Human Resources Manager

Description

The Human Resources Manager at Reach for Resources is responsible for supporting a safe, compliant, inclusive, and value-driven workplace. This role serves as a key HR resource for employees, managers, and leadership across the organization, with responsibility for employee relations, onboarding, benefits coordination, leave administration, performance management, HRIS administration, employee policy support, training, and employee records. The Human Resources Manager is expected to independently manage day-to-day HR operations while exercising sound judgment on higher-risk employee relations, and organizational matters.

Works in partnership with the Executive Team, Finance, and external employment counsel.

• Serve as a primary HR resource for managers and employees regarding employee relations, performance concerns, discipline, attendance, policy interpretation, leave, accommodations, and general HR questions.
• Provide coaching and guidance to employees and managers to clarify expectations, address workplace concerns, support respectful communication, and connect employees with appropriate resources.
• Coach managers through performance management processes, including documentation, corrective action, performance improvement plans, difficult conversations, and termination considerations, with particular attention to appropriate PIP use, clear goals and expectations, documentation, follow-up, and ongoing manager support.
• Develop and provide ongoing manager training on HR-related topics, including performance management, documentation, employee relations, respectful workplace practices, leave and accommodation awareness, policy application, and effective supervision.
• Support 90-day and annual performance review processes, including review-cycle administration, manager follow-up, documentation, and process improvement.
• Partner with leadership to support employee engagement, retention, manager development, and value-aligned people practices.

• Receive, assess, document, and respond to employee complaints or workplace concerns.
• Conduct or support impartial workplace investigations involving employee complaints, harassment, discrimination, retaliation, mistreatment, conduct concerns, or other employment-related issues.
• Maintain confidential investigation notes, findings, and related records in accordance with organizational practices.
• Monitor federal, state, and local employment law updates and help translate changes into policies, procedures, notices, training, and organizational practices.
• Review, update, and recommend revisions to HR policies, procedures, employee communications, and related practices to reflect organizational needs and applicable requirements.

• Administer and coordinate employee leave processes, including FMLA, Minnesota Paid Family Medical Leave (PFML), short-term disability, long-term disability, ADA leave, PTO, unpaid leave, bereavement, jury duty, and related time-away processes.
• Meet with employees regarding leave and accommodation needs, provide required forms and instructions, track leave status, and coordinate with Finance as needed regarding benefits, premiums, PTO supplementation, deductions, and return-to-work timing.
• Support the interactive ADA accommodation process, including documentation review, manager consultation, accommodation agreements, follow-up, and confidential recordkeeping.
• Maintain medical, leave, ADA, PFML, STD/LTD, and accommodation documentation separately from general personnel files with appropriate confidentiality and restricted…