Senior Human Resources Manager

Voyageur Outward Bound School•Saint Paul, MN

7d•$65,000 - $85,000•Hybrid

About The Position

The Human Resources Manager serves as the organization's lead human resources professional and primary advisor on people-related matters. The position is responsible for developing, implementing, and administering HR programs, policies, and practices that support organizational effectiveness, employee engagement, legal compliance, and mission delivery. The HR Manager partners closely with leadership on workforce planning, organizational development, employee relations, compensation, benefits, compliance, risk management, and change management initiatives.

Requirements

Accountability - The ability to hold self and others accountable for measurable high-quality, timely, and cost-effective results.
Collaboration - Ability to work with people from diverse backgrounds to effectively meet shared objectives, while encouraging the open expression of a diversity of ideas and opinions.
Ability to collaborate with field staff, program management staff and organizational leadership.
Able to work across a variety of programs and departments.
Communication - Ability to clearly convey ideas, facts and information in a variety of settings using different mediums, while encouraging the open expression of a diversity of ideas and opinions.
Ability to listen to employees, mediate concerns and provide thoughtful responses that also clearly communicate HR policies and provide guidance.
Compliance - The ability to assess, evaluate, and monitor work for compliance with laws, regulations, guidance, and National Standards.
Understanding of HR best practices, employment laws, and compliance requirements.
Conflict Management - Ability to manage and resolve conflict productively and with minimal negative impact by integrating a diversity of viewpoints, brokering compromise, or identifying acceptable alternatives.
Cultural Competence -The ability to recognize and appreciate patterns of cultural differences and commonalities and to shift cultural perspective and change behavior in culturally appropriate and authentic ways.
Decision Making - The ability to make sound and timely decisions that accomplish organizational goals, even in the face of uncertainty or high-pressure situations.
Self Management - The ability to set well-defined and realistic personal goals, take on and complete assignments in a timely manner, and complete work with minimal supervision.
Situational Adaptability - The ability to modify approach and demeanor in real time to align with the shifting demands of different situations. The ability to "read the room" and adjust accordingly.
Strategic Thinking - The ability to anticipate future trends and pose creative ideas that align with the organizational strategy and support the organization's long-term growth.
Problem Solving - The ability to identify and analyze problems, determine accuracy and relevancy of information, and use sound judgment to generate and evaluate and implement effective solutions.
Organization & Time Management – Ability to manage multiple HR needs efficiently.
Manages Complexity: Make sense of complicated, high quantity, and sometimes contradictory information to effectively solve problems.
Technology Proficiency – Experience with HRIS, payroll software, and digital collaboration tools, as well as Google Suite.
3+ years of progressively responsible Human Resources experience, including employee relations, benefits administration, payroll, compliance, and organizational consulting responsibilities.
Experience with HRIS (Paylocity preferred), payroll, and benefits administration.
Experience with Google Suite and Microsoft Office

Nice To Haves

HR Certification (PHR, SPHR, or equivalent).
Experience leading diversity, equity and inclusion initiatives.
Experience driving employee engagement strategies.
Familiarity with non-profit compensation structures & operations

Responsibilities

Lead full cycle recruitment for administrative roles, including updating existing job descriptions, posting positions, sourcing candidates, and supporting the interview process.
Collaborate with hiring managers to understand and identify the skills and competencies required for new positions and ensure job descriptions accurately reflect those needs.
Support full-cycle recruitment for field staff or other seasonal hires in coordination with the Staffing Director (process owner) as requested.
Assist the Staffing Director with the management and tracking of the seasonal onboarding processes for new and returning seasonal employees.
Ensure that new, returning, and current staff are screened per OBUSA National Safety Standards and meet the requirements for hire.
Administer pre-employment background checks and administer E-Verify.
Develop and implement equitable hiring practices to attract diverse talent.
Work with leadership to identify workforce needs and assist in succession planning.
Serve as a trusted resource to employees, managers, and leadership on employee relations, performance management, workplace concerns, accommodations, leaves of absence, investigations, corrective action, and employment decisions.
Conduct workplace investigations and recommend appropriate resolutions and corrective actions.
Provide coaching and consultation to managers on leadership effectiveness, communication, conflict resolution, employee engagement, and performance management.
Support organizational culture, employee engagement, retention, DEI initiatives, workforce planning, succession planning, organizational restructuring, and change management efforts.
Lead benefits, leave, and payroll administration (including employee education), vendor management, compliance, and HRIS oversight.
Serve as the organization's primary resource for employment law compliance across multiple states (CO, WI, MN), maintaining required reporting and developing, implementing, and updating HR policies, procedures, forms, and employee handbooks.
Partner with organizational leadership and Finance to support workforce planning, budgeting, compensation administration, payroll operations, organizational risk management, and strategic decision-making.
Serve as a strategic advisor to the Executive Director and Leadership Team on workforce, organizational, and employee-related matters.
Provide and utilize HR metrics and workforce data to support decision-making.
Adhere to local operating procedures, safety policies and emergency procedures as outlined in the field staff manual.
Participate in VOBS Emergency Response Plan as assigned.
Other duties as assigned