Human Resources Manager CaringBridge - 5.0 Minneapolis, MN Job Details Full-time $85,000 - $95,000 a year 1 day ago Benefits Paid holidays Health insurance Dental insurance Paid time off Vision insurance Retirement plan Qualifications Employee onboarding HR legal compliance Data management Recruiting Relationship management Employment law in talent management Onboarding process management

Full Job Description Job Title:

Human Resources Manager (IC) (Exempt)

Department:

Administration Supervisor:

CEO Position Location:

Greater Minneapolis Area (Hybrid)

Compensation:

$85,000 - $95,000 base salary + a comprehensive benefits package including medical, dental and vision coverage, retirement benefits, paid time off, paid holidays, and other employee benefits.

COMPANY OVERVIEW

From the launch of the very first CaringBridge site 29 years ago, we've been working toward a single vision: a world where no one goes through a health journey alone. In order to turn this vision into reality, we've made it our mission to build bridges of care and communication providing love and support on a health journey. CaringBridge is a free digital health platform that surrounds family caregivers with support while they care for a loved one on a health journey. A 501(c)(3), donor-supported nonprofit founded in 1997, the organization offers tools to share and document a health journey, simplify care coordination, and connect caregivers with a supportive community. CaringBridge addresses feelings of overwhelm, isolation, and loneliness by improving emotional health and social connectedness, helping people come together in support of healing.

Website:

https://www.caringbridge.org/

Company Size:

~35

Investors:

Non-profit Headquarters:

Minneapolis, Minnesota

POSITION SUMMARY

The Human Resources Manager is a hands-on HR generalist responsible for the day-to-day delivery and continuous improvement of CaringBridge's people programs, practices, and employee experience. Reporting directly to the CEO, this role serves as the primary internal HR resource for approximately 35 employees and partners closely with managers and employees across the organization. This role is ideal for a mid-career HR professional who is ready to own a broad generalist portfolio while continuing to grow strategic HR capability. The Manager will administer established people programs and systems, provide practical guidance to leaders and employees, and continuously identify opportunities to make HR processes simpler, more effective, and more efficient. CaringBridge partners with ADP TotalSource, a Professional Employer Organization (PEO), which provides significant infrastructure and subject-matter support. The People & Culture Manager will own and manage the day-to-day relationship with ADP TotalSource and work closely with dedicated ADP partners, including an HR Business Partner and Payroll Business Partner. Success in this role does not require having every HR answer independently; it requires knowing when and how to engage the right resources, applying sound judgment, and ensuring issues are carried through to resolution.

KEY RESPONSIBILITIES

HR Operations & PEO Partnership :

Serve as CaringBridge's primary point of contact with ADP TotalSource. Manage the PEO relationship, coordinate with the dedicated HR Business Partner and Payroll Business Partner, escalate issues appropriately, and leverage ADP specialists and resources to support compliant, efficient HR operations. Orchestrates the annual people calendar by planning, aligning, and executing core HR cycles, cultural events, and talent initiatives across the organization.

Employee Support & Employee Relations :

Serve as an accessible, trusted first point of contact for employee HR questions and concerns. Provide guidance on policies, benefits, workplace issues, and employee relations matters, engaging ADP HR expertise and the CEO as appropriate.

Payroll & Benefits :

Own biweekly payroll and partner with the ADP Payroll Business Partner and Finance as needed. Administer employee benefit programs, annual open enrollment, retirement plan processes, leave programs, and related employee communications in partnership with ADP.

Talent Acquisition & Onboarding :

Manage recruiting for open positions, including job postings, candidate coordination, interview processes, offers, pre-employment requirements, and onboarding. Partner with hiring managers to deliver a consistent and positive candidate and new-hire experience.

Position Management & Offboarding :

Own position management including classification, job description audits & updates, personnel changes, involuntary and voluntary separations, employment-related claims and agreements, and offboarding.

Performance Management & Development :

Administer CaringBridge's performance management and goal-setting processes. Support managers with performance conversations, coaching, development planning, and performance improvement needs. Coordinate practical learning and development resources as needs arise.

Culture & Employee Experience :

Support CaringBridge's values and culture through employee listening, engagement initiatives, recognition, internal People communications, and thoughtful reinforcement of organizational practices. Help identify themes and opportunities to strengthen the employee experience.

Policies, Compliance & Records :

Maintain employee policies, handbook content, personnel records, required notices, and HR documentation. Partner with ADP TotalSource to monitor employment-law requirements and implement compliant practices across the organization.

HRIS, Data & Reporting :

Maintain accurate employee data, organizational charts, and HR records in ADP and related systems. Prepare recurring People metrics and workforce reporting for the CEO and leadership team, including data the CEO may use in Board reporting.

Compensation & Workforce Support :

Support established compensation practices, salary benchmarking, annual compensation processes, and workforce planning. Provide the CEO and managers with reliable data and practical HR guidance to support people decisions.

Continuous Improvement :

Look for opportunities to simplify workflows, use technology and AI responsibly, reduce unnecessary administrative work, and improve the reliability and employee experience of People processes.

QUALIFICATIONS & EXPERIENCE

Approximately 3-6 years of progressive HR experience, ideally in a broad HR Generalist, HR Business Partner, or HR Manager capacity. Equivalent combinations of education and experience will be considered. Working knowledge of core HR practices including employee relations, payroll, benefits, recruiting, onboarding, performance management, and employment compliance. Experience working with an HRIS and payroll platform; ADP experience is helpful but not required. Experience working with a PEO or outsourced HR partner, as an HR-of-One is a plus. Demonstrated ability to build trusted relationships with employees and managers while handling sensitive information with discretion and sound judgment. Strong organization and follow-through, with the ability to manage recurring operational responsibilities while responding thoughtfully to employee needs and unexpected issues. Comfort working independently in a small organization and knowing when to seek guidance, escalate risk, or engage external subject-matter experts. Strong written and verbal communication skills, attention to detail, and comfort working with HR data and basic reporting. Curiosity about technology and responsible use of AI to improve workflows and employee experience. Bachelor's degree in human resources, business, organizational development, or a related field preferred. SHRM-CP or PHR certification is a plus, but not required. Commitment to CaringBridge's mission, values, and an inclusive culture of belonging.

WORK LOCATION & SCHEDULE

This position is hybrid-remote and must be based in the Greater Minneapolis area. The role will work remotely most of the time, with occasional in-person work at the CaringBridge Minneapolis-area office for onboarding, meetings, employee needs, or other business priorities. Candidates should be able to work in the office at least one day per week, with occasional additional in-office days as needed with reasonable notice.