Director, Human Resources
Hogan & Associates Executive Search, Minneapolis, MN, United States
POSITION SUMMARY
The Director of Human Resources is a highly capable, roll‑up-your-sleeves HR professional who thrives as a true generalist and is energized by owning every aspect of the human resources function independently. This is a hands‑on, execution‑focused position where you will personally handle the day‑to‑day mechanics of HR, payroll, and benefits while also serving as a trusted advisor to leadership.
Reporting directly to the VP, Finance, this position is the sole HR resource for the organization, supporting approximately 70 employees in multiple states and owning the Human Capital function end‑to‑end from offer letter to offboarding. The scope of this role includes running payroll, administering benefits, handling employee relations, ensuring compliance, and keeping all HR systems and records current.
MAJOR RESPONSIBILITIES Payroll
Process full‑cycle payroll accurately and on time for all employees, including hourly, salaried, and multi‑state
Maintain payroll records and coordinate with finance on payroll reporting
Serve as the primary point of contact for all employee payroll questions
Employee Relations
Act as the go‑to resource for employees and managers on all HR matters
Independently manage and resolve complex employee relations issues, including performance issues, investigations, disciplinarily actions, and terminations, providing guidance on policy interpretation, legal compliance, and risk mitigation.
Coach and advise managers on navigating difficult conversations, documentation, and corrective action
Promote a positive, inclusive, and compliant work environment
HR Operations & Compliance
Work with the PEO (Professional Employer Organization) to ensure compliance with all applicable regulations
Maintain all employee records, personnel files, and HR systems
Own onboarding and offboarding processes, including offer letters, background checks, i9 completion, and other required paperwork, including enabling & disabling systems access as required
Maintain and update the employee handbook, HR policies, and standard operating procedures
Ensure compliance with federal, state, and local employment laws across all operating states
Administer leave programs including FMLA, state leave, PTO, and accommodations
Manage HRIS platform, including data integrity, reporting, and system optimization
Strategically partner with senior leadership to develop and implement HR initiatives that foster organizational growth, enhance employee engagement, and reinforce our company culture.
Benefits Administration
Administer all employee benefits programs including health, dental, vision, life, disability, and 401(k)
Manage open enrollment end‑to‑end including communications, employee guidance, and system updates
Manage vendor relationships and renewals; work with the PEO to evaluate plan competitiveness annually
Ensure compliance with ACA, COBRA, ERISA, HIPAA, and all applicable reporting requirements
Talent Acquisition
Lead talent management efforts, including workforce planning, succession planning, and talent development, to ensure a robust pipeline of leaders and skilled professionals.
Own full‑cycle recruiting for all open roles inclusive of job postings, sourcing, screening, interviews, offers, and background checks
Build and maintain relationships with candidates, creating a positive experience throughout the process
Partner with hiring managers to create comprehensive job descriptions, define role requirements, set expectations, and move searches forward efficiently
Manage external vendors and evaluate cost‑effectiveness as needed
Culture of Excellence
Engage in proactive company performance management, including annual goal setting
Establishing key performance indicators for every role
Manage the performance review process, including communication, launch, timelines, and manager coaching
Manage the annual merit increase process in tandem with the performance review process
Periodically conduct market benchmarking to ensure compensation remains competitive
Maintain job descriptions and ensure role clarity across the organization
ADDITIONAL RESPONSIBILITIES
Own the selection and implementation of a comprehensive HRIS, assessing both the cost‑effectiveness and suitability of PEO and non‑PEO options
Uphold strict confidentiality regarding company records and employee information
Prepare and manage the HR department's budget, including payroll‑related expenses, benefits, recruiting costs, and HR vendors; monitor spend and identify cost‑saving
Perform other relevant duties as needed
QUALIFICATIONS
12+ years or more comprehensive HR Experience – Required
5+ years or more Leading HR Team – Required
Proficient in Microsoft Office, Outlook, Word and Excel, Google Applications, HRIS
Proficiency with and experience establishing an HRIS and talent management system
EDUCATION
Bachelor’s Degree: Human Resources, Business Administration, or related Field – Required
Master’s Degree: or relevant certification (e.g., SPHR, SHRM‑SCP) – Preferred
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Reporting directly to the VP, Finance, this position is the sole HR resource for the organization, supporting approximately 70 employees in multiple states and owning the Human Capital function end‑to‑end from offer letter to offboarding. The scope of this role includes running payroll, administering benefits, handling employee relations, ensuring compliance, and keeping all HR systems and records current.
