PolyMet Mining stands at the forefront of the next generation of mining in Minnesota, and we are growing our team. We are diversifying and expanding our region’s rich legacy of mining by being the first to extract copper, nickel, and precious metals from the world-class Duluth Complex using modern, sustainable mining practices. What we do and how we do it matters. That is why we employ talented and motivated teammates who share our commitment to operate safely, responsibly, and productively while protecting our people and natural surroundings and growing our communities.
The Human Resources Manager guides and manages Human Resources services, policies, and programs for the company which include:
- Organizational strategic planning;
- Recruiting and staffing;
Employee onboarding, development, needs assessment, and training;
- Organization development;
- Employment and compliance with regulatory concerns regarding employees;
Policy development and documentation;
- Employee relations;
- Compensation and benefits administration;
- Employee safety, welfare, wellness, and health services administration;
- HR information systems and personnel records management;
- Company employee and stakeholder communications.
The successful candidate will play an integral role in our ramp up period including development of the Human Resources department and the recruitment of over 300 employees to create a superior, employee-oriented company culture that emphasizes operating safely, responsibly, and productively, while continuously Improving.
The position requires a human resource manager with the abilities necessary to organize, recruit and develop staff, manage payroll and benefits, coordinate, document and manage human resource activities and functions and communicate and educate a variety of stakeholders, including operations, new recruits, colleges, consultants, contractors, and other outside parties.
Key job activities will include:
Human Resources Department
- Develops and monitors an annual Human Resources budget;
- Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers and carriers, and other outside sources;
- Conducts a continuing study of all Human Resource policies, programs, and practices to keep management informed of new developments;
Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company;
- Maintains an open-door policy for employee concerns.
Human Resources Information Systems (HRIS)
- Manages the development and maintenance of the Human Resources sections of the company website, particularly recruiting, culture, and company information;
- Utilizes the HRIS system to collect and analyze pertinent HR personnel information that meet organizational and legal compliance needs.
Training and Development
Develops and implements programs which identify needs, improve skills and maximize the contributions of employees at all levels - including training needs assessment, new employee onboarding or orientation, management development, cross-training;
- Coordinates all Human Resources training programs and assigns responsibility within those programs. Provides necessary education and materials to managers and employees;
- Develops and utilizes plant specific personnel metrics;
- Assists with the development of and monitors the spending of the training budget. Maintains employee training records.
- Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights;
- Partners with management to communicate Human Resources policies, procedures, programs, and laws;
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation;
- Conducts investigations when employee complaints or concerns are brought forth. Facilitates conflict resolution among employees;
Monitors and advises managers and supervisors in the progressive discipline system of the company;
Reviews, guides, and approves management recommendations for employment terminations;
- Assists with implementation of company safety and health programs.
Establishes the company wage and salary structure, pay policies, and oversees any variable pay systems within the company;
- Uses market research to establish competitive pay practices and pay bands that help to recruit and retain superior staff;
- Monitors all pay practices and systems for effectiveness and cost containment;
- Manages time and attendance program and payroll system in a timely and correct manner.
Helps obtain cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings;
- Leads the development of benefit orientations and other benefits training for employees and their families;
Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention;
- Responsible for benefits open enrollment, terminations and changes including portal administration for all outside insurance and 401K vendors;
- Assists employees with insurance questions, issues, and discrepancies;
- Ensures all benefit plan materials distributed are updated and consistent with plan designs.
Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, and so forth. Maintains minimal company exposure to lawsuits;
- Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies;
- Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations;
- Manages administration of workers’ compensation program;
- Manages administration of employee leaves of absence including FMLA.
Education and Experience
- A Bachelor's degree in human resources, business administration or related concentration;
- A minimum of ten (10) years of progressive leadership experience in Human Resources positions.
Knowledge, Skills and Abilities
- Effective communication skills both verbally and in writing;
- Experience in management and supervision;
- Experience with HRIS data management systems;
- Computer skills, including MS Excel, Word, PowerPoint and Outlook;
- Effectiveness in building working relationships and working in multi-disciplined teams, including the ability to influence outcomes;
- Integrity and ability to lead by example;
- Self-initiative, ability to work independently and productively in a fast-paced environment;
- Ability to lift up to 25 lbs;
- Legal authorization to work in the United States without the need for sponsorship;
- Acceptable driving record with a valid driver’s license.
NOTE: Applicants must be able to work in remote, outdoor locations that feature rough terrain typical of construction and mining sites and to enter and work within facilities that include limited accessibility, moving machinery, and other conditions typical of a large industrial facility. Safety training will be provided.
- Graduate degree in Organizational Development, Human Resources, Management or Business;
- Experience with payroll and benefits administration;
- Great leadership skills and experience in a manufacturing or mining environment;
- HR experience with starting a new company;
- Effective negotiation skills;
- High level of proficiency working in MS Office and Human resource information system (HRIS);
- MSHA trained;
- SHRM certified.