Human Resources Business Partner (HRBP)

Who We Are Metropolitan Alliance of Connected Communities (MACC) makes collaboration real. We are a collaborative network of more than 60 human services nonprofits focused on generating solutions together to better serve the individuals and families in our communities. Our network creates capacity for innovation by bringing together new partners, creating space for new ideas, and working together to create solutions that build community well-being. Why You ll Love Working Here At MACC, we believe that everyone has the right to well-being. We envision a future where individuals and families live in strong, healthy, vibrant, and equitable communities. We also believe human services and nonprofits play a vital role in building and fighting for the future we envision. As a part of our team and growing network of non-profits, you will have the opportunity to enrich our work by adding your voice to our collective mission to develop new structures and solutions and build a more equitable society. Wages and Benefits $60,000 - $70,000 annual salary range, dependent on amount of HR consultation experience; generous Paid Time Off (PTO), 24 hours of paid employee volunteer time, plus nine paid holidays and three floating holidays; competitive health, dental, and vision insurance; Health Savings Account (HSA), and options for Flexible Spending Accounts (FSA). There is employer paid basic life insurance with the option for additional coverage paid by the employee. The employer pays for Accidental Death and Dismemberment (AD&D) and long-term disability insurance. MACC sponsors a retirement plan with a 4% employer match plus a 2% employer contribution after one year of service and immediate vesting. Schedule This is a hybrid position that includes travel to member sites for some workdays and has the option to work from home or from MACC's office in Northeast Minneapolis, if preferred. The schedule for this role is Monday through Friday, and general business hours are between 8am and 4:30pm. Please note that driving is required for this role. MACC is hiring a Human Resources Business Partner (HRBP) who will support the Human Resource needs of an assigned portfolio of human services nonprofit organizations that subscribe to MACC s Human Resource service. The incumbent serves as the primary point of contact for executives, managers and employees on general HR issues. The primary HR functional areas supported by this position include performance management, employee relations, policy development, implementation and interpretation, affirmative action and employment law compliance. Responsibilities will include the following: Coordinate HR service delivery for assigned member organizations Working collaboratively with member organization senior leadership and other MACC HR staff, the incumbent develops and maintains a member organization-specific HR roadmap that guides the delivery of HR services to the member organization over the course of time. The roadmap is reviewed periodically and kept up to date as the member organization s needs evolve. Ensures that each supported member organization has an up-to-date, legally compliant employee handbook in alignment with MACC s standard handbook template. The incumbent interprets the content of the handbook to managers and employees in response to individual inquiries. Personally delivers other in-scope HR services, such as coordinating for the annual performance appraisal and wage increase cycle, periodic administration of employee engagements surveys, harassment awareness and prevention training, and compensation analysis. Guides managers and employees to the various specialists within HR when they have specific questions related to payroll, benefits, staffing or reporting. The incumbent works assertively as a customer advocate to resolve any cross-functional service delivery issues. For member organization needs that are outside the scope of MACC s HR subscription service, the incumbent may recommend ther resources to fill the member organization s need. Attends member organization leadership and/or staff meetings as requested by the member organization. Holds office hours on site at each member, and available specifically for management for each member at least monthly in order to provide value and support for managers. Coach and support managers and supervisors The incumbent provides coaching and advice to managers on a range of talent management, employee relations and performance management topics: Advises managers and supervisors on application of the progressive discipline process in specific situations, including review of warning memos and Performance Improvement Plans. When a manager proposes to terminate an employee involuntarily due to poor performance, the incumbent reviews the information collected during the progressive discipline process and makes a recommendation whether or not to proceed. When appropriate, the incumbent consults with legal counsel to inform the recommendation. When a credible accusation of employee misconduct is raised, the incumbent may be called upon as an impartial third party to conduct an HR investigation of the alleged misconduct. Findings of the investigation are reported to the appropriate level of management. When a manager has a need to write a new job description, or significantly update an existing description, the incumbent reviews the proposed description to ensure clarity of content and alignment with best practices. During the annual performance evaluation cycle, the incumbent responds to questions from managers regarding appropriate language to include in the appraisal. Advocate for employees Although the HRBP s primary contacts are with members of management, the incumbent is also accessible to employees who have concerns that they are being treated unfairly, or who believe they have knowledge of inappropriate activities being conducted or tolerated by management. When necessary and appropriate, the incumbent will advocate for the interests of employees. Maintain compliance When a former employee files a claim for unemployment benefits, the incumbent works with the manager of the former employee to prepare an appropriate response. If a contested claim progresses to the stage of a hearing, the incumbent assists the manager in preparing for the hearing. Working collaboratively with the member organization s designated Equal Employment Opportunity Officer, the incumbent develops and maintains affirmative action program documents, files EEO-1 report annually (if required), maintains other records, and reports and logs to conform to EEO/AAP regulations. Based on the content of job descriptions, advises managers on FLSA classification of positions. Prepares annual compliance reporting and application for workforce certificate when applicable. An understanding of other compliance as required, dependent upon the member.

Created: 2026-01-19