Human Resources Manager (51218)

Gradian Thermal Solutions•Maple Grove, MN

7d•$115,000 - $130,000•Onsite

About The Position

The Human Resources Manager serves as a strategic and operational partner supporting employees, managers, and organizational objectives through delivery of HR programs and services. This role provides broad HR generalist support across employee relations, talent acquisition, performance management, engagement, benefits, payroll, compliance, training, and organizational development. The position partners closely with HR Centers of Excellence including Talent Acquisition, Benefits, Payroll, Compensation, and Learning & Development.

Requirements

Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field required; equivalent combination of education and relevant experience may be considered.
Minimum of 5 years of progressive HR generalist or HR business partner experience, including hands-on support for employees and managers in a fast-paced business environment.
Demonstrated experience providing guidance on employee relations, performance management, corrective action, investigations, workplace conflict, and policy interpretation.
Working knowledge of federal, state, and local employment laws and regulations, including wage and hour, leave administration, anti-discrimination, accommodation, and workplace compliance requirements.
Proficiency with HRIS platforms, Microsoft Office applications, reporting tools, and employee data analysis; ability to use metrics to identify trends and support business decisions.

Nice To Haves

Experience partnering with HR Centers of Excellence such as Talent Acquisition, Benefits, Payroll, Compensation, Learning & Development, and Leave Administration preferred.
Strong interpersonal, coaching, facilitation, problem-solving, and conflict-resolution skills, with the ability to build trust and influence employees and leaders at all levels of the organization.
Ability to handle confidential and sensitive information with professionalism, discretion, sound judgment, and a high degree of integrity.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Responsibilities

Serve as the primary HR partner and first point of contact for employees and people leaders, providing timely guidance on HR policies, procedures, workplace expectations, and employee lifecycle matters.
Coach managers on performance management, corrective action, employee relations concerns, investigations, conflict resolution, workforce planning, and leadership practices that promote accountability and engagement.
Respond to employee questions regarding policies, workplace concerns, and other HR programs; escalate complex matters to the appropriate Centers of Excellence as needed.
Support employee engagement, retention, and culture-building efforts by identifying workforce trends, recommending practical solutions, and partnering with leaders to improve the employee experience.
Provide guidance during organizational changes, role transitions, and team restructuring activities to help ensure consistent communication, fair practices, and smooth implementation.
Coordinate with Talent Acquisition on workforce needs, requisition intake, interview processes, candidate experience, offer alignment, and effective onboarding of new employees.
Coordinate with Benefits, Payroll, Compensation, and Leave teams to resolve employee and manager issues, ensure accurate administration of programs, and communicate changes or updates clearly to stakeholders.
Facilitate implementation of enterprise HR initiatives, provide site and business feedback to HR Centers of Excellence, and ensure local execution aligns with company standards and operational needs.
Collaborate with Learning & Development to identify training needs, coordinate participation in required programs, and support leadership development, compliance training, and employee capability-building efforts.
Ensure compliance with applicable federal, state, and local employment laws, company policies, internal controls, and required reporting obligations, including consistent application of HR practices across the site.
Maintain accurate HR records, support internal and external audits, prepare workforce reports, analyze HR metrics, and use data to identify risks, trends, and opportunities for process improvement.
Administer and improve local HR processes related to onboarding, offboarding, employment changes, policy acknowledgment, documentation, employee communications, and issue tracking.
Lead or support HR projects that improve operational efficiency, strengthen compliance, enhance employee experience, or support broader business objectives.