Human Resources Manager

The Human Resources Manager serves as the organization's primary human resources leader and trusted advisor to managers and employees. This role is responsible for delivering responsive, practical, and compliant HR support across the employee lifecycle, with a particular emphasis on employee relations, manager coaching, performance management, organizational effectiveness, compliance, and talent management.

Working in partnership with the Chief Operating Officer and organizational leaders, the Human Resources Manager independently manages complex people-related matters, develops and improves HR systems and processes, strengthens leadership capability, and fosters a positive workplace culture. The position supervises the HR Coordinator and leverages that role for administrative and transactional support, allowing focus on higher-value HR initiatives, employee relations, problem solving, and organizational development.

The ideal candidate is a builder, coach, and problem solver who exercises sound judgment, demonstrates high emotional intelligence, and balances compassion with accountability in a mission-driven nonprofit environment.

Position Profile

The successful candidate is:

Builder

Assesses current HR practices and implements practical, sustainable systems and processes that improve consistency, compliance, service delivery, and the employee experience.

Trainer and Coach

Equips supervisors and organizational leaders to effectively manage performance, communication, documentation, conflict resolution, employee development, corrective action, and performance improvement plans.

Employee Relations Professional

Provides sound judgment and expert guidance on sensitive employee matters, investigations, conflict resolution, workplace concerns, accommodations, and employment decisions.

Problem Solver

Identifies patterns, anticipates challenges, improves processes, and develops practical solutions that support organizational effectiveness and employee engagement.

Mission-Focused Partner

Demonstrates alignment with the organization's mission and values while maintaining professionalism, accountability, empathy, and high-performance expectations.

Player-Coach

Remains actively involved in complex HR work while supervising the HR Coordinator's day-to-day administrative functions. Establishes priorities, clarifies accountability, monitors deadlines, and ensures successful execution of recurring HR activities and compliance requirements.

Essential Duties and Responsibilities

Employee Relations and Manager Coaching

• Serve as the primary resource and advisor for employee relations matters, including conflict resolution, workplace concerns, policy interpretation, performance management, and disciplinary issues.
• Conduct workplace investigations and recommend appropriate resolutions and corrective actions.
• Coach supervisors and managers on employee relations issues, communication strategies, documentation, performance improvement, accountability, and employment best practices.
• Support leaders in handling difficult employee situations in a fair, timely, and legally compliant manner.
• Provide guidance on employee accommodations, leave administration, workplace concerns, and sensitive personnel matters.
• Identify workplace trends and proactively recommend solutions that strengthen engagement, performance, and organizational effectiveness.

Talent Acquisition and Workforce Planning

• Manage the talent acquisition process, including recruitment, interviewing, selection, onboarding, and related workflows.
• Oversee the Applicant Tracking System and recruitment processes to ensure an effective candidate experience.
• Partner with hiring managers to identify staffing needs and define qualifications and competencies for open positions.
• Support workforce planning, succession planning, employee retention, and talent development initiatives.

Performance Management and Employee Development

• Oversee and continuously improve the organization's performance management processes.
• Coach supervisors on employee performance, development planning, feedback delivery, performance improvement plans, and corrective action.
• Develop and deliver employee and leadership training programs.
• Create learning and development initiatives that support employee growth and organizational needs.
• Promote a culture of accountability, continuous improvement, and employee engagement.

Benefits Administration and Leave Management

• Serve as the organization's primary internal resource for employee benefits programs.
• Administer employee health, welfare, retirement, and ancillary benefit programs.
• Coordinate annual open enrollment activities and employee benefits communications.
• Partner with benefits brokers, insurance carriers, and third-party administrators to address employee concerns and ensure effective benefit administration.
• Monitor benefits utilization, market trends, and program effectiveness and provide recommendations to leadership.
• Oversee employee leave administration and ensure compliance with applicable federal and state regulations.

