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COMPANY INFORMATION
COMPANY INFORMATION
Delta Dental of Minnesota is proud to be the largest regional provider of dental benefits, serving over 7,000 Minnesota and North Dakota-based purchasing groups and 4.5 million members nationwide. We aim to provide a work environment that engages each individual while encouraging growth and professional development. We are proud to be named a Top Workplace employer for several years and take pride in our team members for building this reputation.
GENERAL SUMMARY
The Human Resources Director will plan, lead, direct, develop, and coordinate the policies, activities, and HR department team members, ensuring legal compliance and implementation of the organization's mission and talent strategy. This position is responsible for the implementation and day-to-day administration of Human Resources tasks relating to talent acquisition, employee relations, training and development, leave of absence, and other talent management initiatives. This role will report to the Vice President of Human Resources and will provide strategic consultation to management and team members.
This position will be with Stratacor, an affiliate of Delta Dental of Minnesota.
ESSENTIAL FUNCTIONS
- Collaborates with leadership to understand the organization's goals and strategy related to talent, recruitment, and retention.
- Provides strategic consultation on Human Resources policies and objectives for the organization, and partners with management to execute policies, procedures, programs and laws accordingly.
- Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resources compliance and strategy needs.
- Administers and oversees the day-to-day administration of human resources programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management, occupational health and safety; and training and development.
- Handles complex employee relations matters to performance, conduct, leave of absence, accommodations, and complaints.
- Conducts timely and thorough analysis of Human Resources matters, provides recommendations and course of action, and documentation.
- Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
- Conducts research and analysis of organizational trends including review and creation of reports and metrics from the organization's human resources information system (HRIS) and other software systems.
- Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies inhuman resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to leadership.
- Facilitates professional development, training, and certification activities for team members.
- Performs other duties as required.
- Recruits, interviews, hires, and trains new HR team members in the department.
- Oversees and provides direction on the daily workflow of the department.
- Provides constructive and timely performance feedback and corrective action in accordance with company policies.
- Performs other duties as required.
Required:
KNOWLEDGE, SKILLS AND ABILITIES
- Excellent verbal and written communication skills.
- Excellent interpersonal and negotiation skills.
- Excellent organizational skills and attention to detail.
- Excellent time management skills with a proven ability to meet deadlines.
- Strong analytical and problem-solving skills.
- Strong supervisory and leadership skills.
- Ability to adapt to the needs of the organization and team members.
- Ability to prioritize tasks and to delegate them when appropriate.
- Thorough knowledge of employment-related laws and regulations (e.g., ADEA, ADA, COBRA, FLSA, FMLA, GINA, IRCA, OSHA, TITLE VII, USERRA, VEVRA).
- Proficient with Microsoft Office Suite or related software.
- Proficiency with human resources information systems (HRIS) such as UKG Pro and/or equivalent software.
EDUCATION AND EXPERIENCE
- Bachelor's degree in Human Resources, Business Administration, or related field; and/or equivalent work experience
- Five (5) years of human resources management experience
- Ten (10) years of human resources experience in a variety of functions including, but not limited to, talent acquisition, employee relations, leave of absence, regulatory reporting, training and development, and performance management
- SHRM-CP, SHRM-SCP, PHR, and/or SPHR Certification
- Master's degree in Business Administration (MBA) or related field
- Healthcare Insurance Industry and/or Social Work experience
- UKG Pro experience
- Travel Requirements: Minimal
- Weight Lifting Requirements: Up to 30 lbs.
- Sedentary Work: Prolonged periods of sitting at a desk and working on a computer
- Reports To: Vice President of Human Resources
- Directly Manages: Senior HR Specialist, HR Generalist, Senior HR Generalist & Office Manager
- Internal Relationships: Benefits Administrator, Benefits & HRIS Analyst, Managers, Team Members
- External Relationships: Legal and Regulatory Agencies, Third-Party Vendors and Agencies, Applicants
Benefits for this position include medical, dental, vision, and life insurance; disability coverage, flexible spending plans, a 401(k) plan, Paid Time Off (PTO), Holidays and days of remembrance. Visit for more information.
The starting salary range for this position is $117,000 - $146,000. Salary offers will typically be made in the listed range. The Company takes into consideration a candidate's education, training, and experience, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value, including merit process and internal pay alignment when determining the salary for potential new team members. In compliance with state and federal regulations, a potential new team member's salary history will not be sued in compensation decisions.
EQUAL EMPLOYMENT OPPORTUNITY (EEO) STATEMENT
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)
Seniority level
Seniority level
Director
Employment type
Employment type
Full-time
Job function
Job function
Human Resources
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