Director of Human Resources

Director of Human ResourcesPACER Center is a nonprofit organization dedicated to supporting families of children and young adults with disabilities through parent training and advocacy, assistive technology, and social inclusion programs. Established in 1977, PACER employs approximately 50 staff and helps thousands of families annually access services for their children by providing individualized support, training, and information services, as well as extensive online resources. The Director of Human Resources acts as primary point of contact for employees within the organization for Human Resources and employment related matters. The Director of Human Resources is responsible for providing high customer service and quality standards for HR support to all employees while maintaining confidentiality. This position requires initiative, critical thinking and follow-through skills. The Director of Human Resources also provides support with the development, customization and implementation of HR solutions and leads the organizations' professional development efforts. This person also supports efforts to recruit/retain/develop human capital for the organization. Manages employee benefits, oversees proper employee filing systems, the implementation of policies, all compliance requirements and maintains the employee handbook. Works with committee members, Executive Director and other supervisors as needed to foster an environment where core values of the organization are instilled, practiced and reinforced.

Serve as the organization's primary point of contact for EEO, ADA, and harassment/discrimination matters, including conducting or overseeing internal investigations and administering the ADA interactive accommodation process Conduct a comprehensive HR compliance audit within the first 90-180 days (I-9s, personnel files, wage and hour practices, recordkeeping) and develop a remediation plan Monitor and ensure compliance with EEOC, OSHA, and applicable state human rights and pay equity requirements, including required postings and reporting Works with leadership to identify, monitor, and minimize the organization's risk exposure, reporting significant issues immediately Talent Acquisition & Workforce Leads full-cycle recruiting, retention, and development of human capital for the organization, ensuring all required certifications are met and current for each position Ensures job descriptions are up to date and compliant with local, state and federal regulations In combination with the Executive Director and with the use of local and national data, helps set compensation ranges for all positions Onboards and offboards all staff and works with supervisors to deploy and document a consistent process for each employee's first 90 days Benefits & Leave Administration Establishes and optimizes benefit broker relationships and manages benefit programs for all employees Processes and responds to all Worker's Compensation claims Administers all federal, state, and local leave programs, including FMLA, ADA leave, and Minnesota Paid Family and Medical Leave (PFML), ensuring eligibility determinations, certifications, and job restoration are handled correctly and consistently Coordinates concurrent use of MN PFML, FMLA, ADA accommodation leave, workers' compensation, and PTO to ensure accurate benefit-year tracking and legal compliance Manages required Minnesota PFML employer obligations, including payroll tax withholding coordination with Finance, quarterly wage detail reporting to the MN Department of Employment and Economic Development (DEED), and employee notice and poster requirements Tracks use and overuse of PTO and works with supervisors to uphold policies related to time off Performance, Culture & Professional Development Implements and tracks performance management and review processes for the organization, working with supervisors to develop performance plans and training recommendations that improve employee skills Designs and manages an organization-wide professional development program, including training budget, calendar, and completion tracking to meet the organization's compliance, skill, and culture goals Coaches and develops people managers, particularly those without prior HR support, on effective supervision and employee relations practices Contributes to the development of a culture of equity, inclusion, diversity and belonging Champions organizational change management, applying structured change methodologies to guide the organization through transitions and building staff capability through targeted training Leads employee engagement efforts, including administering engagement surveys, analyzing exit interview trends, and recommending retention strategiesHR Operations & Administration Maintains accurate employee records and conducts a monthly review of employee timesheets to ensure fidelity Maintains and regularly updates the Employee Handbook, including leave and other policies, to reflect new and changing employment laws Stays up to date with all HR-related legislation, trends, best practices and tools Responsible for answering policy questions and responding to basic issues and escalating issues as appropriate Approaches challenges and collaborative efforts with a strengths-based and positive attitude Core Performance Categories Employee recruitment and retention