Human Resource Manager

King Technology, Inc.; Minnetonka (MN); On-site; USD 85,000 - 110,000; Full time

Job summary

A leading technology firm in Minnetonka seeks an experienced HR Manager to oversee HR operations, talent acquisition, and employee engagement. In this pivotal role, you will lead a team and ensure compliance with HR policies across multiple states. Ideal candidates will have a strong background in HR generalist functions, multi-state employment law, and the ability to cultivate a positive organizational culture centered around values like faith and family. This position offers an opportunity to shape HR practices that align with organizational growth.

Qualifications

• 5+ years of progressive HR generalist experience required.
• Demonstrates strong judgment and ability to lead with integrity.
• Proven experience in multi-state employment law and compliance.

Responsibilities

• Lead and develop a team overseeing HR operations and employee relations.
• Own and lead full cycle recruiting strategy organization-wide.
• Ensure HR compliance with federal and state laws.

Skills

Empathy in leadership

Integrity in decision-making

Relationship building

Multi-state employment law knowledge

Recruiting full cycle experience

Technical aptitude with HRIS

Education

5+ years of HR generalist experience

Tools

UKG HRIS

Job description

Overview

The HR Manager is a key leadership role responsible for overseeing core HR operations, talent acquisition, learning and development, compliance, and employee engagement across the organization. This role manages the HRBP – Payroll & Benefits and two administrative team members, ensuring consistent, high-quality HR service delivery across a 90-employee, multi-state organization.

Reporting to the Senior Director, HR, the HR Manager serves as a trusted partner to leaders and employees and plays a vital role in supporting organizational growth while protecting and strengthening a culture grounded in faith, family, and work. This position balances strategic contribution with hands-on execution and is expected to remain actively involved in day-to-day HR operations while continuously improving systems, processes, and programs to ensure scalability, compliance, and excellence.

Key Responsibilities

• Lead, coach, and develop the HRBP – Payroll & Benefits and two administrative team members.
• Establish priorities, set quarterly “rocks”, and ensure accountability across the HR team.
• Foster a collaborative, service-oriented HR team that reflects the organization’s values and commitment to excellence.
• Serve as the primary owner of day-to-day HR operations and employee relations matters, escalating complex, high-risk, or sensitive issues to the Senior Director, HR as appropriate.
• Partner closely with the Senior Director, HR on complex employee relations, investigations, and operational HR matters.
• Exercise sound judgment and discretion in confidential and sensitive situations.

2. Culture, Values & Employee Experience

• Champion a people-first culture rooted in faith, family, and work, ensuring these principles are reflected in HR programs, policies, and daily practices in an inclusive, respectful, and legally compliant manner.
• Act as a trusted HR partner to leaders and employees, supporting employee relations, engagement, and performance management, and conflict resolution.
• Oversee and contribute to the King’s Vision Team, supporting initiatives that reinforce organizational culture and values.
• Support internal communications, recognition programs, and community involvement efforts that strengthen connection and engagement.
• Model and foster the organization’s core values by:
  • Integrity in decision-making and confidentiality
  • Excellence through high standards and continuous improvement
  • Create Good Chemistry with People by building trust and strong relationships
  • Being Ruled by the Golden Rule through fairness and respect
  • Being Immersed in Courage by addressing challenges directly and thoughtfully
  • Fostering Servant Leadership by supporting, developing, and empowering others

3. Talent Acquisition & Workforce Planning

• Own and lead full cycle recruiting strategy and execution for all non-executive roles across the organization.
• Develop and execute recruiting strategies aligned with organizational goals, workforce needs, and culture fit.
• Partner with hiring managers to clarify role requirements, guide selection decisions, and ensure a consistent, value-aligned hiring experience.
• Delegate administrative and coordination tasks appropriately while maintaining ownership of recruiting outcomes.
• Continuously assess and improve recruiting processes, tools, and candidate experience.
• Oversee onboarding for new team members, ensuring they are set up for success with structured 30-60-90-day plans and cultural integration.
• Oversee Learning Management Administration (LMA), ensuring required compliance training and role-based learning are completed accurately and on time.
• Balance hands-on LMA administration with the strategic development of scalable learning and development initiatives.
• Partner with leaders to identify development needs, create individual and team development plans, and support leadership growth.
• Ensure onboarding programs effectively integrate new employees into their roles, the organization’s culture, and core values.

5. HR Operations, Compliance & Systems

• Ensure HR policies, practices, and programs comply with federal, state, and local employment laws across multiple states.
• Proactively identify and mitigate HR-related risks, including compliance gaps, process failures, and data integrity issues.
• Oversee accurate maintenance of HR records, reporting, and documentation.
• Provide leadership and oversight for HRIS administration (UKG preferred), including system optimization, data integrity, reporting, and process improvement.
• Leverage technology, automation, and AI-enabled tools to improve HR efficiency, consistency, and scalability.
• Support HR process discipline within an EOS (Entrepreneurial Operating System) environment.

6. Compensation, Benefits & Payroll Oversight

• Partner with the Senior Director, HR to support compensation, benefits strategy development and special projects.
• Provide leadership oversight and guidance for payroll, benefits, and compensation administration, in collaboration with the HRBP – Payroll & Benefits.
• Review and audit payroll processing to ensure accuracy, compliance, and consistency.
• Serve as a knowledgeable backup for payroll processing as needed, without serving as the primary processor.
• Other duties as assigned

Qualifications & Requirements

• 5+ years of progressive HR generalist experience, including experience leading or supervising HR staff.
• Demonstrated ability to lead with empathy, integrity, and accountability, and sound judgment.
• Strong working knowledge of multi-state employment law and HR compliance.
• Proven experience leading full cycle recruiting.
• Experience supporting compensation, benefits, and payroll functions.
• Strong technical aptitude with HRIS platforms (UKG preferred) and reporting tools.
• Ability to understand the bigger picture while executing effectively at a tactical level.
• Proven ability to manage change, growth, and organizational transitions.
• Ability to balance business needs with employee experience and well-being.
• Excellent interpersonal, communication, and relationship-building skills.
• Alignment with and ability to support an organizational culture centered on faith, family, work, and core values.

Success in This Role Looks Like

• Consistent, compliant, and well-run HR operations with minimal disruption.
• High levels of trust from leaders and employees.
• A confident, capable HR team operating with clarity and accountability.
• Scalable systems and processes that support organizational growth.
• Organizational values lived out in practical, professional, and inclusive ways.