Human Resources Manager

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections that have real specific content. The posting includes description summary, essential duties, minimum qualifications, additional information (benefits), preferred qualifications, working conditions (schedule, environment). We need to map content to sections. We should not repeat job title. No Job ID. Remove boilerplate like EEO disclaimer, etc. Also remove application instructions (none present). Remove duplicated lines. We need to preserve all substantive info. Use

for each section heading. Use

• for lists. Use

  for prose. We need to decide sections: About the role (summary), Responsibilities (essential duties), Requirements (minimum qualifications), Qualifications (preferred qualifications), Skills (maybe from qualifications?), Benefits (additional information benefits), Pay (not mentioned, so omit), Schedule (working conditions schedule). Also maybe Working Conditions section? Not in list but we could include under Schedule or maybe not. The instruction says use those headings only; we can add others? It says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies we should use those headings when appropriate. We can also include other headings? Probably better to stick to those. So we will have About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Schedule. We'll omit Pay. Now extract content. About the role: The description summary: "The Human Resources Manager at Reach for Resources is responsible for supporting a safe, compliant, inclusive, and value-driven workplace. This role serves as a key HR resource for employees, managers, and leadership across the organization, with responsibility for employee relations, onboarding, benefits coordination, leave administration, performance management, HRIS administration, employee policy support, training, and employee records. The Human Resources Manager is expected to independently manage day-to-day HR operations while exercising sound judgment on higher-risk employee relations, and organizational matters. Works in partnership with the Executive Team, Finance, and external employment counsel." We can put that in

  . Responsibilities: Essential Job Duties broken into categories. We can list bullet points for each duty. Could group under subheadings? Not required; just list items. We need to preserve all substantive info. So we will create a

