Minnesota Council of Nonprofits
Human Resources Business Partner
Minnesota Council of Nonprofits, Minneapolis, Minnesota, United States, 55400
Who We AreMetropolitan Alliance of Connected Communities (MACC) makes collaboration real. We are a collaborative network of more than 60 human services nonprofits focused on generating solutions together to better serve the individuals and families in our communities. Our network creates capacity for innovation by bringing together new partners, creating space for new ideas, and working together to create solutions that build community well-being. MACC is a non-profit which provides administrative services to Twin Cities based non-profits in the areas of Human Resources, Information Technology, Evaluation, Finance, Data Services, and Behavioral Health Billing. We provide innovative solutions so that our members can focus on what matters most—their mission.Why You’ll Love Working HereAt MACC, we believe that everyone has the right to well-being. We envision a future where individuals and families live in strong, healthy, vibrant, and equitable communities. We also believe human services and nonprofits play a vital role in building and fighting for the future we envision. As a part of our team and growing network of non-profits, you will have the opportunity to enrich our work by adding your voice to our collective mission to develop new structures and solutions and build a more equitable society.Wages and Benefits$60,000 - $70,000 annual salary range, dependent on amount of HR consultation experience; generous Paid Time Off (PTO), 24 hours of paid employee volunteer time per year, plus nine paid holidays and two floating holidays; subsidized health insurance for employees and their families, plus employer contributions to a Health Savings Account for employees who choose the high deductible plan; an additional telehealth provider, plus competitive dental and vision insurance; options for Flexible Spending Accounts (FSA) and fully paid parental leave. There is employer paid basic life insurance with the option for additional coverage paid by the employee. The employer pays for Accidental Death and Dismemberment (AD&D) and short- and long-term disability insurance.
MACC sponsors a retirement plan with 4% employer match plus a 2% employer contribution after one year of service, plus immediate vesting.ScheduleThis is a hybrid position that includes travel to member sites for some workdays and has the option to work from home or from MACC's office in Northeast Minneapolis, if preferred. The schedule for this role is Monday through Friday, and general business hours are between 8am and 4:30pm.A Typical Day in the Life…A typical day as MACC’s Human Resources Business Partner (HRBP) provides an opportunity to support the Human Resource needs of an assigned portfolio of human services nonprofit organizations that subscribe to MACC’s Human Resource service. The incumbent serves as the primary point of contact for executives, managers and employees on general HR issues. The primary HR functional areas supported by this position include performance management, employee relations, policy implementation and interpretation, affirmative action and employment law compliance. Responsibilities will include the following:Coordinate HR service delivery for assigned member organizationsWorking collaboratively with agency senior leadership and other MACC HR staff, the incumbent develops and maintains an agency-specific “HR roadmap” that guides the delivery of HR services to the agency over the course of time. The roadmap is reviewed periodically and kept up to date as the agency’s needs evolve.Ensures that each supported agency has an up-to-date, legally compliant employee handbook in alignment with MACC’s standard handbook template. The incumbent interprets the content of the handbook to managers and employees in response to individual inquiries.Personally delivers other in-scope HR services, such as coordinating for the annual performance appraisal/merit increase cycle, periodic administration of employee engagements surveys, harassment awareness and prevention training, and compensation analysis.Guides managers and employees to the various specialists within HR when they have specific questions related to payroll, benefits, staffing or reporting. The incumbent works assertively as a customer advocate to resolve any cross-functional service delivery issues.For agency needs that are outside the scope of MACC’s HR subscription service, the incumbent may recommend other resources to fill the agency’s need.Attends agency leadership and/or staff meetings as requested by the agency.Holds office hours available specifically for management for each member at least monthly in order to provide value and support for managers.Coach and support managers and supervisorsThe incumbent provides coaching and advice to managers on a range of talent management, employee relations and performance management topics:Advises managers and supervisors on application of the progressive discipline process in specific situations, including review of warning memos and Performance Improvement Plans. The incumbent may participate in disciplinary meetings with employees in a supporting role.When a manager proposes to terminate an employee involuntarily due to poor performance, the incumbent reviews the information