Human Resource Manager - Twin Cities Area

Default Brand; Saint Paul (MN); On-site; USD 85,000 - 120,000; Full time

Job summary

MDI is seeking an HR Manager to partner with site leadership and drive people strategies for current and future talent needs. You will oversee recruitment, performance management, employee relations, and compliance across multiple sites in Minnesota.

The role requires 5–8 years of progressive HR experience, HRBP/manager background, and certifications; travel within the state is expected. You will advise management on risk mitigation, maintain HRIS accuracy, and support benefits and compensation

Qualifications

• Bachelor’s degree in Business, Human Resources or related field, or equivalent experience.
• Five to eight years of progressive HR experience; HR Manager or HR Business Partner experience preferred.
• PHR, SPHR, SHRM-CP or SHRM-SCP certification preferred.
• Strong knowledge of federal and state employment laws and compliance requirements.
• Experience in manufacturing, nonprofit, social enterprise, or multi-site environments preferred.
• Demonstrated ability to assess organizational performance, identify talent gaps, and recommend HR solutions.
• Ability to handle sensitive information with discretion and professionalism.
• Experience supporting diverse workforces, including individuals facing barriers to employment preferred.
• Available to travel within state; limited outside of state (valid driver’s license required).
• Satisfactory completion of a criminal background check.
• Verified eligibility for employment in the United States

Responsibilities

• Partners with site leadership to understand and execute organizational human resource and talent strategy related to current and future talent needs, recruiting, retention, and succession planning.
• Provides support and guidance to management when complex, specialized, and sensitive questions arise; administers and executes routine tasks in delicate circumstances such as reasonable accommodations, investigations, and terminations.
• Leads full-cycle recruitment activities for exempt and non-exempt positions; collaborates with managers to define competencies and hiring strategies.
• Administers and coordinates performance management processes; coaches managers on documentation, feedback, and corrective action to mitigate legal risk.
• Maintains compliance with federal, state, and local employment laws and regulations; ensures proper postings, recordkeeping, and documentation practices.
• Maintains HRIS accuracy and prepares reports; ensures proper documentation for new hires, changes, and terminations.
• Supports compensation and benefits administration in partnership with enterprise HR; assists in communicating benefit offerings and employee programs.
• Manages employee relations matters including investigations, complaints, policy violations, and unemployment claims.
• Collaborates across the HR organization to drive continuous improvement of HR processes and support integration activities.
• Leads benefits administration activities for Repowered and Twin Cities sites, including enrollment support, ongoing maintenance, employee education, life event changes, and coordination with enterprise HR and external vendors to ensure accurate and compliant benefit delivery.
• Maintains highest levels of ethics, confidentiality, and professionalism in all employee interactions.
• Performs other duties as assigned.

Skills

HR strategy

Employee relations

Policy compliance

Talent assessment

Communication

Education

Bachelor's degree in Business/HR

Job description

• Partners with site leadership to understand and execute organizational human resource and talent strategy related to current and future talent needs, recruiting, retention, and succession planning.
• Provides support and guidance to management when complex, specialized, and sensitive questions arise; administers and executes routine tasks in delicate circumstances such as reasonable accommodations, investigations, and terminations.
• Leads full-cycle recruitment activities for exempt and non-exempt positions; collaborates with managers to define competencies and hiring strategies.
• Administers and coordinates performance management processes; coaches managers on documentation, feedback, and corrective action to mitigate legal risk.
• Maintains compliance with federal, state, and local employment laws and regulations; ensures proper postings, recordkeeping, and documentation practices.
• Maintains HRIS accuracy and prepares reports; ensures proper documentation for new hires, changes, and terminations.
• Supports compensation and benefits administration in partnership with enterprise HR; assists in communicating benefit offerings and employee programs.
• Manages employee relations matters including investigations, complaints, policy violations, and unemployment claims.
• Collaborates across the HR organization to drive continuous improvement of HR processes and support integration activities.
• Leads benefits administration activities for Repowered and Twin Cities sites, including enrollment support, ongoing maintenance, employee education, life event changes, and coordination with enterprise HR and external vendors to ensure accurate and compliant benefit delivery.
• Maintains highest levels of ethics, confidentiality, and professionalism in all employee interactions.
• Performs other duties as assigned.

Qualifications

• Bachelor’s degree in Business, Human Resources or related field, or equivalent experience.
• Five to eight years of progressive HR experience; HR Manager or HR Business Partner experience preferred.
• PHR, SPHR, SHRM-CP or SHRM-SCP certification preferred.
• Strong knowledge of federal and state employment laws and compliance requirements.
• Experience in manufacturing, nonprofit, social enterprise, or multi-site environments preferred.
• Demonstrated ability to assess organizational performance, identify talent gaps, and recommend HR solutions.
• Ability to handle sensitive information with discretion and professionalism.
• Experience supporting diverse workforces, including individuals facing barriers to employment preferred.
• Available to travel within state; limited outside of state (valid driver’s license required).
• Satisfactory completion of a criminal background check.
• Verified eligibility for employment in the United States

The list of essential job functions and qualifications contained in this job description is not exhaustive and may be supplemented as necessary. Tasks are to be completed with or without reasonable accommodations.

Environment and Physical Demands

• A traditional work week (M-F) with MDI core hours. Work during non-traditional hours periodically required.
• Basic vision required.
• Continuously sit, use of computer monitor, mouse, and keyboard, standard telephone, hearing and talking.
• Occasionally lift, reach, rotate hands, stoop, kneel, or crouch.
• Occasionally works in a typical factory environment-including high noise levels, moving machinery, conveyors, dust, and chemicals.

Other

• Periodic travel between MDI facilities and event locations off-site.
• Ability to independently travel by car and airplane for occasional employee meetings, trainings and events.

Advanced

Equal Opportunity Employer
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