Senior Human Resources Generalist, Learning and Development

COMPANY INFORMATION

Delta Dental of Minnesota is the largest regional provider of dental benefits, passionately serving over 7,000 Minnesota and North Dakota-based purchasing groups and 4.5 million members nationwide. We provide a work environment that engages each individual while encouraging growth and professional development. We are proud to be named a Top Workplace employer for several consecutive years and value our team members for building this reputation.

GENERAL SUMMARY

The Senior Human Resources (HR) Generalist position provides a full range of HR services and support to the organization while implementing HR strategies and solutions to meet the needs of the company-wide business partners. This role combines broad human resources expertise with deep knowledge and expertise in learning and development.

The Senior HR Generalist role will work closely with the HR Director and other HR leadership in developing, implementing, and evaluating ongoing HR initiatives primarily in the learning and development area, in addition to performance management, talent acquisition, and employee relations, leave management, process improvement, metrics, regulatory compliance, policies, programs, and activities. This includes supporting strategic direction, processes, and relationship building with all external and internal business partners in a manner that results in the highest quality, most efficient, and cost-effective outcome, providing advice and support to management regarding various human resources matters.

The Senior HR Generalist role will be responsible for evaluating, designing, and implementing learning and development initiatives that strengthen employee capabilities, leadership effectiveness, and organizational performance. Translates business priorities into practical, measurable learning and development solutions by providing strong consulting, facilitation, project management and relationship building skills, along with a passion for creating a culture of continuous learning and professional growth.

This position will be with Stratacor, an affiliate of Delta Dental of Minnesota.

Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or assume sponsorship of employment authorization at this time.

ESSENTIAL FUNCTIONS

Learning and Development

• Develop and execute learning and development strategies aligned with organizational objectives, workforce needs, and business priorities.
• Assess organizational and individual learning needs through consultation with leaders, employee feedback, performance data, and skill gap analyses.
• Design, develop, and facilitate engaging learning experiences using instructor-led training, virtual learning, e-learning, coaching and blended learning approaches.
• Lead the development and delivery of programs focused on leadership development, manager effectiveness, communication, collaboration, engagement, professional skills, etc.
• Establish and maintain structured learning pathways that support onboarding, role-specific proficiency, career progression, and leadership readiness.
• Evaluate program effectiveness using participation data, learner feedback, knowledge assessments, behavior change, and business outcomes.
• Maintain and optimize learning management systems (LMS), learning content, and development resources.

Talent Acquisition

• Proactive member of the Talent Acquisition team focusing on the recruiting efforts. Coordinate talent acquisition functions for exempt and non-exempt employment, including but not limited to: recruitment, orientation, onboarding, and training.
• Provides strategic Talent Acquisition support to hiring managers by creating and executing a staffing strategy for each position, resulting in a qualified talent pool of candidates. Responsible for identifying and determining recruiting needs that include the knowledge, skills, abilities, and other qualifications required.
• Coordinates and supports talent acquisition processes. Interview candidates, attend career fairs, and assist managers with job descriptions and requisitions. Partner with agencies on temporary labor.
• Establishes a highly efficient talent acquisition workflow through effective partnerships with the HR team.

Employee Relations

• Provides consultation to employees and management to ensure effective management of employee relations issues. Assists, follows, coaches, and maintains documentation for progressive discipline and standards of conduct, while consulting HR leadership on escalated and formal corrective action matters.
• Assists all employees in answering questions regarding our company programs and policies, including our employee benefits, leave of absences, attendance, etc. Ensures compliance with all applicable laws and regulations. Establishes and enforces all HR policies and procedures.

Compliance

• Consults with management regarding completion of job descriptions, salary action change forms, and other performance/coaching documents.
• Collects, files, and maintains employment records, monitors retention requirements, and ensure department processes are followed; includes personnel and benefit files, Form I-9, voluntary surveys (Veteran and EEO), attestations, etc.
• Updates and maintains records relating to department compliance activities, partners with HR and Legal team members to review and update policies, and consults and updates the Chief Compliance Officer (CCO) on annual review and monitoring progress.
• Maintains and updates employee records and HR databases with accuracy. Supports team in data integrity review.

Other

• Work on additional projects/duties as part of the long-term strategy of building a best-in-class human resources function.
• Recommend and implement process improvements to enhance HR compliance and efficiency.
• Performs other duties as assigned.

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the team member. Duties, responsibilities and activities may change or be assigned at any time with or without notice.

KNOWLEDGE, SKILLS AND ABILITIES

Required:

1. Deep expertise in adult learning principles, instructional design, facilitation, and learning program evaluation.
2. Strong consulting skills and the ability to translate business challenges into effective talent development solutions.
3. Excellent presentation, communication, facilitation, and interpersonal skills.
4. Excellent project management, organizational, and execution skills.
5. Ability to establish and maintain effective and collaborative working relationships with executives, hiring managers and members ofg the HR team in order to create a seamless and highly efficient sourcing and selection workflow.
6. Demonstrated experience in the selection, implementation, and day-to-day coordination of a talent acquisition system that effectively attracts, captures, and deploys candidates against opportunities while tracking all decisions.
7. High attention to detail and accuracy; excellent organizational skills. Balance, prioritize, and organize multiple tasks or projects at one time.
8. Proactive individual with the ability to work autonomously and with a team.
9. Exceptional communication, superior customer service and relationship building skills.
10. Ability to handle confidential and sensitive employee information with discretion.
11. Proficient in MS Office Suite, LMS, applicant tracking, and HRIS technology.
12. Demonstrated ability to balance strategic initiatives with hands-on HR responsibilities.

Preferred:

1. Professional HR certification.
2. Learning and development or instructional design certification.
3. Experience with leadership development frameworks and competency models.
4. Experience optimizing and LMS or other learning technologies.

EDUCATION AND EXPERIENCE

Required:

1. Bachelor's degree in Human Resources or related degree or demonstrated equivalent relevant experience.
2. Five to eight years of human resources experience with significant hands-on experience in learning and development.
3. Experience partnering with managers and leaders on talent development, performance management and organizational effectiveness.
4. Knowledge of core HR practices, including employee relations, onboarding, performance management, and employment compliance.

Preferred:

1. HR Certification such as PHR, SPHR, SHRM-CP, SHRM-SCP

WORK ENVIRONMENT/PHYSICAL DEMANDS

1. Travel Requirements: Minimal - average 2 weeks per year to Bemidji Office location
2. Weight Lifting Requirements: Up to 20 lbs.
3. Sedentary Work: Prolonged periods of sitting at a workstation, working on a computer

RELATIONSHIPS

1. Reports To: Director of Human Resources
2. Directly Manages: N/A
3. Internal Relationships: Team members and management team
4. External Relationships: Vendors, applicants, providers

BENEFITS & COMPENSATION

Benefits for this position include medical, dental, vision, and life insurance; disability coverage, flexible spending plans, a 401(k) plan, Paid Time Off (PTO) and Holidays. Visit https://www.deltadentalmn.org/employee-benefit-packages for more information.

The starting salary range for this position is $74,000 to $92,500 annually. Salary offers will typically be made in the listed range. The Company takes into consideration a candidate's education, training, and experience, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value, including merit process and internal pay alignment when determining the salary for potential new team member's. In compliance with state and federal regulations, a potential new team member's salary history will not be used in compensation decisions.

EQUAL EMPLOYMENT OPPORTUNITY (EEO) STATEMENT

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)