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Human Resource Manager - Minnesota Council of Churches

Minneapolis, Minnesota

Position Profile: HR Manager – Minnesota Council of Churches

kpCompanies is leading the search for the next Human Resources Manager for the Minnesota Council of Churches. This position will understand the culture, business goal, and strategic priorities of the organization to optimize the delivery of human resource services to the leadership and employees of the organization.  This position will have a spiritual softness and be open to communion with all.  

THE ORGANIZATION: Minnesota Council of Churches

The Minnesota Council of Churches links together more than 1 million people of faith to the common good.  The Council’s program areas include building interfaith relationships, racial justice, and refugee resettlement.  A premiere statewide council of churches, MCC is constituted by its 27 member Mainline Protestant, Historical Black Church, Orthodox regional denominational offices.  

POSITION:

This position is responsible to develop, implement, and maintain workforce systems and policies related to human resources and ensure compliance with federal and state laws and regulations.  This position will provide consultative services to the Minnesota Council of Churches management team regarding the best practices for building and maintaining a culture that encourages growth and retention of talent .   This position will stay informed of current HR topics and trends and recommend best practices for the organization.  

 JOB DUTIES AND RESPONSIBILITIES:

 Talent Acquisition (25%)

  • Conduct the recruitment, coordinate hiring and conduct onboarding process to include, but not limited to:

  • Management of job postings and initial screening of applications and candidates

  • Conduct reference checks

  • Process background checks

  • Verify 1-9 documentation.

  • Conduct new employee orientations

 Job Descriptions and Performance Evaluations (5%)

  • Support the leadership team in the development and maintenance of job descriptions to support activities such as salary market analysis and communication of organization expectations 

  • Initiate and track the annual process for performance goals and performance reviews

  • Conduct periodic salary market analysis to identify MCC market position and evaluate its ability to attract and retain talent

 Employee Benefits (10%)

  • Monitor the employee benefit market for changes that may impact employee benefit options and/or employee preferences.

  • Evaluate MCC employees' utilization of benefits to identify areas to consider for improvement and change.

  • Manage the benefit broker relationship to plan and coordinate annual open   enrollments, qualifying events and terminations

  • Coordinate employee leaves

  • Maintain records and documentation

  • Track and administer payroll changes

 Employee Relations (20%)

  • Serve as the confidential point of contact for all employees in employee relation concerns

  • Promptly respond to employee questions related to HR administration and benefits

  • Promote equity, cultural diversity, wellness and safety

 Employee Communications (5%)

  • Support the CEO and executive team in the development of communication related to the organization mission,

  • stand for equity, and changes that may impact employees and programs and ensure employees have access to resources regarding employment policies, employee handbook. 

  • Produce materials for Human Resources Manuals

 Human Resources Committee and Staff Meetings (5%)

  • Coordinate agenda, scheduling, background information for, and permanent records of, meeting materials and minutes of the Human Resources Committee and staff meetings.

 HR Administration/Clerical Duties (25%)

  • Prepare correspondence, presentations, or other HR related materials

  • Perform on-site Notary Public services

  • Maintain leave and personnel records

  • Maintain Employee Policy Manual and HR intranet with updated policies and other information

  • To perform other duties as may be assigned.

 Supervisory Responsibility (5%)

  • Supervise Church Center reception staff.

 

REQUIRED QUALIFICATIONS:

Below are some of the typical requirements for an Human Resource Manager. We recognize that skill sets can be a complex combination of experiences. Even if your background does not exactly match these requirements but you have a passion for our work, we would love to hear from you and we recognize the value of transferable skills.

 

  • Bachelor’s degree in Business Administration or Human Resources, or equivalent of at least 5 years work experience in lieu of no formal education

  • Knowledge of state and federal employment laws

  • Experience with human resources systems

  • Experience with payroll systems and benefits administration

  • Willingness to take initiative.

  • Ability to coordinate complex work assignments.

  • Strong interpersonal communication and writing skills.

  • Computer experience and related software aptitude including Microsoft Office Suite

  • Demonstrated experience working with and understanding of the constituency of the MCC, including diverse

  • religious and racial/ethnic backgrounds preferred

  • DEI training experience preferred.

  • Good level of resiliency

  • PHR preferred

  • Notary Public or willing to obtain

 

HOW TO APPLY

 Interested candidates should submit a cover  letter and resume no later than 9:00pm on Monday, June 13, 2022.
You can apply here: https://kprecruiting.catsone.com/careers/28261-General/jobs/15339402-Human-Resource-Manager--Minnesota-Council-of-Churches/

 
**Normal office hours.  This position works out of the Minnesota Council of Churches office at 122 West Franklin Avenue in Minneapolis.  This position will be fully onsite for 3-4 months for training and acclamation of the role, after this period, a hybrid schedule is possible. 

Equity & Salary Disclosure

We believe in practices that create real equity and pay parity regardless of background or identity and we freely discuss compensation with all qualified candidates the first time we interview them. Saving the salary discussion for the first conversation allows us to fully understand the needs of each candidate and to ensure that qualified candidates, even those who’ve historically been overlooked and/or underpaid, don’t self-select out of the processes based on salary alone, as our experience and research suggests. In addition to those who opt out because they fear the salary may be out of reach for them, we equally don’t want to miss out on conversations with candidates who are slightly over the range when in some cases the total compensation including factors such as bonuses, flexibility, and better health benefits, etc may exceed expectations. Finally, as a search firm – we are always looking for top-notch talent to introduce to our clients. Should the salary or any other requirement not be a fit, there is often a chance that someone on our team is working on another position you may be a better fit for. If you would like to discuss your qualifications for this role as well as salary and compensation - just give us a call, we’d be happy to discuss!

 

All submissions received in strictest confidence. Both kpCompanies and Minnesota Council of Churches are equal opportunity employers. 

 

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