Job Description: Director of Human Resources (Department of One)

Experience Level: 7–12 Years

Location: Bloomington, MN

Reports To: Chief Financial Officer (CFO)

The Opportunity

Due to an upcoming retirement, we are looking for a versatile and highly autonomous Director of Human Resources to lead our people operations. Reporting directly to the CFO, you will play a dual role: serving as a strategic partner in managing our greatest asset (our people) while maintaining a sharp eye on the operational efficiency of the HR function. As a department of one, this role acts as both the lead strategist and the primary point of contact for all things people-related. The role manages the entire employee experience – from hiring, onboarding to benefits, compensation, payroll and compliance while partnering directly with leadership to shape company culture. The HR Director balances high-level planning with daily hands-on execution, ensuring the organization stays compliant, organized and supportive of every team member. This is the perfect role for an HR leader who can balance big-picture thinking with an ability to manage the details.

Company Description

Saint Paul Commodities (SPC) is a leading independent platform for aggregation, trading, and logistics in the renewable market across the United States. For nearly two decades, SPC has been a trusted partner in streamlining the buying and selling of fats and oils. Leveraging a vast logistical network and robust processing capabilities, SPC consistently delivers exceptional service and high-quality products to its customers. The company is committed to driving efficiency and innovation in the renewable energy sector.

Core Responsibilities

Leadership Partnership & Coaching

Partner with leadership to provide expert advice on team structures, workforce planning, future succession and change management.
Lead and drive the semi-annual 4 Box talent review process.
Coach and mentor managers, helping them navigate leadership challenges, professional development, disciplinary actions and the nuances of managing teams.
Design and implement performance management processes that drives accountability and professional growth.
Formulate partnerships across the organization to deliver value-added services to management and employees that reflect our business objectives.
Identify organizational training needs and partner with the leadership team to implement effective development solutions.

Employee Engagement & Culture

Lead a comprehensive employee engagement strategy to foster a high-performance and high-retention environment.
Design and analyze employee engagement surveys, translating data into actionable initiatives that improve morale and productivity.
Conduct regular meetings with management and employees to ensure that business needs are consistently met from an HR perspective.

Total Rewards, Payroll, Benefits & Compliance

Run the payroll processing for two companies including the management of third-party administrators and/or vendors
Handle the technical side of payroll including state tax set up and notices, child support and garnishments.
Manage our benefits programs, including 401k processing and administration, annual renewals, and monthly invoice reconciliation.
Partner with external brokers to develop a comprehensive benefits strategy that ensures high-quality, cost-effective offerings for the organization and employees.
Manage the annual compensation process ensuring a competitive compensation structure that balances fiscal responsibility with the need to attract and retain top talent.
Maintain in-depth knowledge of legal requirements and multi-state employment laws to reduce risks and ensure full regulatory compliance including all federal and state filings.

Employee Lifecycle & Relations

Manage the full employee life cycle, including recruiting, onboarding, benefits enrollment, status changes and termination processing.
Manages and resolves complex employee relations issues through the conduct of fair, thorough and objective investigations.
Provides HR policy guidance, interpretation, and implementation. Develop solutions, programs and policies that proactively address evolving business needs.

Qualifications

Experience: 7–12 years of progressive HR generalist experience, with at least 2–3 years in a leadership role.
The "Solo" Factor: Proven experience operating in a small-to-midsize business (SMB) or startup environment where you were the primary or sole HR practitioner.
Advisory Skills: Demonstrated ability to influence and challenge senior leadership in a constructive, professional manner.
Education: Bachelor’s degree in HR, Business, or a related field. SHRM-SCP or SPHR certification is highly preferred.
Technical & Analytical Skills: Deep familiarity with HRIS/Payroll platforms and Proficient in Google Suite. Strong analytical and problem-solving skills with a focus on continuous improvement.
Communication: Excellent verbal and written communication skills with an ability to exercise judgment and act with integrity

Why This Role?

This position offers the unique opportunity to refine and elevate an existing HR function to better serve a growing organization. Reporting to the CFO ensures that HR has a direct line to the core of the business, allowing you to make a significant and measurable impact. We value a "builder" mindset. This is an individual contributor leadership role that requires a high degree of self-starting and the ability to pivot between tactical execution and long-term strategy.

Saint Paul Commodities

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