• Serve as the U.S. Leadership Team’s advisor on HR operations, compliance, employee relations, talent acquisition, employee lifecycle processes, and people-risk trends. • Provide data-driven insights (HR metrics, payroll trends, engagement, and attrition) to inform workforce planning and business decisions. • Identify emerging people and operational risks (retention, compliance gaps, payroll errors, benefit gaps) and implement mitigation strategies. • Partner with the Managing Director to shape US business strategy, ensuring that people implications are considered in all major business decisions (e.g., expansion, restructuring, M&A). • Lead change management efforts for regional initiatives, ensuring smooth adoption of new processes, systems, or organizational structures. • Partner closely with the Head of Professional Development & Enablement to connect consultant staffing, capability, performance, and career-development insights with HR operations, recruiting, compliance, employee relations, and people-risk actions. • Provide HR governance, documentation, compliance, and employee-risk support for performance review cycles, promotion processes, and talent review discussions led by the Head of Professional Development & Enablement. • Translate consultant capability and staffing insights into recruiting execution plans, onboarding needs, retention actions, HR process improvements, and employee lifecycle support. • Share employee relations, attrition, onboarding, offboarding, engagement, and manager-effectiveness themes that may signal broader consultant experience or capability-development needs. • Maintain clear decision rights between HR operations and professional development to avoid duplication across manager enablement, performance management, career growth, and workforce planning. • Own day-to-day employee administration, ensuring accuracy, timeliness, and compliance with US tax and labor regulations (federal, state, local). • Own the end-to-end employee lifecycle for the region, including onboarding, transfers, leave of absence, offboarding, a warm and structured onboarding, and a thoughtful and compliant offboarding experience. • Support HRIS data integrity, reporting, and system maintenance. Identify opportunities for processing automation and efficiency gains. • Ensure employee records, personnel files, and HR documentation are updated in line with legal and audit requirements. • Support compensation and benefits activities, including salary reviews and bonus cycles, making sure they’re processed accurately and in line with guidelines. • Identify and implement process improvements and automation opportunities to increase efficiency and scalability. • Partner with payroll and benefit vendors and Finance to execute payroll, validate outputs, and resolve discrepancies. • Act as the primary escalation point for all payroll-related inquiries and issues. • Oversee and administer employee benefits programs, including health, insurance, retirement, and wellness offerings including managing the vendor relationships and performance, conducting audits to resolve discrepancies and ensuring a high-quality service delivery. • Lead annual benefits cycles, including open enrollment and benefits optimization aligned to employee needs and company strategy. • Ensure the accurate execution of the salary review processes, bonus cycles, and total rewards program. • Provide expert guidance to employees and managers on compensation, payroll, and benefits queries. • Own full-cycle recruitment execution for the US region, including role intake, job postings, sourcing, screening, interviewing, offer negotiation, and pre-employment checks. • Partner with hiring managers to define role requirements and develop effective recruitment strategies. • Support employer branding efforts and candidate experience initiatives in partnership with Marketing, hiring managers, and regional leadership. • Track and report on recruitment metrics including time-to-fill, source effectiveness, candidate pipeline quality, offer acceptance, process bottlenecks, and hiring manager responsiveness. • Monitor and ensure compliance with US employment laws (e.g., FLSA, FMLA, ADA, Title VII, state-specific regulations, wage and hour requirements, leave obligations, and remote-work considerations). • Serve as the primary expert for complex employment matters, including terminations, misconduct, performance escalations, leave/accommodation issues, and contract or policy disputes. Support on cases from intake through resolution by preparing documentation, advising leaders, coordinating with external counsel when needed, and mitigating legal and employee-relations risk. • Maintain compliance with I-9/E-Verify, visa sponsorship, and remote work regulations. • Own and coordinate internal audits, regulatory reporting, and recordkeeping (including EEO-1, AAP where applicable, and other compliance filings). • Serve as a primary point of contact for employee inquiries, providing clear, empathetic guidance on HR policies, benefits, and procedures. • Provide thoughtful, practical guidance to People Leaders on operational, compliance, and employee relations topics – always with an eye on what’s fair, legal, and aligned with our values. • Introduce and maintain manager enablement tools, including documentation guides, employee relations templates, difficult-conversation guides, leave and accommodation resources, onboarding/offboarding checklists, and policy FAQs. • Partner with the Head of Professional Development & Enablement on any tools related to consultant coaching, career development, promotion readiness, or capability building. • Support the Head of Professional Development & Enablement with performance management, especially in sensitive cases.

