HR Manager

INTERFAITH ACTION OF GREATER SAINT PAUL•Saint Paul, MN

7d•$60,000 - $60,000•Onsite

About The Position

The HR Manager will build and oversee all aspects of human resources practices and processes within the organization. This role involves managing recruitment, employee relations, performance management, training and development, and compliance with labor laws. The HR Manager will work closely with senior management to develop and implement HR strategies that support the organization's goals and foster a positive work environment. The ideal candidate will be a strategic thinker with strong leadership skills, capable of driving HR initiatives that enhance employee engagement and wellness, and organizational effectiveness. As IFA’s first dedicated Human Resources Manager, this role will have the unique opportunity to build and shape the organization’s human resources foundation. The ideal candidate is a builder who enjoys creating systems, processes, and practices that support both organizational effectiveness and a thriving workplace culture. This person will partner closely with the CEO and CFO/COO to help define, strengthen, and embed the values, behaviors, and leadership practices that reflect who we aspire to be as an organization. The HR Manager will serve as a thought partner and culture-building partner, helping IFA move from informal practices to intentional, equitable, and sustainable systems that support employees at every level. Position functions/relationships This person reports directly to the CEO but will provide input and feedback to the entire Senior Leadership Team and work with all IFA staff in the implementation of process and procedures.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field.
Minimum of 5 years of experience in HR management or a related field.
Strong interpersonal and communication skills, leadership abilities, and proficiency in HR software.
Discretion and confidentiality are a requirement.
Experience designing and facilitating coaching or leadership development programs.
Ability to balance organizational transparency with confidentiality and discretion.
Proven ability to create HR policies that are clear, responsive, and accessible across all levels of the organization.
Ability to organize a daily workload by priorities.
Must be able to meet deadlines in a fast-paced quickly changing environment.
A proactive approach to problem-solving with strong decision-making skills.
Professional level verbal and written communication skills.
Ability to work and relate to people effectively in a multicultural work environment within a non-profit setting.

Nice To Haves

A Master's degree or HR certification (e.g., SHRM-CP, PHR) is a plus.
English proficiency and conversational Spanish preferred, but not required.
Experience with trauma-informed HR practices, restorative HR approaches, or supporting employees through crisis and workplace stress.
Demonstrated experience building HR systems, processes, and infrastructure in an organization that is growing or evolving.
A builder mindset with the ability to create structure while remaining flexible and responsive to organizational needs.
Experience serving as a trusted advisor and thought partner to senior leaders.
Ability to balance empathy and care for employees with accountability and organizational needs.
Strong understanding that culture is built through systems, behaviors, communication, and leadership practices—not simply programs or policies.
Passion for creating workplaces where employees feel valued, supported, challenged, and connected to the mission.

Responsibilities

Develop and implement recruitment strategies to attract top talent.
Work with hiring managers to conduct interviews, evaluate candidates, and make recommendations for hiring.
Oversee the onboarding process for new employees.
Ensure job descriptions and salary structures are equitable and are aligned with IFA policies and values.
Assess and ensure that staffing levels across programs align with organizational needs, adjusting roles or resources as necessary.
Serve as a point of contact for employee concerns and grievances.
Mediate and resolve conflicts between employees.
Foster a positive and inclusive workplace culture.
Design and implement performance appraisal systems.
Provide guidance and support to managers on performance-related issues.
Develop and monitor employee development plans.
Identify training needs and coordinate training programs.
Facilitate workshops and seminars to enhance employee skills.
Develop coaching programs and strengths-based development initiatives to support leadership growth and employee engagement.
Ensure compliance with labor laws and regulations.
Maintain and update HR policies and procedures.
Handle employee documentation and records management.
Ensure culturally responsive HR policies that reflect a commitment to diversity, equity, inclusion, and belonging (DEIB).
Collaborate with the CFO/COO to align HR strategies with business goals.
Analyze HR metrics and provide insights for decision-making.
Lead HR projects and initiatives to improve organizational effectiveness.
Establish clear policies and structured HR processes that promote stability and reduce stress for employees.
Clarify organizational charts, reporting structures, and decision-making processes to improve transparency.
Partner with the CEO and Senior Leadership Team to strengthen and evolve IFA’s organizational culture.
Develop strategies that translate IFA’s values into everyday employee experiences, leadership practices, and workplace expectations.
Build systems that foster trust, accountability, belonging, and collaboration across the organization.
Create opportunities for employee feedback, engagement, and continuous improvement.
Support leaders in developing the skills and practices needed to lead effectively through growth, change, and complexity.
Help establish consistent communication rhythms, workplace norms, and organizational practices that strengthen connection and alignment.
Oversee the administration of employee benefits programs.
Conduct salary benchmarking and manage compensation structures.
Ensure competitive and equitable compensation practices.