, marital status, veteran status, political affiliation, or any other legally protected status.

Employment decisions at Gradian are based on merit, qualifications, and business needs. We prohibit discrimination and harassment of any kind and actively promote a culture of fairness, equity, and opportunity.

We also provide reasonable accommodations for qualified individuals with disabilities and for sincerely held religious beliefs, practices, or observances, in accordance with applicable laws.