Compliance and Risk Management

• Maintain compliance with federal, state, and local employment laws and regulations.
• Review, develop, update, and implement HR policies, procedures, and practices.
• Ensure proper documentation and record retention standards are maintained.
• Monitor legal and regulatory developments and recommend organizational responses as appropriate.
• Partner with leadership and external advisors to mitigate employment-related risk.

Compensation and HR Operations

• Analyze compensation trends and provide recommendations that support recruitment and retention goals.
• Support salary administration and compensation review processes.
• Oversee HR systems, employee records, reporting, and data integrity.
• Evaluate and improve HR procedures, systems, and workflows to increase efficiency and consistency.
• Ensure effective onboarding, employee transitions, and offboarding processes.

Vendor and Service Provider Management

• Serve as the primary liaison with HR-related vendors, including payroll providers, benefits brokers, insurance administrators, background screening providers, HR technology partners, and the organization's Professional Employer Organization (PEO).
• Coordinate closely with Finance and Administrative staff to ensure accurate payroll processing, benefits administration, reporting, reconciliations, and compliance activities.
• Partner proactively with the PEO to maximize the organization's investment in available services, expertise, and technology solutions, including HR compliance resources, manager tools, training programs, reporting capabilities, employee self-service functionality, and workforce analytics.
• Evaluate and implement additional PEO resources and technology features that improve operational efficiency, strengthen compliance, enhance the employee experience, and support organizational goals.
• Monitor vendor performance and recommend opportunities to improve service delivery, efficiency, and employee support.
• Maintain productive relationships with external partners and leverage their expertise to address complex HR, compliance, benefits, and employment-related issues.

Leadership and Supervision

• Directly supervise the HR Coordinator.
• Delegate and oversee transactional and administrative HR responsibilities.
• Establish priorities, monitor workloads, provide training, and support professional development.
• Ensure timely completion of recurring HR activities, compliance requirements, reporting obligations, and annual HR initiatives.

Other Duties

• Perform other duties and special projects as assigned.

Supervisory Responsibility

• HR Coordinator

Required Knowledge, Skills, and Abilities

• Strong employee relations, investigation, conflict resolution, and problem-solving skills.
• Exceptional judgment and discretion in handling sensitive and confidential matters.
• Demonstrated ability to influence, advise, and coach leaders through complex people challenges.
• High emotional intelligence and ability to build trusted relationships across all levels of the organization.
• Strong decision-making and critical-thinking skills.
• Excellent organizational, project management, and time-management abilities.
• Ability to manage multiple priorities while meeting deadlines.
• Strong written, verbal, and interpersonal communication skills.
• Commitment to continuous improvement and process development.
• Ability to work effectively with individuals from diverse backgrounds and experiences.
• Experience maintaining confidentiality and professionalism in all interactions.
• Proficiency in HRIS systems, applicant tracking systems, performance management platforms, and employee engagement tools.
• Proficiency with Microsoft Office applications, including Word, Excel, Outlook, and Teams.

Education and Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred; equivalent education and experience will be considered.
• Minimum of 5 years of progressively responsible human resources experience, including employee relations, manager coaching, performance management, compliance, and HR operations.
• Experience independently managing complex employee relations matters and workplace investigations preferred.
• Previous supervisory experience preferred.
• Experience in a nonprofit or mission-driven organization preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Bilingual English/Spanish proficiency preferred.

Physical and Environmental Requirements

• Regularly required to sit, stand, walk, communicate, hear, reach, bend, and use hands and fingers to operate a computer, telephone, and other office equipment.
• Specific vision abilities include close vision required for computer and document work.
• Occasional light to moderate lifting may be required.
• Regular, predictable attendance is required.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position.

About Urban Ventures

Urban Ventures is a faith-based, nonprofit organization with the mission to educate children, strengthen their families, and build a healthy community. We partner with families in some of the most under-resourced neighborhoods of south Minneapolis with one overarching goal: to send every youth to college or some form of post-secondary education. Urban Ventures is committed to providing a workplace which promotes diversity and inclusion.