Human Resources Manager

Claros Technologies•Minneapolis, MN

20d•Onsite

About The Position

The Human Resources Manager leads and executes people initiatives that support business objectives and foster a positive employee experience. Reporting to the Vice President, Human Resources & Operations, the role is a trusted partner to employees and managers, with primary responsibility for employee relations, talent acquisition, HR systems administration, and HR generalist functions. The manager works closely with the Vice President to implement people strategies, drive organizational effectiveness, and support business growth, balancing strategic initiatives with daily HR operations. The role may provide guidance to HR support staff, contractors, interns, or other team members as assigned. The position is on-site at Claros Technologies' headquarters in Minneapolis, Minnesota, with no travel. Claros Technologies is a U.S.-based company focused on PFAS mitigation through permanent destruction systems and an accredited analytical laboratory dedicated to PFAS detection, quantification, and exposure assessment.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 5 years of progressive human resources experience, including employee relations and talent acquisition responsibilities.
Strong knowledge of federal and state employment laws and HR best practices.
Experience administering HRIS and other HR technology platforms.
Ability to handle sensitive and confidential matters with discretion.
Excellent interpersonal, communication, conflict resolution, and coaching skills.
Strong organizational and project management skills, with the ability to manage multiple priorities in a fast-paced environment.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience supporting manufacturing, operations, engineering, technology, or other fast-growing organizations.
Experience with compensation administration, workforce planning, and organizational development initiatives.
Advanced experience with HR analytics, reporting, and process improvement.
A proactive, relationship-oriented approach and interest in partnering with employees and leaders to solve problems, improve processes, and build a positive workplace culture.

Responsibilities

Serve as the primary point of contact for employee relations and advise employees and managers.
Conduct workplace investigations and help resolve employee concerns, conflicts, and performance issues.
Coach leaders on performance management, employee development, disciplinary actions, and corrective action processes.
Promote a positive workplace culture through employee engagement and retention initiatives.
Ensure consistent application of company policies, practices, and employment standards.
Partner with managers to address organizational and workforce challenges while balancing employee advocacy and business needs.
Manage full-cycle recruitment, including sourcing, interviewing, selection, offer preparation, and onboarding.
Partner with hiring managers on job descriptions, recruiting strategies, and workforce plans.
Build and maintain talent pipelines, improve candidate experience and employer brand, and manage external recruiting relationships as needed.
Track and analyze recruiting metrics to improve hiring effectiveness and efficiency.
Administer the HRIS and related HR technology platforms, ensuring employee data integrity, security, and accuracy.
Lead HR system implementations, upgrades, testing, and process improvements.
Generate HR reports, dashboards, and workforce analytics to support leadership decisions.
Partner with payroll, benefits, and IT teams to optimize HR technology solutions and workflows.
Maintain HR documentation, employee records, and reporting in compliance with legal and organizational requirements.
Support onboarding, offboarding, benefits administration, leave management, and policy administration.
Maintain compliance with federal, state, and local employment laws and regulations.
Assist with compensation administration, market benchmarking, and annual compensation reviews.
Support performance management, talent development, succession planning, and employee recognition programs.
Develop and maintain employee handbooks, policies, procedures, and HR communications.
Support organizational development, change management, culture initiatives, annual HR planning, budgeting, and strategic projects.
Coordinate employee training programs and compliance-related education.
Support audits, reporting requirements, and other administrative HR functions.