collected during the progressive discipline process and makes a recommendation whether or not to proceed. When appropriate, the incumbent consults with legal counsel to inform the recommendation.When a credible accusation of employee misconduct is raised, the incumbent may be called upon as an impartial third party to conduct an HR investigation of the alleged misconduct. Findings of the investigation are reported to the appropriate level of management.When a manager has a need to write a new job description, or significantly update an existing description, the incumbent reviews the proposed description to ensure clarity of content and alignment with best practices.During the annual performance evaluation cycle, the incumbent responds to questions from managers regarding appropriate language to include in the appraisal.Advocate for employeesAlthough the HRBP’s primary contacts are with members of management, the incumbent is also accessible to employees who have concerns that they are being treated unfairly, or who believe they have knowledge of inappropriate activities being conducted or tolerated by management. When necessary, the incumbent will vigorously advocate for the interests of employees in such situations.Maintain complianceWhen a former employee files a claim for unemployment benefits, the incumbent works with the manager of the former employee to prepare an appropriate response. If a contested claim progresses to the stage of a hearing, the incumbent assists the manager in preparing for the hearing.Working collaboratively with the agency’s designated Equal Employment Opportunity Officer, the incumbent develops and maintains affirmative action program documents, files EEO-1 report annually (if required), maintains other records, and reports and logs to conform to EEO/AAP regulations.Based on the content of job descriptions, advises managers on FLSA classification of positions.Prepares annual compliance reporting and application for workforce certificate when applicable.An understanding of other compliance as required, dependent upon the member.Participate as a member of the HR Services teamAttends regular meetings of the full HR Services team and the HR Staffing and HR Partner team.Serves as a sounding board for colleagues and shares insights and suggestions to address issues colleagues are dealing with.The incumbent is included in the “hunt path” for the HR help line and personally assists employees who call the help line or refers the call to the appropriate specialist.Supports various other projects and initiatives of the HR Services team that build capacity and / or benefit all HR member agencies.Position RequirementsEducation and Experience:Bachelor’s degree in a relevant field or possess demonstrably equivalent knowledge gained through alternative courses of study and life experience.Minimum of five years of work experience in an HR-related role.Previous experience consulting supervisors on employee relations in an HR role, or you have experience acting in a supervisory role (in any industry).Interest in the human services nonprofit sector, with a preference for experience working in a nonprofit setting.Knowledge, Skills and Abilities:Demonstrates diplomatic assertiveness when working with leaders.Demonstrates an understanding of Human Resource principles, practices, and procedures.Flexible and adapts quickly to changing circumstances and responsibilities.Exhibit effective interpersonal communication skills through strong listening, writing, and speaking abilities.Proficient in Microsoft suite software, internet resources, and data management software.Self-motivated, detail-oriented individual with a strong ability to prioritize effectively.Possess strong problem-solving and business acumen skills.Ability to establish, maintain, and grow healthy working relationships with internal and external partners.Ability to work independently on a broad variety of projects.Able to travel to member sites across the Twin Cities Metro area.Passionate supporter of diverse, underserved, disenfranchised, and economically challenged communities and individuals, with an understanding of the impact of societal barriers.Licenses and/or Certifications:PHR or SHRM-CP professional certification is a plus. MACC supports employees in receiving and maintaining professional certifications.You have a valid driver’s license, access to reliable transportation, and the ability to meet MACC’s driving record requirements. Please note that if the license was
not
issued in the state of Minnesota, you have 60 days after becoming a Minnesota resident in which to apply for your Minnesota driver's license or permit (not applicable for new hires living out of state).Diversity and open expression are fundamental to the work of MACC. We are passionate about building and sustaining an inclusive and equitable working environment where everyone can belong. Every member of our team enriches our work by exposing us to a broad range of ways to understand and engage with the world, identify challenges, and to discover, design, and deliver solutions. We welcome everyone to apply, especially those individuals who are underrepresented in our sector: individuals who identify as BIPOC, LGBTQI+ and gender fluid or gender nonconforming, individuals with disabilities (both seen and unseen), veterans, people of any age or family status.
