HR Operations Manager - Minneapolis, MN (Office)

Erik's Bike Shop Inc•Minneapolis, MN

1d•Onsite

About The Position

ERIK'S is seeking an HR Operations Manager to lead the technical, administrative, and compliance aspects of its People / HR function. The role is responsible for ensuring compensation, benefits, HR policies, employment practices, safety and workers' compensation, employee relations, HR systems, payroll coordination, and employee administration are accurate, effective, compliant, and aligned with business needs. The HR Operations Manager serves as ERIK'S internal expert and resource on HR operations and employment practices, partnering closely with company leadership and Market Leaders. The position provides guidance, expertise, and support while preserving Market Leaders' and Store Managers' responsibility for the day-to-day leadership and management of store-level employees. The role reports to the President and is based on-site in Minneapolis, Minnesota. The manager owns HR operational systems and processes, compensation analysis, benefits administration, the relationship with isolved, HRIS and payroll-related coordination, HR policy and compliance support, workplace safety, workers' compensation, risk management, and employee relations. The role also provides guidance to leaders on employment matters, supports Market Leaders across the organization, and cross-trains with the HR Talent & Culture Manager to ensure consistent HR support.

Requirements

At least 5 years of progressive Human Resources experience.
Strong working knowledge of HR operations and employment practices.
Experience administering employee benefits, compensation programs, HR policies, and HR systems.
Strong understanding of federal and state employment regulations and required HR documentation.
Working knowledge of OSHA requirements, workers' compensation administration, and workplace investigations.
Experience working with payroll and HRIS platforms.
Strong analytical skills, including the ability to conduct wage and compensation analysis.
Excellent organizational and documentation skills.
Strong written and verbal communication skills, including the ability to explain complex HR, compensation, benefits, or compliance issues clearly and practically.
Strong judgment and ability to handle confidential information appropriately.
Ability to support leaders operating across multiple locations and states.
Proficiency with Microsoft Office and related business systems.
Detail-oriented, accurate, practical, solutions-oriented, proactive, and able to balance employee needs, compliance requirements, and business realities.
Comfortable owning HR's technical and administrative details, working independently, and collaborating closely with company leadership.
Understands HR's role as providing expertise, tools, guidance, and support while business leaders remain accountable for leading their teams.

Nice To Haves

Multi-location retail or service-industry experience.
Experience with isolved.
Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent professional experience is strongly considered.

Responsibilities

Own and continuously improve HR operational systems and processes.
Maintain accurate employee records, personnel documentation, and required HR files.
Administer the HRIS and ensure employee information is accurate and current.
Establish consistent HR processes and documentation across the organization, and identify opportunities to simplify, improve, and automate administrative work.
Support the development and administration of compensation practices; conduct wage and compensation analysis and provide leadership with data and recommendations on positions, pay ranges, promotions, and organizational changes.
Maintain compensation-related documentation and systems.
Oversee employee benefit program administration and serve as a resource to employees and leaders on benefits, eligibility, enrollment, and administration.
Coordinate with benefit providers and external partners to resolve issues and ensure accurate benefits administration.
Manage leave-of-absence requests and coordinate with state paid leave programs as appropriate.
Assist leadership in evaluating benefit programs and improvement opportunities.
Own ERIK'S relationship with isolved, its outsourced payroll and HR technology partner.
Coordinate payroll-related HR processes and help ensure employee information and payroll inputs are accurate and timely.
Serve as the primary internal resource for HRIS functionality, administration, and problem resolution, and work with isolved and internal partners to improve HR and payroll processes.
Maintain and support HR policies, the employee handbook, and employment-related procedures.
Stay current on federal, state, and local employment requirements; coordinate required government reporting, documentation, postings, and recordkeeping.
Guide leadership and Market Leaders on policy interpretation, employment practices, documentation, and compliance, supporting consistent practices throughout the organization.
Own the workplace safety program, including safety policies, training, incident reporting, and OSHA recordkeeping and compliance across all locations.
Partner with Market Leaders and Store Managers to identify hazards, investigate incidents, and implement corrective actions.
Own workers' compensation cases from initial injury report through resolution, coordinating with the insurance carrier, injured employees, and leaders.
Manage return-to-work and modified-duty processes, including coordination with medical providers and accommodation considerations.
Lead risk management efforts to reduce workplace injuries, claims, and employment-related exposure.
Own employee relations, including intake, investigation, and resolution of employee concerns and complaints.
Conduct fair, timely, well-documented workplace investigations and recommend appropriate outcomes.
Advise Market Leaders and Store Managers on corrective action, documentation, and separations to support consistent and compliant decisions.
Serve as an HR operations, compensation, benefits, policy, compliance, and employment-practice resource to the President, company leadership, and Market Leaders.
Provide Market Leaders with tools, information, guidance, and support to help them manage employees within their markets; partner on complex employee situations requiring HR expertise or compliance guidance.
Maintain the distinction between HR support and operational leadership: Market Leaders and Store Managers remain accountable for day-to-day leadership, performance management, coaching, and accountability of store employees.
Cross-train with the HR Talent & Culture Manager on each other's responsibilities, processes, and systems; provide backup as needed and collaborate to ensure uninterrupted, consistent HR support.