Human Resource Rotational Program Jobs in Minnesota

Human Resources Manager

Schedule: Monday–Friday, with occasional evenings and weekends as needed.

Salary: Starting at $83,000 per year.

Position Summary

The Human Resources Manager is responsible for leading all aspects of Human Resources while serving as a strategic partner to leadership and a trusted resource for employees. This position oversees employee relations, compliance, recruiting, leave administration, benefits, workers' compensation, safety initiatives, performance management, policy development, and organizational training. The ideal candidate is highly organized, proactive, and experienced in managing complex employee situations while ensuring compliance with federal, state, and local employment laws.

Essential Duties & Responsibilities

Employee Relations & Compliance

• Serve as the primary HR contact for employees and management.
• Investigate employee concerns, complaints, and workplace conflicts.
• Maintain compliance with federal, state, and local employment laws.
• Develop, update, and enforce company policies and employee handbook.
• Maintain confidential employee records and HR documentation.
• Partner with legal counsel on sensitive employment matters as needed.

Leave Administration

• Administer all employee leave programs including:
• • FMLA
  • ADA accommodations
  • Paid Family & Medical Leave (PFML)
  • Military Leave
  • Personal Leaves of Absence
• Coordinate the interactive ADA process from start to finish.
• Review medical documentation and determine reasonable accommodations.
• Communicate with employees, supervisors, and healthcare providers regarding leave status and return-to-work plans.
• Maintain accurate leave tracking and required documentation.

Workers' Compensation

• Manage all workers' compensation claims from initial injury through claim closure.
• Coordinate with insurance carriers, medical providers, and supervisors.
• Develop and monitor light-duty and return-to-work programs.
• Ensure OSHA reporting requirements are met.
• Track claim trends and recommend injury prevention strategies.

Talent Acquisition & Onboarding

• Manage full-cycle recruiting for hourly and salaried positions.
• Create job postings and source qualified candidates.
• Conduct interviews and coordinate hiring managers.
• Manage applicant tracking systems.
• Complete background checks, reference checks, and employment verification.
• Coordinate onboarding and new hire orientation.
• Ensure completion of I-9s, E-Verify (if applicable), and employment documentation.

Performance Management

• Coach supervisors on employee performance and disciplinary processes.
• Assist with performance evaluations and development plans.
• Support corrective action documentation and terminations.
• Promote employee engagement and retention initiatives.

Benefits Administration

• Administer employee benefit programs including medical, dental, vision, life insurance, retirement, and wellness initiatives.
• Conduct benefits orientation for new hires.
• Assist employees with benefit questions and enrollment.
• Coordinate annual open enrollment.

Payroll & HRIS Support

• Partner with payroll to ensure accurate employee records.
• Process personnel changes including promotions, transfers, wage changes, and terminations.
• Maintain HRIS and timekeeping systems.
• Audit employee records for accuracy.

Safety & Risk Management

• Support company safety initiatives and OSHA compliance.
• Coordinate safety committee meetings.
• Assist with accident investigations and corrective actions.
• Develop safety communications and employee training programs.
• Maintain required OSHA logs and documentation.

Training & Development

• Develop HR training programs for supervisors and employees.
• Conduct harassment prevention, compliance, safety, and leadership training.
• Maintain training records and certifications.
• Support leadership development initiatives.

HR Operations

• Create and improve HR processes and standard operating procedures.
• Develop forms, templates, and HR documentation.
• Prepare HR metrics and reports for leadership.
• Analyze turnover, retention, recruiting, and workforce trends.
• Participate in strategic planning and organizational development.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience).
• 3+ years of progressive Human Resources experience.
• Strong knowledge of:
• • ADA
  • FMLA
  • Workers' Compensation
  • EEOC regulations
  • OSHA
  • Wage and Hour laws
  • Employment law compliance
• Experience managing employee relations investigations.
• Experience administering leave management programs.
• Strong recruiting and interviewing experience.
• Excellent communication and conflict resolution skills.
• High level of confidentiality and professionalism.
• Strong organizational and time management skills.
• Proficiency with Microsoft Office Suite and HRIS systems.

Preferred

• Experience in manufacturing, industrial, or production environments.
• Experience with applicant tracking systems, payroll, and HRIS software.
• Bilingual (English/Spanish) preferred.

Knowledge, Skills & Abilities

• Expert knowledge of ADA accommodation processes.
• Experience managing complex leave cases.
• Strong workers' compensation case management experience.
• Ability to interpret employment laws and apply them appropriately.
• Strong investigative and documentation skills.
• Excellent project management abilities.
• Ability to prioritize multiple deadlines in a fast-paced environment.
• Strong coaching and leadership skills.
• Excellent written and verbal communication.
• Ability to build positive relationships across all levels of the organization.