We encourage you to apply even if you feel like you don't fit 100% of the technical requirements.
Equal Opportunity Employer: All qualified applicants will receive consideration for employment without regard to age, race, color, religion, disability, marital status, national origin, sex, gender identity, sexual orientation, familial status, genetic information or a protected veteran’s status.MACC participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. See E-Verify’s official poster at
E-Verify Participation Poster . See E-Verify’s Right to Work poster at
E-Verify Right to Work Poster .
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MACC sponsors a retirement plan with 4% employer match plus a 2% employer contribution after one year of service, plus immediate vesting.ScheduleThis is a hybrid position that includes travel to member sites for some workdays and has the option to work from home or from MACC's office in Northeast Minneapolis, if preferred. The schedule for this role is Monday through Friday, and general business hours are between 8am and 4:30pm.A Typical Day in the Life…A typical day as MACC’s Human Resources Business Partner (HRBP) provides an opportunity to support the Human Resource needs of an assigned portfolio of human services nonprofit organizations that subscribe to MACC’s Human Resource service. The incumbent serves as the primary point of contact for executives, managers and employees on general HR issues. The primary HR functional areas supported by this position include performance management, employee relations, policy implementation and interpretation, affirmative action and employment law compliance. Responsibilities will include the following:Coordinate HR service delivery for assigned member organizationsWorking collaboratively with agency senior leadership and other MACC HR staff, the incumbent develops and maintains an agency-specific “HR roadmap” that guides the delivery of HR services to the agency over the course of time. The roadmap is reviewed periodically and kept up to date as the agency’s needs evolve.Ensures that each supported agency has an up-to-date, legally compliant employee handbook in alignment with MACC’s standard handbook template. The incumbent interprets the content of the handbook to managers and employees in response to individual inquiries.Personally delivers other in-scope HR services, such as coordinating for the annual performance appraisal/merit increase cycle, periodic administration of employee engagements surveys, harassment awareness and prevention training, and compensation analysis.Guides managers and employees to the various specialists within HR when they have specific questions related to payroll, benefits, staffing or reporting. The incumbent works assertively as a customer advocate to resolve any cross-functional service delivery issues.For agency needs that are outside the scope of MACC’s HR subscription service, the incumbent may recommend other resources to fill the agency’s need.Attends agency leadership and/or staff meetings as requested by the agency.Holds office hours available specifically for management for each member at least monthly in order to provide value and support for managers.Coach and support managers and supervisorsThe incumbent provides coaching and advice to managers on a range of talent management, employee relations and performance management topics:Advises managers and supervisors on application of the progressive discipline process in specific situations, including review of warning memos and Performance Improvement Plans. The incumbent may participate in disciplinary meetings with employees in a supporting role.When a manager proposes to terminate an employee involuntarily due to poor performance, the incumbent reviews the information collected during the progressive discipline process and makes a recommendation whether or not to proceed. When appropriate, the incumbent consults with legal counsel to inform the recommendation.When a credible accusation of employee misconduct is raised, the incumbent may be called upon as an impartial third party to conduct an HR investigation of the alleged misconduct. Findings of the investigation are reported to the appropriate level of management.When a manager has a need to write a new job description, or significantly update an existing description, the incumbent reviews the proposed description to ensure clarity of content and alignment with best practices.During the annual performance evaluation cycle, the incumbent responds to questions from managers regarding appropriate language to include in the appraisal.Advocate for employeesAlthough the HRBP’s primary contacts are with members of management, the incumbent is also accessible to employees who have concerns that they are being treated unfairly, or who believe they have knowledge of inappropriate activities being conducted