About Us
Minnesota Valley Action Council (MVAC) is a nonprofit community action agency serving south-central Minnesota since 1965. We partner with individuals, families, and communities to promote economic stability and opportunity through housing, transportation, employment, education, and supportive services.
We proudly serve Blue Earth, Brown, Faribault, Le Sueur, Martin, Nicollet, Sibley, Waseca, and Watonwan counties.
Our values guide everything we do:
Build Supportive Relationships
Meaningful partnerships strengthen people and communities.
Empower People
Everyone deserves an opportunity to set and reach their goals.
Promote Dignity
We deliver equitable services that respect and value all people.
Work Together
Support the people we serve, each other and our partners across programs
Position Summary
MVAC is seeking an experienced and collaborative Human Resources Manager to lead and oversee all HR functions across the organization. This position partners closely with leadership to support organizational goals, strengthen employee engagement, ensure compliance, and foster a positive workplace culture.
The HR Manager oversees the full employee lifecycle, including recruitment, onboarding, employee relations, performance management, compensation and benefits, training and development, HR systems, and compliance.
This role requires strong leadership, sound judgment, professionalism, and a commitment to MVAC’s mission and values.
Essential Duties & Responsibilities
HR Strategy & Governance
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Provide strategic leadership for HR strategy and workforce planning to support organizational goals and service delivery.
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Develop, interpret, and maintain HR policies and procedures to ensure consistency, clarity, and compliance.
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Establish and monitor HR metrics, analytics, and reporting to inform leadership decision‑making.
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Manage HR budgets and oversee HR‑related vendors and service providers.
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Ensure audit readiness and proactively manage HR‑related risk.
Talent Acquisition
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Lead workforce demand planning in partnership with leadership to anticipate staffing needs.
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Oversee job classification, position approval, and requisition processes.
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Direct recruiting and sourcing strategies to attract qualified and diverse candidates.
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Guide interviewing and selection processes to ensure fair, effective hiring decisions.
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Oversee background checks, offers, and hiring approvals.
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Coordinate onboarding processes, including effective handoff to designated onboarding functions.
Onboarding & Offboarding
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Oversee new hire orientation and onboarding standards across the agency.
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Ensure compliance with employment eligibility requirements, including I‑9 and E‑Verify.
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Direct system access setup and maintenance of personnel records.
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Conduct and analyze exit interviews to identify trends and improvement opportunities.
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Oversee termination processing to ensure accuracy, compliance, and professionalism.
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Support effective knowledge transfer during employee transitions.
Learning & Development
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Assess training needs and develop learning strategies aligned with organizational priorities.
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Oversee new hire training programs to ensure consistent onboarding experiences.
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Design and support leadership development initiatives.
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Ensure completion of required compliance training.
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Support career development programs and employee growth pathways.
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Administer tuition assistance programs in alignment with agency policy.
Performance Management
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Guide goal setting and alignment processes across departments.
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Oversee performance review cycles to ensure consistency and accountability.
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Support leaders in delivering feedback and coaching effectively.
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Advise on performance improvement plans (PIPs) and corrective strategies.
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Support succession planning and leadership continuity efforts.
Compensation
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Oversee job evaluation and salary structure development and maintenance.
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Conduct pay equity analyses and recommend corrective actions as needed.
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Manage merit increase and bonus processes.
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Support development and administration of incentive plans.
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Review and approve compensation offers and pay adjustments.
Benefits Administration
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Oversee benefits enrollment processes and life‑event changes.
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Manage health, welfare, and retirement benefit programs.
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Ensure compliance with leave programs including FMLA, ADA, and parental leave.
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Oversee workers’ compensation administration and claims management.
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Coordinate with benefit vendors and carriers to ensure effective service delivery.
Employee Relations
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Provide policy guidance and consultation to leaders and managers.
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Address and resolve employee relations concerns and conflicts.
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Oversee and conduct workplace investigations as needed.
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Ensure consistent and appropriate application of corrective action.
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Lead engagement initiatives to support employee satisfaction and retention.
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Develop strategies to improve morale and retention.
Employee Experience & Culture
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Design and analyze employee engagement surveys.
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Oversee employee recognition programs.
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Lead and support organizational culture initiatives.
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Advance diversity, equity, and inclusion initiatives.
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Provide change management support during organizational transitions.
HR Operations & Systems
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Provide oversight of HRIS administration and system configuration.
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Ensure accurate management of personnel records and documentation.
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Maintain data integrity and produce reliable HR reporting.
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Identify and implement HR process improvements.
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Oversee case management and HR service delivery models.
Compliance & Risk Management
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Ensure compliance with employment and labor laws.
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Oversee wage and hour compliance practices.
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Manage affirmative action requirements, as applicable.
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Enforce HR policies consistently and appropriately.
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Oversee government reporting requirements, including EEO‑1 and OSHA.
Benefits
Your benefits may include:
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Health, dental, and vision insurance
- Retirement plan
- Paid time off and holidays
- Professional development opportunities
- Employee assistance resources
Equal Opportunity Employer
Minnesota Valley Action Council, Inc. is an Equal Opportunity Employer. MVAC is committed to creating an inclusive workplace and providing equal employment opportunities to all employees and applicants regardless of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected status under applicable law.
Required
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5+ years of progressive human resources experience, including HR management or leadership responsibilities
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Bachelor’s degree in Human Resources, Business Administration, or a related field
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Strong working knowledge of employment law, HR best practices, and compliance requirements
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Experience overseeing multiple HR functional areas
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Demonstrated ability to use HR metrics and data to inform decisions
Preferred
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Experience with HRIS platforms (Paycom preferred)
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Experience working in a nonprofit or human services environment
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Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR)
