Human Resources

• Serve as a strategic partner to leadership, connecting business strategy to people outcomes
• Partner with leaders to translate business priorities into workforce strategies
• Ensure teams have the talent, leadership, structure, and culture needed to deliver results
• Leverage data and insights to guide talent and organizational decisions
• Strengthen leadership effectiveness and team culture
• Design organizations that operate with clarity and accountability
• Lead and support change by advising leaders, engaging stakeholders, and ensuring initiative adoption
• Partner with leaders to redesign roles and workflows
• Integrate human and technology-enabled capabilities to improve performance
• Build digital and AI fluency across leaders and teams
• Drive adoption of new tools and ways of working

Senior HR Manager

• Conduct routine and moderately complex employee relations investigations, including gathering facts, conducting interviews, documenting findings, and recommending appropriate actions
• Provide guidance to leaders and HR Business Partners on performance management, corrective action, policy interpretation, workplace conduct, and conflict resolution
• Manage employee relations cases from intake through resolution
• Support accommodations, workplace conduct concerns, hotline reports, and other employee relations processes
• Identify potential employee relations risks and escalate complex matters appropriately
• Maintain accurate, confidential case documentation and records in compliance with legal requirements
• Analyze employee relations case data and trends to identify recurring issues and opportunities for proactive intervention
• Partner with Legal, Compliance, Security, and HR teams on employee relations matters
• Support continuous improvement of employee relations tools, resources, processes, and training materials
• Mortenson builds, develops, and provides EPC services across sports, renewable energy, data centers, healthcare, and other markets

Employee Relations Specialist, Senior Employee Relations Specialist

• Lead a high performing Employee Relations team through coaching, direction, support, and capability building
• Establish and optimize the team operating model, role definitions, workload prioritization, and resource allocation
• Oversee consistent, timely, and high-quality delivery of investigations, performance management, discipline, and policy application
• Own and evolve Employee Relations standards, processes, and governance
• Lead complex and high-risk Employee Relations matters, including high-impact and executive-level matters
• Serve as a strategic advisor to leaders and HR Business Partners on complex workforce issues
• Use Employee Relations data and insights to identify trends, inform decisions, and mitigate organizational risk
• Apply expertise in employee relations trends, regulatory developments, and legal updates to policy, practice, and enterprise strategy
• Partner with Legal, Compliance, and business leadership on high-risk and sensitive matters

Employee Relations Manager

• Lead the HR operations team through direct reports
• Develop the team, set priorities and expectations, and sustain and enhance service delivery
• Ensure HR compliance and standardize key processes
• Manage operational budgets and vendor relationships
• Provide corporate staffing support
• Oversee new employee onboarding, employee records management, offboarding processes, and related activities
• Ensure compliant and effective processes for background checks, employment verifications, employment records administration, and immigration-related employment actions
• Oversee HR compliance, policy governance, and operational controls
• Support employee relations and lead investigations as needed
• Evaluate processes and workflows, identify risks and gaps, and implement continuous improvements
• Build organizational partnerships and support cross-functional initiatives

Human Resources Operations Manager

• Serve as a primary point of contact for employee questions and HR-related inquiries
• Respond to HR hotline calls, emails, and employee requests
• Provide guidance regarding policies, procedures, attendance, leave, and HR processes
• Maintain employee records and HRIS data
• Support HR reporting, audits, documentation, and operational processes
• Assist with employee relations matters, workplace concerns, investigations, corrective actions, performance improvement plans, and policy administration
• Partner with managers to ensure consistent employee practices and documentation
• Coordinate and support administration of PTO, ESST, FMLA, ADA accommodations, parental leave, and other leaves of absence
• Track attendance and leave-related documentation and ensure compliance with federal, state, and company requirements
• Partner with payroll and operational teams to resolve employee issues
• Coordinate new hire onboarding, orientation, and employee records
• Support employee training programs, compliance training, and development initiatives
• Assist with employee recognition, engagement activities, surveys, and culture initiatives
• Assist with job postings, interview scheduling, candidate communications, and recruitment documentation

