Human Resources Manager

Plan, direct, and coordinate human resources activities and staff of entities/organizations including Olu’s LLC., Olu's Home Inc., Olu's Beginnings LLC., and  Beauté Atout headquartered in Minneapolis, Minnesota. 

*This is an on-site/in-person position with the standard office hours of Monday – Friday, 9 am - 5 pm.* 

Reports to 

CEO and Founder of Olu’s LLC, Olu's Home, Olu's Beginnings, and Beauté Atout 

Knowledge
Personnel and Human Resources
Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.

Administration and Management
Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.

English Language
Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

Law and Government
Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.

Education and Training
Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

Customer and Personal Service
Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

Psychology
Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.

Skills
Basic Skills 

• Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making 
• Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times 
• Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems 
• Learning Strategies - Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things 
• Mathematics - Using basic mathematics to solve problems 
• Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action 
• Reading Comprehension - Understanding written sentences and paragraphs in work-related documents 
• Speaking - Talking to others to convey information effectively 
• Writing - Communicating effectively in writing as appropriate for the needs of the audience 

Social Skills 

• Coordination - Adjusting actions in relation to others' actions 
• Instructing - Teaching others how to do something 
• Negotiation - Bringing others together and trying to reconcile differences 
• Persuasion - Persuading others to change their minds or behavior 
• Service Orientation - Actively looking for ways to help people 
• Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do 

Complex Problem-Solving Skills 

• Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions 

Systems Skills 

• Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one 
• Systems Analysis - Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes 
• Systems Evaluation - Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system 

Resource Management Skills 

• Management of Financial Resources - Determining how the money will be spent to get the work done, and accounting for these expenditures 
• Management of Material Resources - Obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work 
• Management of Personnel Resources - Motivating, developing, and directing people as they work, identifying the best people for the job 
• Time Management - Managing one's own time and the time of others 

Desktop Computer Skills 

• Spreadsheets - Using a computer application to enter, manipulate, and format text and numerical data; insert, delete, and manipulate cells, rows, and columns; and create and save worksheets, charts, and graphs. 
• Presentations - Using a computer application to create, manipulate, edit, and show virtual slide presentations. 
• Internet - Navigating the Internet to find information, including the ability to open and configure standard browsers; use searches, hypertext references, and transfer protocols; and send and retrieve electronic mail (e-mail). 
• Navigation - Using scroll bars, a mouse, and dialog boxes to work within the computer's operating system. Being able to access and switch between applications and files of interest. 
• Word Processing - Using a computer application to type text, insert pictures, format, edit, print, save, and retrieve word processing documents. 
• Graphics - Working with pictures in graphics programs or other applications, including creating simple graphics, manipulating the appearance, and inserting graphics into other programs. 
• Databases - Using a computer application to manage large amounts of information, including creating and editing simple databases, inputting data, retrieving specific records, and creating reports to communicate the information. 

Work Context/Body Positioning 

• Requires sitting in an office environment 

Communication 

• Requires telephone conversations 
• Requires use of electronic mail 
• Requires writing letters and memos 
• Requires face-to-face discussions with individuals or teams 
• Requires contact with others (face-to-face, by telephone, video, or otherwise) 

Competition 

• Requires competition or awareness of competitive pressures 

Conflict 

• Includes conflict situations 
• Requires dealing with unpleasant, angry, or discourteous people 

Impact of Decisions 

• Requires making decisions that impact the results of co-workers, clients or the company 
• Mistakes are not easily correctable and have serious consequences 
• Requires making decisions that affect other people, the financial resources, and/or the image and reputation of the organization 
• Opportunity to make decisions without supervision 

Level of Challenge 

• Requires repeating the same physical activities or mental activities over and over 
• Freedom to determine tasks, priorities, and goals 
• Requires being exact or highly accurate 

Pace and Scheduling 

• Requires meeting strict deadlines 

Personal Interaction 

• Requires coordinating or leading others in accomplishing work activities 
• Requires work with others in a group or team 

Responsibility for Others 

• Includes responsibility for work outcomes and results 
• Includes responsibility for the health and safety of others 

Work Setting 

• Requires working indoors in environmentally controlled conditions 

Tasks 

Recruiting/Onboarding Functions 

• Identify staff vacancies and recruit, interview, and select applicants. 
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. 
• Develop, administer, and evaluate applicant tests and screening. 
• Represent the organization at personnel-related hearings and investigations. 
• Contract with vendors to provide employee services, such as food service, transportation, temporary staffing, or other. 
• Ensure all employees have passed and remain active in the Minnesota Department of Human Services background study program. 
• Plan and conduct new employee orientation to foster a positive attitude toward organizational objectives. 
• Prepare personnel forecast to project employment needs. 
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. 

