Human Resources Manager

4 days left

Location
Grand Forks, North Dakota
Posted
May 01, 2018
Closes
May 31, 2018
Job Type
Employee
Employment Status
Full Time

Human Resources Manager

Minnkota Power Cooperative is seeking qualified candidates for the position of Human Resources Manager located in our Grand Forks offices.

This position is responsible for all facets and functions of human resource processes, including retirement and pension programs, employee benefits and insurance programs, employee and labor relations, recruitment and retention, professional development, salary administration, and performance management.  This position also supports Senior Management on strategies and vision for matters related to these functions.

Education and Training

  • Bachelor’s degree in human resources or other applicable area with concentration in human resource management or labor relations; or an equivalent combination of education and/or significant directly-related work experience
  • Society of Human Resource Management certification (SHRM-CP or SHRM-SCP), or Human Resources Certification Institute (PHR or SPHR) is desirable

Experience:

  • Five (5) years or more of progressively responsible related experience in a human resources department of a medium or large organization required; or relevant equivalency
  • Experience with industrial workplace settings and union environment preferred
  • Experience with Affirmative Action Plans, and EEOC compliance preferred

For more information regarding this job and our online application go to www.Minnkota.com.  Resumes will not be accepted without a completed application.

Minnkota Power Cooperative is an EEO/AAP/Female/Minority/Disabled/Vets Employer

 

  Essential Responsibilities

1. Departmental Management Responsibilities

  • Responsible for the direction of departmental initiatives, goals and objectives
  • Responsible for providing support, direction and development of employees within their assigned department(s) to achieve both short- and long-term initiatives
  • Sets goals, monitors work, and evaluates results to ensure that departmental and organizational objectives and operating requirements are met and are in line with the needs and mission of the organization
  • Oversees assigned cost center(s), budgeting, expense accounting, and payroll processes

2. Oversees the administration of retirement and pension programs

  • Performs duties as fiduciary and trustee to the various retirement plans, as appropriate
  • With the Pension Investment Committee, coordinates and monitors investment managers and their performances, and ensures that retirement plan assets and documents are handled in accordance with all laws and regulations
  • Acts as liaison between Minnkota and third parties
  • Ensures that federal filings are made in a timely, thorough, and accurate manner

3. Maintains employee benefits and insurance programs

  • Manages all benefit and insurance programs for both union and non-union employees, including maintaining relationships with vendors, and monitors market trends
  • Recommends benefit changes to provide cost efficiency while also maintaining competitiveness when recruiting and retaining employees
  • Coordinates relationship with ND REC medical insurance trust
  • Responsible for insuring proper deduction and remittance of benefits and personnel related expenditures; responsible for the administration of the 401(k) and Pension Plans A/B assets

4. Manages employee recruitment and retention, employee relations and engagement, and professional development activities

  • Responsible for the recommendation, development, implementation, and tracking of appropriate training, employee activities, and staff professional development
  • Provides oversight on recruitment activities, including position control, sourcing, and interview processes, job descriptions, and counseling managers on behavioral-based interviews and candidate selection
  • Ensures compliance with the AAP/EEOC compliance programs
  • Manages and analyzes exit interviews for pertinent trends and feedback
  • Conducts Personnel Risk Assessment functions for compliance and access concerns, including new and current employees, and contractors/vendors as directed

5. Responsible for the salary administration and performance management programs

  • Manages the performance management processes and systems to ensure timely and pertinent feedback is provided to employee, including employee goals and objectives
  • Ensures individual salary adjustments are based upon guidelines developed by Senior Management and approved by the Board of Directors, including salary adjustments resulting from hires or promotions
  • Ensures wage and salary surveys are completed to develop sufficient data for wage comparison

6. Provides oversight of labor relations activities

  • Implements and maintains Minnkota’s labor relations program, policies and procedures, including management of collective bargaining agreements and side agreement letters, including interpretation thereof
  • Manages response to disciplinary issues, including guidance on supervisors’ tentative responses to grievances; provides guidance on all grievance phases, including arbitrations and assists all levels of management in labor matters
  • Develops strategy, coordinates, and manages the negotiation of labor agreements with each union, including labor relation records of negotiations and grievances are maintained
  • Researches and provides information such as reference documentation, labor market conditions, prevailing union and management practices, wage and salary surveys and employee benefit programs for use in review of current contract provisions and proposed changes
  • Facilitates Labor/Management meetings at both sites for each Union body and set of Management representatives

7. Supports Senior Management

  • Provides strategic direction and vision for Human Resource related matters
  • Provides ongoing consultation for implementation of employee performance and development processes to include performance reviews, promotion reviews, re-organization processes, and succession planning
  • Keeps Senior Management apprised of employee and related information for matters of significance