HR Generalist

• Serve as a trusted advisor to assigned leaders and support consistent execution of HR strategies, programs, and day-to-day people practices
• Coach leaders on people practices, communication, accountability, engagement, and team effectiveness
• Use workforce data and case trends to identify concerns, recommend actions, and support workforce decisions
• Translate business and HR priorities into practical people solutions
• Support organizational change initiatives, including assessing impacts, preparing leaders, coordinating communications, and implementing changes
• Support workforce planning, talent reviews, succession planning, retention, internal mobility, and development initiatives
• Address workplace concerns, conduct investigations, resolve conflicts, and manage team member relations matters through resolution
• Facilitate performance management processes, including goal setting, feedback, reviews, development planning, and corrective action
• Partner with leaders on hiring needs, position requirements, job descriptions, candidate selection, offers, onboarding, orientation, and integration
• Initiate, review, and monitor Workday and other HR system transactions; maintain records and documentation
• Analyze workforce data and metrics to identify trends and support decision-making
• Provide day-to-day HR support regarding benefits, pay, leave, policies, and employment practices
• Lead and participate in HR initiatives and cross-functional projects
• Perform other duties as assigned

HR Business Partner

• Act as a subject matter expert and partner in all areas of human resources
• Provide foundational HR support to managers and employees at all levels
• Work with management and employees to improve work relationships, build morale, increase productivity, and retention
• Lead performance management and compensation processes for assigned areas
• Provide day-to-day performance management guidance to people managers, including coaching, career development, and disciplinary actions
• Partner with the EX team on projects and internal HR process and program improvements
• Provide guidance on HR policies and employment laws
• Identify development areas for managers and individual contributors and propose people solutions
• Collaborate with internal teams to execute work effectively
• Create and educate employees on policies and updated procedures
• Follow up on open items to resolve issues and provide excellent service
• Provide timely, accurate, clear, professional, and thorough written and verbal communication
• Execute deliverables in a timely and organized manner
• Perform other duties as assigned

• Manage the Human Capital Management (HCM) system to optimize business processes
• Produce data and metrics to support business goals
• Serve as the HCM subject matter expert and primary point of contact for system-related questions, issues, implementation, and administration
• Oversee and maintain the HCM system, including database management, implementation, and customization
• Oversee and maintain workflows, process automation, and optimization
• Manage role-based permissions and user profiles; provide technical support to system users
• Compile or assist with developing complex data reports, summaries, and logs
• Ensure accuracy of data management and reporting tools
• Collaborate with IT, Finance, vendors, executives, HR staff, and other stakeholders
• Communicate rollout of process changes within the HCM
• Maintain knowledge of trends and developments in data management and security, HR technology, and HCM applications
• Identify needed improvements and enhancements; recommend and implement solutions
• Create training materials and conduct training for new users
• Provide oversight and support for other internal systems as needed

HR Systems Coordinator – HRIS, HCM

• Serve as a trusted advisor to senior and executive leaders on people, organizational, and cultural strategy
• Influence business and operating strategy through a people and organizational lens
• Partner with leaders on long-term workforce strategy, leadership capability, and organizational design
• Lead complex enterprise- or segment-wide initiatives, including restructures, integrations, capability builds, and major transformations
• Design and implement solutions to systemic organizational challenges
• Partner across Operations, Finance, IT, Safety, and Legal to align efforts
• Diagnose organizational issues related to structure, roles, workflow, culture, and leadership
• Lead and sustain large-scale change efforts
• Support leaders in navigating resistance, ambiguity, and change fatigue
• Lead succession planning and leadership pipeline development for critical roles
• Coach senior leaders and high-potential talent
• Influence leadership standards, expectations, and development strategies
• Identify enterprise-level people risks and ensure mitigation strategies are in place
• Ensure consistency, governance, and compliance across supported areas
• Mentor and develop HRBPs, Generalists, and other HR leaders
• Travel across Metals locations approximately two trips per month or 10–20%
• Attend meetings and employee discussions

Human Resources jobs in Minnesota

Senior HR Manager

Employee Relations Specialist, Senior Employee Relations Specialist

Employee Relations Manager

Human Resources Operations Manager

HR Generalist

HR Business Partner

HR Business Partner

HR Systems Coordinator – HRIS, HCM

Senior Human Resources Business Partner