MAJOR RESPONSIBILITIES Payroll
Process full‑cycle payroll accurately and on time for all employees, including hourly, salaried, and multi‑state
Maintain payroll records and coordinate with finance on payroll reporting
Serve as the primary point of contact for all employee payroll questions
Employee Relations
Act as the go‑to resource for employees and managers on all HR matters
Independently manage and resolve complex employee relations issues, including performance issues, investigations, disciplinarily actions, and terminations, providing guidance on policy interpretation, legal compliance, and risk mitigation.
Coach and advise managers on navigating difficult conversations, documentation, and corrective action
Promote a positive, inclusive, and compliant work environment
HR Operations & Compliance
Work with the PEO (Professional Employer Organization) to ensure compliance with all applicable regulations
Maintain all employee records, personnel files, and HR systems
Own onboarding and offboarding processes, including offer letters, background checks, i9 completion, and other required paperwork, including enabling & disabling systems access as required
Maintain and update the employee handbook, HR policies, and standard operating procedures
Ensure compliance with federal, state, and local employment laws across all operating states
Administer leave programs including FMLA, state leave, PTO, and accommodations
Manage HRIS platform, including data integrity, reporting, and system optimization
Strategically partner with senior leadership to develop and implement HR initiatives that foster organizational growth, enhance employee engagement, and reinforce our company culture.
Benefits Administration
Administer all employee benefits programs including health, dental, vision, life, disability, and 401(k)
Manage open enrollment end‑to‑end including communications, employee guidance, and system updates
Manage vendor relationships and renewals; work with the PEO to evaluate plan competitiveness annually
Ensure compliance with ACA, COBRA, ERISA, HIPAA, and all applicable reporting requirements
Talent Acquisition
Lead talent management efforts, including workforce planning, succession planning, and talent development, to ensure a robust pipeline of leaders and skilled professionals.
Own full‑cycle recruiting for all open roles inclusive of job postings, sourcing, screening, interviews, offers, and background checks
Build and maintain relationships with candidates, creating a positive experience throughout the process
Partner with hiring managers to create comprehensive job descriptions, define role requirements, set expectations, and move searches forward efficiently
Manage external vendors and evaluate cost‑effectiveness as needed
Culture of Excellence
Engage in proactive company performance management, including annual goal setting
Establishing key performance indicators for every role
Manage the performance review process, including communication, launch, timelines, and manager coaching
Manage the annual merit increase process in tandem with the performance review process
Periodically conduct market benchmarking to ensure compensation remains competitive
Maintain job descriptions and ensure role clarity across the organization
ADDITIONAL RESPONSIBILITIES
Own the selection and implementation of a comprehensive HRIS, assessing both the cost‑effectiveness and suitability of PEO and non‑PEO options
Uphold strict confidentiality regarding company records and employee information
Prepare and manage the HR department's budget, including payroll‑related expenses, benefits, recruiting costs, and HR vendors; monitor spend and identify cost‑saving
Perform other relevant duties as needed
QUALIFICATIONS
12+ years or more comprehensive HR Experience – Required
5+ years or more Leading HR Team – Required
Proficient in Microsoft Office, Outlook, Word and Excel, Google Applications, HRIS
Proficiency with and experience establishing an HRIS and talent management system
EDUCATION
Bachelor’s Degree: Human Resources, Business Administration, or related Field – Required
Master’s Degree: or relevant certification (e.g., SPHR, SHRM‑SCP) – Preferred
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