Human Resources Operations Manager Jobs in Minnesota

HR & People Operations Manager

Seat Cover Solutions  ·  Rogers, MN (in person)  ·  Full-time

Reports to: CEO  ·  $80,000–$95,000

The Short Version

We are 22 people, we have grown fast, and we have never had a dedicated HR leader. You would be the first. You would build the people function from scratch, report directly to the CEO, and sit at the leadership table from day one.

Most of what is described below does not exist yet, or lives in the founders’ heads. You will create it, own it, and improve it.

About Seat Cover Solutions

We design and sell semi-custom-fit seat covers and vehicle protection products direct to consumers, out of our facility in Rogers, MN. Twelve months ago we had 9 employees. Today we have 22.

We are ambitious, entrepreneurial, and moving quickly. We are also trying to build a company where every person knows where we are going, how they contribute, and how they are growing. That last part is this job.

The Role

You will own the entire people function at Seat Cover Solutions: how we hire, onboard, develop, review, retain, and pay everyone here. You will be the right hand to the CEO on culture, turning our vision, mission, and core values into how the company actually runs day to day.

This is a builder’s role, not a maintenance role. If you want to step into a mature HR department and keep it running smoothly, this is not that job. If you have been the person at a growing company who kept thinking “someone should build a real process for this” — this is that job, with the authority to do it.

What You’ll Own

People & Culture

• Turn the founders’ vision, mission, and core values into practices the team actually experiences.
• Partner with department heads so every employee has clarity on their role, growth path, accountabilities, and reporting line.
• Own the transparent org chart, plus a confidential future-state org chart and people plan, and run our EOS People Analyzer / GWC process.
• Own the onboarding experience and the employee manual.
• Drive continuous personal development across the team — playbooks, a company book club, training courses, trade shows, and more.
• Build and maintain leadership-development playbooks for each level: what it means to be a manager at SCS and how to be a great one, and the same for leaders. Book lists, tool sets, tactics, mindsets.

HR Operations

• Run semi-monthly payroll in Gusto and own payroll accuracy end to end.
• Own employment law and multi-state compliance for both in-person and remote employees.
• Administer benefits: open enrollment, the broker relationship, and enrollment and termination of coverage.
• Administer leave (FMLA and applicable state leave laws) and workers’ compensation.
• Own employee relations: complaints, conflict mediation, and investigations.
• Maintain HR records and compliance: I-9s, personnel files, and required documentation.
• Build and maintain our processes for hiring, onboarding, performance reviews, retention, and terminations.
• Recruit: manage our external recruiter relationship, and directly source and screen candidates for select roles.
• Run offboarding logistics: equipment recovery, access revocation, and final-pay requirements.

Workplace Experience

• Own the physical workplace as part of the employee experience: office policies, building security and lock-up, desk setups, signage, and amenities.
• Manage the vendors who keep the office running — cleaning, waste, supplies — and hold them to standard.
• Keep a read on how the team feels about the space, and keep making it better.

Authority & How You’ll Work

• You report directly to the CEO and sit on the leadership team, including our weekly L10.
• You propose changes to processes, programs, and policies to the CEO for approval, and then you own execution.
• Your budget — training, book club, trade shows, office — will be planned with the CEO as you acclimate to the role and bring proposals forward.
• You make recommendations on hiring and termination decisions. Final calls rest with the CEO and department heads.
• You will handle confidential information daily — compensation, the future-state people plan, investigations — and are expected to hold it with total discretion.
• No direct reports today. You own a function, not a team. That may change as we grow.

How Success Is Measured

• Employee survey scores
• Retention rate

Specific targets will be set together with the CEO in your first 90 days.

What We’re Looking For

• Roughly 4–6 years in people operations, HR, or a generalist operating role. Startup or high-growth environments strongly preferred — dense experience matters more to us than years on the clock.
• Generalist breadth: you have touched hiring, onboarding, payroll or benefits, and employee relations — not just one lane.
• Experience running payroll (Gusto a plus) and working with multi-state employment compliance.
• A builder’s mindset: comfortable creating processes from scratch, documenting them, and improving them.
• High discretion and maturity. You can hold confidential information and have hard conversations with care.
• Familiarity with EOS (Entrepreneurial Operating System) is a plus. Genuine excitement to learn it is required.
• SHRM-CP or PHR certification is a plus, not a requirement.

Your First 90 Days

• Days 1–30 — Learn the business, meet every employee 1:1, review the current employee manual, take over Gusto payroll, and audit our HR compliance, records, and benefits setup.
• Days 31–60 — Publish the org chart, stand up the onboarding experience, and bring the CEO your employee manual plan and first-year budget.
• Days 61–90 — Run the first People Analyzer / GWC cycle with department heads, launch the first development program (book club or training), and set your survey and retention baselines.

Compensation & Benefits

• $80,000–$95,000, depending on experience
• SIMPLE-IRA with 3% company match
• 15 days PTO + 7 paid holidays
• Full-time, in person at our Rogers, MN facility

Equal Opportunity

Seat Cover Solutions is an equal opportunity employer. We make employment decisions based on qualifications, merit, and business need, without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected status under federal, state, or local law.