Benefits/Compensation Administration 

• Responsible for developing a “total compensation” plan for employees for each organization 
• Oversee the evaluation, classification, and rating of occupations and job positions 
• Administer compensation, benefits, and performance management systems, and safety and recreation programs  
• Review monthly billing from benefits vendors and provide company breakdown reports to the CEO. 
• Allocate human resources, ensuring appropriate matches between personnel 
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements 
• Ensuring that internal and external pay equity goals are being met 
• Ensure wage program stays in place with cost of living (COLA) and annual inflation rates 
• Enroll eligible employees for benefit plans and make updates such as demographic, salary, or contact information 
• Maintain positive and regular communication with benefits vendors and plans 
• Supervises payroll administration/staff 
• Issue total compensation reports to employees at the end of the calendar year 
• Administer leaves, including FMLA 

Performance/Professional Development 

• Develop or administer special projects in areas such as pay equity, daycare, and employee awards. 
• Analyze training needs to design employee development, language training, and health and safety programs. 
• Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. 
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. 
• Administer all performance reviews including 90-day reviews, annual reviews, performance improvement plans (“PIP”), and corrective actions/written warnings. 
• Research and share community engagement opportunities with staff. 
• Ensure that all position-required trainings are completed, as required by the Minnesota Department of Human Services (ex. CPR and First Aid training). 
• Conduct, analyze and present regular employee surveys to the management team. 
• Utilize the HRIS system tools/portal to regularly communicate with staff. 
• Administer and review the professional development benefit program with the CEO. 
• Attends monthly leadership meetings 
• Collaborates and communicates all staff meetings 
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. 
• Researches and develops partnerships with internship and apprenticeship programs such as the Achieve Minneapolis “Step Up” program, Apprenticeship MN and Youth Skills Training (YST) Program. 

Safety/Compliance  

• Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends 
• Investigate and report on industrial accidents for insurance carriers, serves as the point person for all workers compensation issues 
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of the organization's personnel policies and practices 
• Serve as chair of the Safety Committee and lead regular meetings (minimally once a quarter) 
• Serve as a link between management and employees by handling questions, interpreting and administering contracts, and helping resolve work-related problems 
• Serves as the main contact with Occupational Safety and Health Administration (OSHA) both on the Federal and State level 
• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes 
• Complete and submit required Federal, State, and local reporting requirements such as 300 logs, EEO-1 Reporting, ACA, Minnesota Wage Theft Notices, etc. 

Exiting Administration  

• Conduct exit interviews to identify reasons for employee termination. 
• Provide terminated employees with outplacement assistance. 
• Disenroll employees from benefit and other programs 
• Ensure all company property is collected  
• Provide termination letters and other verifications 
• Administer references as permitted/requested 
• Review and contest State of Minnesota Unemployment Insurance claims and attend hearings, as required 

Tools and Technology 

• Desktop computers 
• Notebook computers 
• Personal computers 
• Scanners 
• Fax machines  
• Microsoft 365® for Business - Word, Outlook, Excel, PowerPoint, Teams, SharePoint, Tasks 
• Document management software 
• Human resources software 
• Human resource information system HRIS 
• Human resource management software HRMS 
• Time accounting software 

Required Education and Experience 

-Bachelor's Degree in a relevant area 

-One to five years of related work experience  

-Experience with HRIS system administration  

-Must have legal status to work in the U.S. 

-Valid State of Minnesota Driver's License, insurable driving record, and reliable transportation 

-Must submit and pass a background study with the State of Minnesota Department of Human Services 

Preferred Education and Experience 

-Master's Degree in a relevant area 

-SHRM certification and/or an SHRM-approved certificate  

-Over five years of related work experience 

-Previous experience working in a Minnesota Department of Human Services licensed organization is helpful 

-Previous experience with Paylocity HRIS system is a plus 

Benefits  

Olu’s offers a competitive benefits package which may include (subject to eligibility):  

-Competitive Salary  

-Generous Paid Time Off (PTO)  

-6 Paid Holidays  

-1 Paid "Float" Holiday  

-Health Insurance through Medica 

-Dental Insurance through Delta Dental 

-Life Insurance (100% employer-paid) through The Hartford 

-Simple IRA Retirement program with an employer match through Edward Jones 

-Leaves: Bereavement, Sick, Military, Jury Duty, Air Patrol, Crime Victims, Domestic Abuse, Election Judge, Party Officer/Delegate, Voting, School Visitation, Pregnancy/Parental, etc.  

-529 College Savings Plan  

-Day Care tuition discount at Olu's Beginnings   

-Employee Referral Program and other Bonuses  

-Training and Development  

-Employee portal/app with 24/7 access  

-Certified Woman-Owned and Minority-Owned Business  

-Promote from within, growing company  

-Join an organization that makes a difference!   

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Olu’s Home, Inc./Olu’s Beginnings, LLC/Olu’s LLC is an equal opportunity employer. Veterans, women, persons of color, members of the LGBT community, and individuals with disabilities are strongly encouraged to apply. Documents can be made available in an accessible alternative format upon request, please contact 612-824-1142 or hr@olushome.com to make a request.   

COVID-19 considerations:  
Olu's follows all Centers for Disease Control and Prevention (CDC), Minnesota Department of Health (MDH), Department of Human Services (DHS) COVID-19 guidelines and recommendations. Olu's observes precautions such as remote interview process, personal protective equipment provided/required, plastic shields at work stations, temperature screenings, social distancing guidelines in place, virtual meetings, sanitizing, disinfecting, or cleaning procedures in place. A mandatory COVID vaccine policy is in place for all Corporate/Headquartered employees.