  with each duty as
  • . Might be long but okay. We have categories: Employee Relations, Manager Support, and Performance Management (with subpoints). Employee Complaints, Investigations, and Compliance Support. Leave, Accommodations, and Benefits Administration. Recruiting, Onboarding, Orientation, and Offboarding. HRIS, Records, Training, and Employee Programs. We can break each bullet into items. We'll need to capture each sentence as list item. Let's extract: Employee Relations, Manager Support, and Performance Management: - Serve as a primary HR resource for managers and employees regarding employee relations, performance concerns, discipline, attendance, policy interpretation, leave, accommodations, and general HR questions. - Provide coaching and guidance to employees and managers to clarify expectations, address workplace concerns, support respectful communication, and connect employees with appropriate resources. - Coach managers through performance management processes, including documentation, corrective action, performance improvement plans, difficult conversations, and termination considerations, with particular attention to appropriate PIP use, clear goals and expectations, documentation, follow-up, and ongoing manager support. - Develop and provide ongoing manager training on HR-related topics, including performance management, documentation, employee relations, respectful workplace practices, leave and accommodation awareness, policy application, and effective supervision. - Support 90-day and annual performance review processes, including review-cycle administration, manager follow-up, documentation, and process improvement. - Partner with leadership to support employee engagement, retention, manager development, and value-aligned people practices. Employee Complaints, Investigations, and Compliance Support: - Receive, assess, document, and respond to employee complaints or workplace concerns. - Conduct or support impartial workplace investigations involving employee complaints, harassment, discrimination, retaliation, mistreatment, conduct concerns, or other employment-related issues. - Maintain confidential investigation notes, findings, and related records in accordance with organizational practices. - Monitor federal, state, and local employment law updates and help translate changes into policies, procedures, notices, training, and organizational practices. - Review, update, and recommend revisions to HR policies, procedures, employee communications, and related practices to reflect organizational needs and applicable requirements. Leave, Accommodations, and Benefits Administration: - Administer and coordinate employee leave processes, including FMLA, Minnesota Paid Family Medical Leave (PFML), short-term disability, long-term disability, ADA leave, PTO, unpaid leave, bereavement, jury duty, and related time-away processes. - Meet with employees regarding leave and accommodation needs, provide required forms and instructions, track leave status, and coordinate with Finance as needed regarding benefits, premiums, PTO supplementation, deductions, and return-to-work timing. - Support the interactive ADA accommodation process, including documentation review, manager consultation, accommodation agreements, follow-up, and confidential recordkeeping. - Maintain medical, leave, ADA, PFML, STD/LTD, and accommodation documentation separately from general personnel files with appropriate confidentiality and restricted access. - Support benefits administration, including new-hire benefits review, benefits election approval, benefits reconciliation, PFML enrollment, life events, Open Enrollment support, and benefits troubleshooting. Recruiting, Onboarding, Orientation, and Offboarding: - Post approved positions, maintain job descriptions, support recruiting workflows, and assist managers with job posting language, screening questions, offer-letter troubleshooting, and recruiting process improvements. - Manage the biweekly new-hire onboarding and orientation cycle, including onboarding launch, HRIS setup, welcome communications, onboarding monitoring, I-9 review, background study submission, driver checks and Minnesota New Hire Reporting. - Coordinate new-hire training setup and HRIS system Paylocity training. - Process voluntary and involuntary offboarding workflows, including exit information, HR documentation, separation coordination, unemployment documentation, and partnership with the Executive Team. - Support exit interviews and monitor themes or trends that may inform retention, culture, or process improvements. HRIS, Records, Training, and Employee Programs: - Serve as an internal administrator and point of contact for HRIS systems, including Paylocity recruiting, onboarding, employee events, documents, performance, benefits, time and labor, workflows, permissions, and general troubleshooting. - Maintain personnel records, employee documentation, I-9 records, compliance documentation, wage/status-change records, position descriptions, and other HR files in accordance with organizational practices and applicable requirements. - Support employee wellness, engagement surveys, pulse surveys, anniversary recognition, PTO milestone administration, employment verifications, employee letters, and other HR-related employee services. - Recommend process improvements that strengthen compliance, employee experience, manager support, and administrative efficiency. Now Requirements (minimum qualifications): list bullet points. Minimum Qualifications: - 3+ years of progressive professional human resources experience, including experience with employee relations, HR administration, performance management, compliance, leave administration, accommodations, or HRIS administration. - Experience with FMLA, ADA accommodations, short-term disability, and long-term disability leave; Minnesota Paid Family and Medical Leave (MNPFML) experience a plus. - Working knowledge of applicable federal, state, and local employment laws and HR practices related to employee relations, leaves of absence, accommodations, wage and hour requirements, workplace conduct, and confidential employee records. - Experience supporting employee relations matters, including documentation, performance concerns, workplace complaints, difficult conversations, and appropriate escalation. - Demonstrated ability to exercise sound judgment when handling sensitive, confidential, or potentially high-risk employee matters. - Strong written and verbal communication skills, including the ability to communicate clearly, professionally, and compassionately with employees, managers, leadership, vendors, and external partners. - Strong organizational skills and ability to manage multiple deadlines, competing priorities, confidential matters, and frequent interruptions. - High attention to detail and ability to accurately maintain records, track follow-up items, and complete compliance-related tasks. - Ability to maintain confidentiality and appropriately safeguard sensitive employee, medical, leave, accommodation, and personnel information. - Experience using an HRIS and proficiency with Microsoft Office Suite; ability to learn and administer multiple technology platforms. - Paylocity experience a plus. - Ability to work independently while collaborating effectively with managers, leadership, Finance, and the Executive Team. - Demonstrated ability to navigate conflict, difficult conversations, and emotionally sensitive workplace situations with neutrality, professionalism, and sound judgment. - Ability to identify potential HR, employment-law, or compliance risks and appropriately escalate matters to organizational leadership and/or legal counsel. Now Qualifications (preferred qualifications): list bullet points. Preferred Qualifications: - 4+ years of progressive human resources experience in a generalist or HR management capacity. - Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field. - SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification. - Experience monitoring HR compliance requirements and implementing changes to policies, procedures, forms, notices, or training. - Experience independently leading, conducting, or supporting workplace investigations. - Experience with benefits administration and benefits reconciliation. - Experience developing or revising HR policies, procedures, and manager/employee training. - Experience in a nonprofit, human services, social services, disability services, mental health services, healthcare, or other mission-driven organization. Now Skills: Could extract from qualifications? Might be redundant. Could combine some skills like communication, organizational, etc. But we already have them in Requirements. Perhaps we can create a Skills section summarizing key competencies: communication, organizational, detail-oriented, confidentiality, HRIS proficiency, etc. However we must not invent or summarize away detail; we can list skills that are explicitly mentioned. The posting mentions: Strong written and verbal communication skills, Strong organizational skills, High attention to detail, Ability to maintain confidentiality, Experience using an HRIS and proficiency with Microsoft Office Suite, Ability to learn and administer multiple technology platforms, Ability to work independently while collaborating effectively, Demonstrated ability to navigate conflict, difficult conversations, emotionally sensitive situations, Ability to identify potential HR risks and escalate. Those are skills. We could put them in Skills section. But they are already in Requirements; duplication might be okay but we should avoid repeating same content? The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. It doesn't forbid duplication, but better to avoid redundancy. However we need to include a Skills section only if there is real specific content for it. We could take the skill-related bullet points from Minimum Qualifications and move them to Skills, leaving Requirements more about experience/qualifications. But the Minimum Qualifications already includes those skill bullets. If we move them, we would be removing from Requirements, which would lose content. Better to keep them in Requirements and not create Skills section unless there are additional skill-specific items not covered. The posting does not have a separate skills list beyond those. So we could omit Skills section to avoid thin section. The instruction: Prefer a few substantive sections over many thin ones. So we can skip Skills. Benefits: Additional Information includes benefits list. We'll create Benefits section with
    . Benefits: - Generous PTO package (15 days for full-time staff) with increases each year worked - 13 floating holidays annually (for full-time employees) - Medical, dental, and vision insurance - Life insurance, AD&D, critical illness, hospital, legal, accident, and pet insurance - Retirement savings plan with company matching - Company-paid MN PFML/Short-term Disability/Long-term Disability - Flexible schedule - Mileage reimbursement - Caring, supportive supervisors - A focus on wellness Schedule: Working Conditions includes Schedule: Full-time position, generally Monday through Friday during regular business hours. Occasional flexibility may be required to support orientation, employee relations matters, audits, trainings, events, or compliance deadlines. We'll put that in Schedule section as

    . Also we might include Working Conditions environment but not required; we could incorporate into Schedule or omit.