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Every career with Hearst Television is like a story. How it develops, where it takes you, the milestones you reach along the way – you’ve got a lot to look forward to as your unique career story unfolds. Hearst Television, a subsidiary of Hearst, owns and operates local television and radio stations serving nearly three dozen U.S. cities, reaching 24 million U.S. television households. Through its partnership with nearly all major networks, Hearst Television distributes national content across more than 120 video channels, including programming from ABC, NBC, CBS, CW, MY Net, MeTV, This TV, Estrella, and more. Hearst Television is recognized as one of the industry's premier companies. It has been honored with numerous awards for distinguished journalism and industry innovation, including the Walter Cronkite Award for political journalism, the national Edward R. Murrow Award, the DuPont-Columbia Award, and the George Foster Peabody Award.

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MACC OFFICE
3433 Broadway St NE
Suite 230
Minneapolis, MN 55413, USA

Metropolitan Alliance of Connected Communities (MACC) makes collaboration real. We are a collaborative network of more than 60 human services nonprofits focused on generating solutions together to better serve the individuals and families in our communities. Our network creates capacity for innovation by bringing together new partners, creating space for new ideas, and working together to create solutions that build community well‑being.

Why You’ll Love Working Here

At MACC, we believe that everyone has the right to well‑being. We envision a future where individuals and families live in strong, healthy, vibrant, and equitable communities. We also believe human services and nonprofits play a vital role in building and fighting for the future we envision. As a part of our team and growing network of nonprofits, you will have the opportunity to enrich our work by adding your voice to our collective mission to develop new structures and solutions and build a more equitable society.

Wages and Benefits

$60,000 - $70,000 annual salary range, dependent on amount of HR consultation experience; generous Paid Time Off (PTO), 24 hours of paid employee volunteer time, plus nine paid holidays and three floating holidays; competitive health, dental, and vision insurance; Health Savings Account (HSA), and options for Flexible Spending Accounts (FSA). There is employer paid basic life insurance with the option for additional coverage paid by the employee. The employer pays for Accidental Death and Dismemberment (AD&D) and long‑term disability insurance. MACC sponsors a retirement plan with a 4% employer match plus a 2% employer contribution after one year of service and immediate vesting.

Schedule

This is a hybrid position that includes travel to member sites for some workdays and has the option to work from home or from MACC's office in Northeast Minneapolis, if preferred. The schedule for this role is Monday through Friday, and general business hours are between 8am and 4:30pm. Please note that driving is required for this role.

MACC is hiring a Human Resources Business Partner (HRBP) who will support the Human Resource needs of an assigned portfolio of human services nonprofit organizations that subscribe to MACC’s Human Resource service. The incumbent serves as the primary point of contact for executives, managers and employees on general HR issues. The primary HR functional areas supported by this position include performance management, employee relations, policy development, implementation and interpretation, affirmative action and employment law compliance. Responsibilities will include the following:

Coordinate HR service delivery for assigned member organizations

Working collaboratively with member organization senior leadership and other MACC HR staff, the incumbent develops and maintains a member organization‑specific “HR roadmap” that guides the delivery of HR services to the member organization over the course of time. The roadmap is reviewed periodically and kept up to date as the member organization’s needs evolve.
Ensures that each supported member organization has an up‑to‑date, legally compliant employee handbook in alignment with MACC’s standard handbook template. The incumbent interprets the content of the handbook to managers and employees in response to individual inquiries.
Personally delivers other in‑scope HR services, such as coordinating for the annual performance appraisal and wage increase cycle, periodic administration of employee engagement surveys, harassment awareness and prevention training, and compensation analysis.
Guides managers and employees to the various specialists within HR when they have specific questions related to payroll, benefits, staffing or reporting. The incumbent works assertively as a customer advocate to resolve any cross‑functional service delivery issues.
For member organization needs that are outside the scope of MACC’s HR subscription service, the incumbent may recommend other resources to fill the member organization’s need.
Attends member organization leadership and/or staff meetings as requested by the member organization.
Holds office hours on site at each member, and available specifically for management for each member at least monthly in order to provide value and support for managers.