or tolerated by management. When necessary, the incumbent will vigorously advocate for the interests of employees in such situations.Maintain complianceWhen a former employee files a claim for unemployment benefits, the incumbent works with the manager of the former employee to prepare an appropriate response. If a contested claim progresses to the stage of a hearing, the incumbent assists the manager in preparing for the hearing.Working collaboratively with the agency’s designated Equal Employment Opportunity Officer, the incumbent develops and maintains affirmative action program documents, files EEO-1 report annually (if required), maintains other records, and reports and logs to conform to EEO/AAP regulations.Based on the content of job descriptions, advises managers on FLSA classification of positions.Prepares annual compliance reporting and application for workforce certificate when applicable.An understanding of other compliance as required, dependent upon the member.Participate as a member of the HR Services teamAttends regular meetings of the full HR Services team and the HR Staffing and HR Partner team.Serves as a sounding board for colleagues and shares insights and suggestions to address issues colleagues are dealing with.The incumbent is included in the “hunt path” for the HR help line and personally assists employees who call the help line or refers the call to the appropriate specialist.Supports various other projects and initiatives of the HR Services team that build capacity and / or benefit all HR member agencies.Position RequirementsEducation and Experience:Bachelor’s degree in a relevant field or possess demonstrably equivalent knowledge gained through alternative courses of study and life experience.Minimum of five years of work experience in an HR-related role.Previous experience consulting supervisors on employee relations in an HR role, or you have experience acting in a supervisory role (in any industry).Interest in the human services nonprofit sector, with a preference for experience working in a nonprofit setting.Knowledge, Skills and Abilities:Demonstrates diplomatic assertiveness when working with leaders.Demonstrates an understanding of Human Resource principles, practices, and procedures.Flexible and adapts quickly to changing circumstances and responsibilities.Exhibit effective interpersonal communication skills through strong listening, writing, and speaking abilities.Proficient in Microsoft suite software, internet resources, and data management software.Self-motivated, detail-oriented individual with a strong ability to prioritize effectively.Possess strong problem-solving and business acumen skills.Ability to establish, maintain, and grow healthy working relationships with internal and external partners.Ability to work independently on a broad variety of projects.Able to travel to member sites across the Twin Cities Metro area.Passionate supporter of diverse, underserved, disenfranchised, and economically challenged communities and individuals, with an understanding of the impact of societal barriers.Licenses and/or Certifications:PHR or SHRM-CP professional certification is a plus. MACC supports employees in receiving and maintaining professional certifications.You have a valid driver’s license, access to reliable transportation, and the ability to meet MACC’s driving record requirements. Please note that if the license was
not
issued in the state of Minnesota, you have 60 days after becoming a Minnesota resident in which to apply for your Minnesota driver's license or permit (not applicable for new hires living out of state).Diversity and open expression are fundamental to the work of MACC. We are passionate about building and sustaining an inclusive and equitable working environment where everyone can belong. Every member of our team enriches our work by exposing us to a broad range of ways to understand and engage with the world, identify challenges, and to discover, design, and deliver solutions. We welcome everyone to apply, especially those individuals who are underrepresented in our sector: individuals who identify as BIPOC, LGBTQI+ and gender fluid or gender nonconforming, individuals with disabilities (both seen and unseen), veterans, people of any age or family status.
We encourage you to apply even if you feel like you don't fit 100% of the technical requirements.
Equal Opportunity Employer: All qualified applicants will receive consideration for employment without regard to age, race, color, religion, disability, marital status, national origin, sex, gender identity, sexual orientation, familial status, genetic information or a protected veteran’s status.MACC participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. See E-Verify’s official poster at
E-Verify Participation Poster . See E-Verify’s Right to Work poster at
E-Verify Right to Work Poster .
#J-18808-Ljbffr