Director of Human Resources

Job Duties

TITLE: Director of Human Resources

DEPARTMENT: Administration

REPORTS TO: Executive Director

STATUS: Full-time exempt

COMPENSATION: $90,000- $130,000

BENEFITS: Health insurance, retirement plan, paid time off, and hybrid work schedule

POSITION AVAILABLE: Preference given to candidates who apply by October 23, 2026

PACER Center is a nonprofit organization dedicated to supporting families of children and young adults with disabilities through parent training and advocacy, assistive technology, and social inclusion programs. Established in 1977, PACER employs approximately 50 staff and helps thousands of families annually access services for their children by providing individualized support, training, and information services, as well as extensive online resources.

POSITION DESCRIPTION

The Director of Human Resources acts as primary point of contact for employees within the organization for Human Resources and employment related matters. The Director of Human Resources is responsible for providing high customer service and quality standards for HR support to all employees while maintaining confidentiality. This position requires initiative, critical thinking and follow-through skills. The Director of Human Resources also provides support with the development, customization and implementation of HR solutions and leads the organizations' professional development efforts.

This person also supports efforts to recruit/retain/develop human capital for the organization. Manages employee benefits, oversees proper employee filing systems, the implementation of policies, all compliance requirements and maintains the employee handbook. Works with committee members, Executive Director and other supervisors as needed to foster an environment where core values of the organization are instilled, practiced and reinforced.

KEY RESPONSIBILITIES

Leadership & Strategic Partnership

As the organization’s first Director of Human Resources, builds foundational HR infrastructure and systems (HRIS, personnel recordkeeping, policies and procedures) and establishes HR as a trusted, central function

Serves as a thought partner on the Senior Leadership team, with a solutions-based attitude

Provide assistance to the Executive Director and Board on the development and implementation of the strategic plan and organizational goals

Provide support to committees/task forces as requested

Compliance & Risk Management

Ensures that all federal, state, local, and organizational employment policies, procedures, laws, and regulations are implemented, collaborating with Leadership Staff on consistent execution across the organization

Serve as the organization’s primary point of contact for EEO, ADA, and harassment/discrimination matters, including conducting or overseeing internal investigations and administering the ADA interactive accommodation process

Conduct a comprehensive HR compliance audit within the first 90-180 days (I-9s, personnel files, wage and hour practices, recordkeeping) and develop a remediation plan

Monitor and ensure compliance with EEOC, OSHA, and applicable state human rights and pay equity requirements, including required postings and reporting

Works with leadership to identify, monitor, and minimize the organization’s risk exposure, reporting significant issues immediately

Talent Acquisition & Workforce

Leads full-cycle recruiting, retention, and development of human capital for the organization, ensuring all required certifications are met and current for each position

Ensures job descriptions are up to date and compliant with local, state and federal regulations

In combination with the Executive Director and with the use of local and national data, helps set compensation ranges for all positions

Onboards and offboards all staff and works with supervisors to deploy and document a consistent process for each employee’s first 90 days

Benefits & Leave Administration

Establishes and optimizes benefit broker relationships and manages benefit programs for all employees

Processes and responds to all Worker’s Compensation claims

Administers all federal, state, and local leave programs, including FMLA, ADA leave, and Minnesota Paid Family and Medical Leave (PFML), ensuring eligibility determinations, certifications, and job restoration are handled correctly and consistently

Coordinates concurrent use of MN PFML, FMLA, ADA accommodation leave, workers’ compensation, and PTO to ensure accurate benefit-year tracking and legal compliance

Manages required Minnesota PFML employer obligations, including payroll tax withholding coordination with Finance, quarterly wage detail reporting to the MN Department of Employment and Economic Development (DEED), and employee notice and poster requirements

Tracks use and overuse of PTO and works with supervisors to uphold policies related to time off

Performance, Culture & Professional Development

Implements and tracks performance management and review processes for the organization, working with supervisors to develop performance plans and training recommendations that improve employee skills

Designs and manages an organization-wide professional development program, including training budget, calendar, and completion tracking to meet the organization’s compliance, skill, and culture goals

Coaches and develops people managers, particularly those without prior HR support, on effective supervision and employee relations practices