Coach and support managers and supervisors

The incumbent provides coaching and advice to managers on a range of talent management, employee relations and performance management topics:

Advises managers and supervisors on application of the progressive discipline process in specific situations, including review of warning memos and Performance Improvement Plans.
When a manager proposes to terminate an employee involuntarily due to poor performance, the incumbent reviews the information collected during the progressive discipline process and makes a recommendation whether or not to proceed. When appropriate, the incumbent consults with legal counsel to inform the recommendation.
When a credible accusation of employee misconduct is raised, the incumbent may be called upon as an impartial third party to conduct an HR investigation of the alleged misconduct. Findings of the investigation are reported to the appropriate level of management.
When a manager has a need to write a new job description, or significantly update an existing description, the incumbent reviews the proposed description to ensure clarity of content and alignment with best practices.
During the annual performance evaluation cycle, the incumbent responds to questions from managers regarding appropriate language to include in the appraisal.

Advocate for employees

Although the HRBP’s primary contacts are with members of management, the incumbent is also accessible to employees who have concerns that they are being treated unfairly, or who believe they have knowledge of inappropriate activities being conducted or tolerated by management. When necessary and appropriate, the incumbent will advocate for the interests of employees.

Maintain compliance

When a former employee files a claim for unemployment benefits, the incumbent works with the manager of the former employee to prepare an appropriate response. If a contested claim progresses to the stage of a hearing, the incumbent assists the manager in preparing for the hearing.
Working collaboratively with the member organization’s designated Equal Employment Opportunity Officer, the incumbent develops and maintains affirmative action program documents, files EEO‑1 report annually (if required), maintains other records, and reports and logs to conform to EEO/AAP regulations.
Based on the content of job descriptions, advises managers on FLSA classification of positions.
Prepares annual compliance reporting and application for workforce certificate when applicable.
An understanding of other compliance as required, dependent upon the member.

Participate as a member of the HR Services team

Attends regular meetings of the full HR Services team and the HR Staffing and HR Partner team.
Serves as a sounding board for colleagues and shares insights and suggestions to address issues colleagues are dealing with.
The incumbent is included in the “hunt path” for the HR help line and personally assists employees who call the help line or refers the call to the appropriate specialist.
Supports various other projects and initiatives of the HR Services team that build capacity and / or benefit all HR member agencies.

Position Requirements

Education and Experience

Bachelor’s degree in a relevant field or possess demonstrably equivalent knowledge gained through alternative courses of study and life experience.
Minimum of five years of work experience in an HR‑related role, preferably progressive experience, with at least one year of experience as an HR Business Partner, HR Consultant, or equivalent experience.
Previous experience consulting supervisors on employee relations in an HR role, or you have experience acting in a supervisory role (in any industry).
Interest in the human services nonprofit sector, with a preference for experience working in a nonprofit setting.

Knowledge, Skills and Abilities

Demonstrates diplomatic assertiveness when working with leaders.
Demonstrates an understanding of Human Resource principles, practices, and procedures.
Flexible and adapts quickly to changing circumstances and responsibilities.
Exhibit effective interpersonal communication skills through strong listening, writing, and speaking abilities.
Proficient in Microsoft suite software, internet resources, and data management software.
Self‑motivated, detail‑oriented individual with a strong ability to prioritize effectively.
Possess strong problem‑solving and business acumen skills.
Ability to establish, maintain, and grow healthy working relationships with internal and external partners.
Ability to work independently on a broad variety of projects.
Able to travel to member sites across the Twin Cities Metro area using personal vehicle.
Effectively engages with and supports individuals and communities facing systemic and economic barriers, using a deep understanding of societal inequities to inform decision‑making and service delivery.

Licenses and/or Certifications

PHR or SHRM‑CP professional certification is a plus. MACC supports employees in receiving and maintaining professional certifications.
You have a valid driver’s license, access to reliable transportation, and the ability to meet MACC’s driving record requirements. Please note that if the license was not issued in the state of Minnesota, you have 60 days after becoming a Minnesota resident in which to apply for your Minnesota driver’s license or permit.

Diversity and open expression are fundamental to the work of MACC. We are passionate about building and sustaining an inclusive and equitable working environment where everyone can belong. Every member of our team enriches our work by exposing us to a broad range of ways to understand and engage with the world, identify challenges, and to discover, design, and deliver solutions. We welcome everyone to apply, especially those individuals who are underrepresented in our sector: individuals who identify as BIPOC, LGBTQI+ and gender fluid or gender nonconforming, individuals with disabilities (both seen and unseen), veterans, people of any age or family status. We encourage you to apply even if you feel like you don't fit 100% of the technical requirements.

Equal Opportunity Employer: All qualified applicants will receive consideration for employment without regard to age, race, color, religion, disability, marital status, national origin, sex, gender identity, sexual orientation, familial status, genetic information or a protected veteran’s status.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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MACC OFFICE
3433 Broadway St NE
Suite 230
Minneapolis, MN 55413, USA

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