• Shaping the future of leadership and organizational development within a global team • Taking responsibility for project-based tasks with a high degree of independence • Involvement in global projects, e.g., product launches, marketing, and business modeling • Contributing to the development and management of products and materials for trainings and workshops • Analyzing and supporting the implementation of relevant projects, including marketing and communications

Title: Human Resources Manager - Hybrid Location: Minneapolis, MN $67,500 ‒ $73,500 Annually Job Title: Human Resources Manager Department: Operations Primary Location: Minneapolis Avenues Reports To: Associate Executive Director Employment Status: Full-Time, Salary Exempt Core Schedule: 40 hours/week, Hybrid (3 days in office, 2 remote) Pay Range: $67,500 – $73,500 per year Organizational Information Avenues for Youth provides emergency shelter, transitional housing, rapid re-housing, collective housing, and host homes housing for youth and young families experiencing housing instability and homelessness. We strive to do that in a safe and nurturing environment through a social justice lens. Avenues seeks to partner with youth and young families while they define their experiences, life dreams, and future. Our work takes into account historical trauma, systems of oppression, and intersectionality while being grounded in the power of resiliency, healing, and community. Key Responsibilities The following duties are normal for this position. These duties are not to be construed as exclusive or all-inclusive. Overview This role keeps Avenues for Youth’s HR operations running smoothly, focusing on supporting about 50+ full- and part-time staff working across our programs. The Human Resources Generalist provides reliable day-to-day support for staff and managers, helps maintain established HR processes, and serves as the point person for practical HR problem-solving. Recruitment & Onboarding - Support managers with recruitment, job postings, candidate screening, and background checks. - Coordinate onboarding and orientation for new hires. - Keep job descriptions and staff lists organized and current. - Employee Relations & Engagement - Main contact for staff and managers regarding HR policies, general questions, and problem-solving - Guide and support managers in handling disciplinary actions and terminations in line with policies and legal requirements. - Maintain confidentiality and follow HR policies for employee matters. Compliance, Policies & Records - Understand and work in line with all federal and state labor laws and requirements. - Keep established HR policies and handbook up to date, focusing on practical, regular improvement - Assist with agency training and compliance reporting - Maintain accurate digital personnel and HR records. Performance Management & Staff Development - Distribute, collect, and track annual performance reviews for all staff at year-end. - Offer clear guidance to managers and staff on completing review forms, encouraging fair, thoughtful, and specific feedback. - Promote ongoing performance conversations and reinforce the importance of regular feedback - Provide resources for workplace practices and staff development. Compensation & Benefits - Process bi-weekly payroll and manage benefits administration, including enrollments, changes, and terminations. - Coordinate annual Open Enrollment and communications with benefit brokers. - Address payroll and benefit questions and ensure all processes are completed accurately and on time - Conduct exit interviews and support staff with post-employment benefit transitions - Respond to unemployment and workers’ comp claims. Qualifications Education & Experience: - Bachelor’s degree required. - Minimum 4 years of Human Resources experience, preferably in nonprofits. - Knowledge of HR laws, regulations, and best practices. Skills & Attributes Technical & Analytical • Strong skills in HR software and Microsoft Office Suite. • Ability to gather and analyze data for decision support. • Strong writing, verbal, and presentation skills. Interpersonal & Professional • Welcoming communicator, able to work well with staff and managers. • Practice good judgment, professionalism, and adaptability. • Understanding power, privilege, and systems of oppression as they relate to the workplace. • Sensitivity to the needs of youth experiencing homelessness. Organizational & Confidentiality • Able to manage multiple tasks, work independently and cross-functionally, and adapt quickly. • Commitment to maintaining confidentiality of personnel, financial, legal, and program participant information. Background Check All Avenues for Youth employees must pass a background check, including a Minnesota Department of Human Services background study. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the

Role Description Join the Benefits team and help make a difference for all employees! The team provides HR assistance to organizational employees in the form of accurate, consistent and timely responses to inquiries from various contact channels – phone, chats and HR cases. The role of the HR Assistant II in the Live Support Benefits organization is to serve as a first point of contact for employee related inquiries and holistic case management services, including but not limited to financial, health, and internal review to meet compliance with corresponding benefit plans as defined by the organization. The MHLS Benefits organization is dedicated to servicing the Benefits space, interacting with organizational employees in a way that earns trust by providing accurate information and resolving issues. This role requires critical thinking and fact-finding skills to make decisions that support the entire benefits process from intake to case management support. In this role, successful candidates will demonstrate: - Excellent organizational and time management skills. - Strong customer service focus with the ability to prioritize quality and customer experience. - Excellent verbal and written communication skills. - Ability to understand benefit terms and programs. - Being quick to act and address customer issues while demonstrating strong judgement/decision making. - A high degree of ownership and the ability to handle sensitive situations with care and empathy. - Ability to work within fast-paced environment requiring ability to quickly pivot through several communication forms, prioritization of work to be completed as well as follow-through, and execution with attention to details while always keeping the customers’ needs first. Qualifications - 2+ years’ experience working in Benefits or Human resources (preferably in a contact center or shared service environment). - Experience with rapid and complex changing work environments. - Outstanding customer service and communication skills. - Ability to adapt to a flexible working environment. - Technical aptitude and proficiency with Microsoft Office Suite or similar software. Requirements - Bilingual in Spanish (a plus but not required). Benefits - Medical, dental & vision. - Critical Illness, Accident, and Hospital. - 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available. - Life Insurance (Voluntary Life & AD&D for the employee and dependents). - Short and long-term disability. - Health Spending Account (HSA). - Transportation benefits. - Employee Assistance Program. - Time Off/Leave (PTO, Vacation or Sick Leave). Company Description Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing® double diamond winner for both client and talent service.