Director of Human Resources

PACER Center, Inc.; Minnesota; Hybrid; USD 90,000 - 130,000; Full time

Benefits offered by this job

Health insurance

Retirement plan

Paid time off

Hybrid work schedule

Job summary

PACER Center is seeking a Director of Human Resources in Minnesota to lead HR strategy, compliance, benefits, and professional development for a nonprofit serving families with disabilities.

The role partners with the Executive Director and board, overseeing recruiting, compensation planning, leave administration, and training programs while maintaining confidentiality and high service standards. Hybrid work arrangement offered.

Qualifications

• Bachelor's degree in HR or related field preferred; associate's degree plus relevant experience considered.
• SHRM-CP/SHRM-SCP/PHR/SPHR certification preferred.

Responsibilities

• Lead HR operations and act as primary HR contact for employees.
• Develop and implement HR solutions and professional development programs.
• Manage benefits, compliance, and employee records.
• Recruit, retain and develop talent; help set compensation ranges with Executive Director.
• Ensure compliance with FMLA, PFML, ADA, EEO and wage-hour laws.
• Oversee onboarding, offboarding and policy administration.

Skills

Analytical skills

Customer relations

Organizational skills

Confidentiality

Communication skills

Education

Bachelor's degree in HR or related field

SHRM-CP/SHRM-SCP/PHR/SPHR certification preferred

Tools

HRIS systems

Microsoft Office Suite

Job description

Salary Range: $90,000-$130,000

Benefits: Health insurance, retirement plan, paid time off, and hybrid work schedule

Position available: Preference given to candidates who apply by October 23, 2026

PACER 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.

Position Description

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.

Position Description

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.

Key Responsibilities

Leadership & Strategic Partnership

• As the organization’s first Director of Human Resources, builds foundational HR infrastructure and systems (HRIS, personnel recordkeeping, policies and procedures) and establishes HR as a trusted, central function
• Serves as a thought partner on the Senior Leadership team, with a solutions‑based attitude
• Provide assistance to the Executive Director and Board on the development and implementation of the strategic plan and organizational goals
• Provide support to committees/task forces as requested

Compliance & Risk Management

• Ensures that all federal, state, local, and organizational employment policies, procedures, laws, and regulations are implemented, collaborating with Leadership Staff on consistent execution across the organization
• 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 strategies

HR 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
• Benefits Administration
• Compliance & Risk Management
• Leave Administration
• Culture, Engagement & Professional Development

Additional Responsibilities

• Handle other duties and responsibilities as deemed necessary or important as assigned by the Executive Director
• Attend fundraisers and events as well as Committee and Board meetings as determined by the Executive Director

Relationships

• Internal: Maintain contact with Leadership Team to provide technical assistance in matters related to employees; interact regularly with employees at all levels of the organization. Works Closely with the Director of Finance for the execution of payroll and other employee related benefits.
• External: Maintain contact with external contractors, vendors, insurance carriers, and other groups.

Skills / Knowledge Required

• College Degree, preferably Human Resources business or related field preferred, associate’s degree plus relevant experience considered
• Must be 21 years or older
• 5+ years of HR field experience
• Knowledge and/or experience working with a non‑profit preferred
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred
• Demonstrated expertise administering FMLA and state paid family and medical leave programs (including Minnesota PFML), and coordinating concurrent leave entitlements
• Experience conducting HR compliance audits and workplace investigations, with strong knowledge of EEO, ADA, and related employment law
• Proficient skill with Microsoft Office Suite
• Proficient use of HRIS systems
• Exceptional organization and attention to detail, professional presence, strong customer relations skills and ability to maintain strict confidentiality
• Strong analytical skills with the ability to problem solve
• Demonstrated history of appropriate handling of confidential information

Physical Requirements

Office environment; must be able to sit for long periods of time and may be exposed to extended stretches of time viewing a monitor. Physical abilities required include bending at waist and reaching above the shoulder to maintain files, speaking clearly and listening actively, dexterity of hands/fingers to operate computer keyboard and enter data. May require some weekend and evening responsibilities for fund‑raising events and/or special project work.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job; reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions; duties are normally performed at PACER Center. The noise level in the work environment is usually moderately quiet while in the office and moderately loud when in the field.

Additional Information

• Parents of children and young adults with disabilities are encouraged to apply.
• PACER is committed to building an inclusive workplace and encourages individuals from all backgrounds to apply.
• PACER staff are currently working a hybrid remote and in‑office model.
• Salary will be determined based on experience and qualifications within the posted range.

Applicants will receive consideration for employment regardless of their race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, or status with regard to public assistance.

PACER Center is an Affir...???