Contributes to the development of a culture of equity, inclusion, diversity and belonging

Champions organizational change management, applying structured change methodologies to guide the organization through transitions and building staff capability through targeted training

Leads employee engagement efforts, including administering engagement surveys, analyzing exit interview trends, and recommending retention strategies

HR Operations & Administration

Maintains accurate employee records and conducts a monthly review of employee timesheets to ensure fidelity

Maintains and regularly updates the Employee Handbook, including leave and other policies, to reflect new and changing employment laws

Stays up to date with all HR-related legislation, trends, best practices and tools

Responsible for answering policy questions and responding to basic issues and escalating issues as appropriate

Approaches challenges and collaborative efforts with a strengths-based and positive attitude

CORE PERFORMANCE CATEGORIES

Employee recruitment and retention

Benefits Administration

Compliance & Risk Management

Leave Administration

Culture, Engagement & Professional Development

ADDITIONAL RESPONSIBILITIES

Handle other duties and responsibilities as deemed necessary or important as assigned by the Executive Director

Attend fundraisers and events as well as Committee and Board meetings as determined by the Executive Director

RELATIONSHIPS

Internal: Maintain contact with Leadership Team to provide technical assistance in matters related to employees; interact regularly with employees at all levels of the organization. Works Closely with the Director of Finance for the execution of payroll and other employee related benefits.

External: Maintain contact with external contractors, vendors, insurance carriers, and other groups.

SKILLS/KNOWLEDGE REQUIRED

College Degree, preferably Human Resources business or related field preferred, associate’s degree plus relevant experience considered

Must be 21 years or older

5+ years of HR field experience

Knowledge and/or experience working with a non-profit preferred

SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred

Demonstrated expertise administering FMLA and state paid family and medical leave programs (including Minnesota PFML), and coordinating concurrent leave entitlements

Experience conducting HR compliance audits and workplace investigations, with strong knowledge of EEO, ADA, and related employment law

Proficient skill with Microsoft Office Suite

Proficient use of HRIS systems

Exceptional organization and attention to detail, professional presence, strong customer relations skills and ability to maintain strict confidentiality

Strong analytical skills with the ability to problem solve

Demonstrated history of appropriate handling of confidential information

PHYSICAL REQUIREMENTS/WORK ENVIRONMENT

Office environment; must be able to sit for long periods of time and may be exposed to extended stretches of time viewing a monitor. Physical abilities required include bending at waist and reaching above the shoulder to maintain files, speaking clearly and listening actively, dexterity of hands/fingers to operate computer keyboard and enter data. May require some weekend and evening responsibilities for fund-raising events and/or special project work.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job; reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions; duties are normally performed at PACER Center. The noise level in the work environment is usually moderately quiet while in the office and moderately loud when in the field.

ADDITIONAL INFORMATION

Parents of children with disabilities, as well as individuals with disabilities, are encouraged to apply

PACER is committed to building an inclusive workplace and encourages individuals from all backgrounds to apply

PACER staff work in a hybrid (remote and in-office) model

Salary will be based on experience and qualifications

To apply, send a cover letter and resume via Email: [email protected], or

Mail: Recruitment Director | PACER Center | 8161 Normandale Blvd | Minneapolis, MN 55437

Applicants will receive consideration for employment regardless of their race, color, creed, religion, national origin, sex, sexual orientation, gender identity, disability, age, marital or familial status, or status with regard to public assistance.

PACER Center is an Affirmative Action and Equal Employment Opportunity Employer.

Minimum Education Required

College Degree, preferably Human Resources business or related field preferred, associate’s degree plus relevant experience considered.

Minimum Experience Required

5+ years of HR field experience

Shift

First (Day)

Number of Openings

1

Public Transportation Accessible

No

Veterans Encouraged to Apply

Yes

Physical Required

No

Drug Test Required

No

Compensation

$90,000.00 - $130,000.00 / Annually

Postal Code

55437

Job Type

Full Time

Place of Work

Hybrid

Requisition ID

10.2026_Dir_of_HR

Job Benefits

Health insurance, retirement plan, paid time off, and hybrid work schedule.