Bilingual Human Resources Manager

Tierra Encantada HQ•Minneapolis, MN

5d•Hybrid

About The Position

Tierra Encantada is a Minneapolis-headquartered provider of Spanish immersion early education and care for children from 6 weeks through 6 years of age. The Bilingual Human Resources Manager leads core HR functions, supports employees and managers, builds efficient HR processes as the company grows, and partners with the Chief Human Resources Officer (CHRO) to execute the HR roadmap. The role suits someone who thrives in a fast-paced, startup-like environment and wants to contribute to a mission-driven organization. The manager leads compliance, employee relations, performance management, leave-of-absence processes, training and development, policy implementation, reporting, HR metrics, and workers’ compensation. The position supervises one Senior HR Generalist and collaborates with HR and operations colleagues, including payroll, licensing, training, and operations. It reports to and partners with the CHRO. This is a full-time, exempt position based at the company’s Minneapolis, Minnesota headquarters. The schedule is Monday through Friday, with four days per week onsite and one day remote. Starting pay is $105,000–$125,000, depending on experience, education, and certifications or degrees; the position is also eligible for a performance bonus. After accepting an offer, candidates must pass a background check and fingerprinting. Tierra Encantada is an E-Verify and equal opportunity employer.

Requirements

Bilingual in English and Spanish.
Bachelor’s degree in HR or Business Administration, or equivalent relevant experience.
At least 7 years of progressive HR experience, including at least 2 years in a leadership role.
Strong knowledge of employment law.
Experience managing audits and investigations.
Technological proficiency and familiarity with HRIS and timekeeping systems.
Ability to meet the role’s physical requirements: sedentary work for 50% of the time; occasional movement around the office; frequent walking, standing, stair climbing, crawling, sitting, squatting, stooping, bending, reaching, kneeling, rising from the floor, and twisting; carrying and lifting 25 pounds or less; repetitive or fine hand movements; and occasional pushing, pulling, and running short distances.

Nice To Haves

SPHR or SHRM-SCP certification.
Experience in childcare, education, or another highly regulated industry.
Demonstrated success in a high-growth, multi-site organization.

Responsibilities

Lead compliance with federal, state, and local employment laws and regulations, including I-9 verification, EEO-1 reporting, and safety compliance.
Oversee internal audits, implement corrective actions, monitor changes in labor laws, and update policies and procedures accordingly.
Advise center directors and corporate managers on employee relations, performance issues, and disciplinary actions.
Conduct investigations and support fair, compliant, and consistent resolution of employee concerns.
Lead day-to-day performance management and the annual performance review process for centers, with support from the Senior HR Generalist.
Build and maintain leave-of-absence processes, tools, and resources; support the Senior HR Generalist’s day-to-day leave administration; and improve processes in coordination with payroll and benefits administration.
Lead and develop one direct report, a Senior HR Generalist, and collaborate with HR and operations team members.
Work cross-functionally with payroll, licensing, training, and operations to support employees and organizational goals.
Lead compliance-related training, including anti-discrimination, workplace safety, and ethics, and partner with HR to develop training that fosters accountability and compliance.
Support the CHRO in creating, revising, and communicating HR policies and handbooks.
Prepare compliance reports and audits for senior management, providing actionable insights.
Track HR KPIs, identify trends, and provide data-driven insights to senior management to inform decisions and continuous improvement.
Oversee timely reporting of workplace injuries and manage workers’ compensation claims from first report through closure, meeting state filing deadlines and requirements.
Run the return-to-work and transitional or modified-duty program, partnering with center directors to identify assignments that meet licensing ratios and employee restrictions.
Coordinate workers’ compensation claims with FMLA, state paid leave, and ADA accommodation processes, working with payroll and benefits to maintain accurate pay, benefits continuation, and leave tracking.
Analyze workers’ compensation claim trends and partner on safety initiatives to reduce injuries and control experience modification rates and premium costs.
Serve as an HR practices and compliance subject matter expert, advising managers and peers.
Take on special projects and strategic initiatives as assigned by the CHRO.