TITLE: Human Resources Manager
LOCATION: Maple Grove, MN 

This person's duties will be directing, administering, and coordinating recruiting, compensation, benefits, training in support of the policies, goals, and objectives established by the Chief Executive Officer and the Board of Directors.  Specific responsibilities include recruitment, training and development, design of an Affirmative Action Plan, EEOC, compensation, and benefits. This person will need to be capable of managing the human resources of the entire firm and all of its offices as well as be a true partner with the CEO and COO in growing the firm. The human resources director (or executive) will act as firm representative to its employees and shall be a partner in the management team. 

*this position reports directly to the CEO



  • Develop the professional systems for compensation, benefits, employee relations, staff training and development and recruitment consistent with the policies of the Board of Directors and the CEO.
  • Monitor and evaluate the professional systems of the firm.
  • Design and administer an employee evaluation and merit pay program for all employees.
  • Design and administer staff recruiting, training and development plans for the Firm.
  • Design and administer a discretionary distribution program for all Employees.
  • Design and administer a benefits plan for the Firm.
  • Design and administer the Firm's Employee Relations programs, i.e., Affirmative Action, equal employment opportunities, etc.
  • Participate in all procurement and termination decisions.
  • Facilitate the onboarding process for new hires including, but not limited to, working with admin to facilitate workstation prep, working with the supervisor to develop a training plan and a plan for their first weeks of employment, helping by giving newcomers an orientation to our systems and processes.    
  • Maintain frequent communication with the other offices and visit each satellite office quarterly at a minimum.  Not sure this job description indicates a necessity to be able to travel. 
  • Familiarity with use of psychometric evaluations like the Harrison Assessment is a very desirable trait.
  • Assist in setting up new files and maintaining existing files in the firm personnel databases; maintain paper HR files; generate HR reports in databases as required.
  • Track requirements for changes and update Employee Handbook annually.
  • Maintain applicant database, distributing resumes, setting up interviews, sending out correspondences.
  • Responsible for ensuring proper and timely administration of exempt and non-exempt wage reviews and performance appraisal program. Work with the COO and CFO in setting up, monitoring, and implementing performance incentives.
  • Promote and monitor company-training activities, serve as liaison to any/all governmental or community agencies and legal representatives as they relate to the employment or employee relations functions of the firm.
  • Develop job descriptions, perform job analysis, create appropriate salary structures and ensure that all jobs are evaluated and placed accurately.
  • Insure the firm is in complete compliance with the American Disabilities Act (ADA).
  • Coordinate employment-hiring procedures to include internal and external advertising of position vacancies and notification. Maintain files of applicants for employment.
  • Coordinate the internal promotion and transfer program by ensuring that position vacancies are posted, that employee applications are reviewed, interviews are scheduled, and internal applicants receive notification of the selection made. Coordinate the placement of external employment applicants into position vacancies by advertising/listing positions.
  • Pre-screen applicants, check references, refer qualified applicants to the hiring department for consideration, coordinate internal approvals and conduct new employee orientation.
  • Assist with facilitating the performance management process, at year end and throughout the year.  Including, but not limited to, providing support to team leaders/supervisors when faced with performance management issues.
  • Manage and maintain all Corporate level Safety & Health programs. (ISNET, BROWZE, e-rail safe, etc. etc.

Education & Experience:  Bachelor's Degree in Human Resources Management or related field and five years' experience as generalist in the field. Knowledge of applicable Federal/State statutes and regulations. Working knowledge of word processing and computer spreadsheet applications. SHRM certification is desirable, as is experience working in a human resources role in an engineering company.

Language Skills:  Ability to initiate and write reports, correspondence, and procedure manuals.  Ability to effectively present information and respond to questions from current, past, and future employees and staff. Ability to be an integral part of the management team and participate in the motivation of personnel.

Reasoning Ability:  Ability to define problems, collect data, establish facts and draw valid conclusions.  Ability to understand and collaborate with the management team on design and implementation of financial incentives.

Other Skills and Abilities:  Must have strong computer literacy and be proficient in the following computer software:

  • Spreadsheet software (Microsoft Excel; Specialized HR software)
  • Word Processing (Microsoft Word)
  • Database Software (Microsoft Access, Specialized HR software)
  • General (Microsoft Windows)
  • Scheduling/project management
  • Accounting software (Ajera)

Company History:  Pinnacle Engineering is entering its 28th year of business as a Family Held Environmental Engineering Corporation.  Pinnacle serves the environmental response and engineering needs of large privately held corporations throughout the upper Midwest.  The current staff is approximately 50.  Pinnacle finds itself in a period of rapid growth and constant change.  The firm consists of incredibly talented and hardworking individuals.  The position described below is a culmination of activities covered to varying extents by other key employees.  The Founder is putting in place a transition plan that includes additional family members and key members of the Pinnacle staff.

Pinnacle Engineering is an equal opportunity employer. Employment selection and related decisions are made without regard to sex, race, age, disability, religion, national origin, color or any other protected class in accordance with federal, state or local laws or regulations.




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Pinnacle Engineering is an equal opportunity employer. Employment selection and related decisions are made without regard to sex, race, age, disability, religion, national origin, color or any other protected class in accordance with federal, state or local laws or regulations.