Human Resource Manager

Wunderlich-Malec Engineering (WM) is a 100% employee-owned ESOP and one of the largest and most well-established engineering companies in the United States with over 40 years of industry experience. When you become part of Wunderlich-Malec you:

• Are a 100% employee-owner
• Work at a company with Fortune 500 clients
• Are part of an ENR (Engineering News Record) Top 500 firm
• Are part of a company that is rated in the top five System Integrator Giants

We have a Human Resource Manager position available at our HQ in Eden Prairie, MN. This person will plan, direct, coordinate, and accomplish all human resource functions to maximize the strategic use of human resources. This person will also recommend, develop, and implement policies and approved programs to protect the company and employee interests per company policies and governmental laws and regulations, both federal and state. This position also serves as the company's Affirmative Action Officer and Safety Program Coordinator.

Major Responsibilities

• Oversee sourcing, recruitment, and recruitment marketing. Collaborate with Internal Recruiter and HR Generalist for job postings, applicant tracking, event planning, and onboarding.
• Strategic development and maintenance of benefit plan design. Oversee and implement any benefit reporting and compliance. Manage the benefit administration process for smooth coordination between payroll and human resources.
• Oversee new hire orientation for full-time employees including benefits, policies, and procedures, and initiate the new hire process with the IT Department and payroll.
• Oversee background checks and drug screenings as requested by clients.
• Initiate and execute exit procedures such as benefit cancellation and finalizing payroll. Conduct exit interviews.
• Coordinate performance review process to include development of templates, timelines, and approval process with managers.
• Oversee payroll administration and assist and resolve any employee discrepancies as required.
• Assist in resolving and researching any payroll tax penalties or additional administration functions required by various state requirements (i.e. unemployment tax rates, SUI, tax setup, etc.)
• Counsel Business Managers on employee relations issues to include coaching, resolving disciplinary issues, training, and complying with all applicable state and federal legislation.
• Oversees and coordinates safety program compliance.
• Coordinate completion of project bonding documents upon request.
• Maintain and update company Affirmative Action Plan/EEO-1/Vets 4212/MN Annual Contractor Compliance. Oversee hiring activities, measure the effectiveness of Wunderlich-Malec Engineering, Inc.'s efforts, promote compliance with DOL/OFCCP/EEOC, track the attainment of objectives, and report results as applicable.
• Maintain and periodically audit all new hire and existing personnel files for completeness and compliance.
• Develop strategy for improvement of HR systems, technology, and policy/procedures.
• Direct HR activities and processes/procedures as required during times of acquisition as applicable. This includes due diligence, system setup, onboarding, training, and company assimilation.
• Implement and update the compensation program as needed to include job descriptions, salary survey involvement, and equity assessments.
• Establish and implement programs, policies, and procedures designed to protect company and employee interests in accordance with company HR policies and governmental laws and regulations.
• Communicate and partner with legal counsel as applicable for employment law concerns or employee relations issues.
• Coordinate and implement administration for work visas, H1-B, etc. in compliance with the Department of Labor (DOL) and U.S. Citizenship and Immigration Services (USCIS).
• Evaluate reports (i.e. employee surveys), decisions, and results of the department in relation to established goals and recommend best practices, policies, and procedures to continuously improve the efficiency of the company's human capital.
• Coordinate completion of all Worker's Compensation and OSHA-related actions and reporting.
• Communicate all mandatory ERISA and/or health notifications to employees keeping them informed of all ongoing changes in benefits.
• Oversee and coordinate any applicable health directives initiated by state or federal legislation.
• Provide information to broker to renew property insurance and casualty for all office locations for both general liability and professional liability.
• Maintain and report any company vehicle or thefts and general liability claims to insurance carrier as a point of contact for Corporate.
• Manage the 401(k)/Profit Sharing and ESOP plans including audits, contributions, transmissions, communications, automatic enrollments, rollovers, processing of 401k loans, annual ERISA reporting, and compliance issues. This includes being a member of the 401K Investment Committee and point of contact for 401K/ESOP third-party administrators.
• Coordinate company events.
• Supervise receptionist(s), HR Assistant, HR Generalist, Payroll Specialist, Internal Recruiter and Facilities/Maintenance.

Minimum Requirements

Education

Bachelor's Degree in Business or Human Resources preferred. Relevant experience will be considered.

PHR/SPHR/SHRMCP/SHRMSCP/CPSP/CEBS certification(s) preferred.

Experience

Minimum of ten years of direct human resources experience in the core HR functional areas is preferred. (i.e. Organizational Planning, Recruitment, Performance Management, Employee Relations, Training & Development, Compensation & Benefits, Policies/Procedures, Employee Engagement, Safety).

Previous management level experience a plus.

Attention to detail and financial acumen (numbers orientation) preferred.

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)