HR Manager

HR Manager
King Technology
Minnetonka MN

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Position 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

1. HR Leadership & Team Management

• 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 organizations 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 Kings 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 organizations core values by:
• Reflect Integrity in decision-making and confidentiality
• Sparkle with 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 structuredday plans and cultural integration.

4. Learning & Development

• 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 organizations 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.

We Make it Easy

Founded in 1901 MRA is a nonprofit employer association that serves more than 4000 employers covering more than one million employees.

As one of the largest employer associations in the nation MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services information education and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company not an agency recruiter.