Human Resources / Payroll Manager
4/11/2026
The HR/Payroll Manager is responsible for managing the full lifecycle of employment activities, including recruiting, onboarding, and benefits administration. They also oversee payroll processing, union reporting, and ensure compliance with federal, state, and local employment laws.
Salary
75000 - 90000 USD
Working Hours
40 hours/week
Company Size
51-200 employees
Language
English
Visa Sponsorship
No
Title: Human Resources (HR) and Payroll Manager
Reporting Manager: General Manager
Entity: Midstate Companies
Location: Lakeville, MN
FLSA Status: Exempt
Compensation: Annual Base Salary of $75,000 - $90,000 plus 10% Discretionary Bonus
POSITION OVERVIEW:
The HR/Payroll Manager is responsible for providing HR and payroll processing services to all employees within Midstate Companies. Key responsibilities include partnering with the General Manager and their key members (Trucking Manager, Shop Manager, Office Manager, Contracts and AR Administrator, Superintendents), as well as the Corporate Payroll Manager, Corporate HR Directors, the Chief Human Resources Officer (CHRO), and other corporate personnel. These partnerships will ensure company-wide and/or operating entity specific initiatives are implemented and managed within the Midstate operation.
Responsible for all activities of the HR function within assigned operating entity including the full lifecycle of employment activities (recruiting activities, new hire onboarding, benefits administration, time and pay administration, leaves of absence, enforcing company policies and practices) including full administration of HR/Payroll Systems (HRIS) and weekly/bi-weekly payroll processing (including certified payroll administration), and union reporting/administration.
ESSENTIAL JOB DUTIES:
Recruiting and Onboarding
- Partner with managers to ensure job descriptions are updated and effectively manage job requisition process in Company’s HRIS. Create job requisitions, post opportunities, screen applicants and coordinate interview and select efforts. Ensure candidate disposition statuses are updated.
- For union specific roles, partner with union associations to accelerate identifying talent and migrating such talent into organization. Utilize relevant trade associations and schools.
- Partner with General Manager to assess employee referral program bonus values for each job opening.
- Ensure post-offer, pre-employment applicants are migrated into the background screening phase and administer screening efforts according to Company policy.
- Migrate new hires into their onboarding process. Develop day one agendas, facilitate electronic onboarding experience, review company policies, coordinate safety overviews, summarize benefit offerings, and conduct employee introductions and facility tours.
- Ensure completeness of all new hire documentation (including I-9/E-Verify), acknowledgement forms, electronic consents, paid time off policy assignment, bonus target, etc. Acquire necessary details to properly account for employee level tax implications (city/state level) based on worksite locations.
- For non-union roles, coordinate initial new hire benefit enrollments within first 30 days of employment; ensure employee understands benefit coverage levels, carrier networks, resources, and value of total compensation package; ensure timely employee self service elections.
- Issue company equipment to employees including computers (and other similar devices), cell phones, personal protective equipment (and other similar safety items), etc. Properly maintain accurate related records.
HR/Payroll Systems (HRIS)
- Gain expert level knowledge of HRIS, ensure system is administered in accordance with corporate initiatives (i.e., applicant tracking system, onboarding, benefit enrollments/changes, employment changes, offboarding).
- Ensure all entries related to ongoing HR entry administration and payroll processing is completed and approved in a timely manner:
- Importing of timekeeping activities
- Auditing of payroll change reports, including employment changes, deductions, corrections, paid time off (holiday, sick, vacation), per diem, employee referral bonus awards, garnishments, etc.
- Ensure all benefit programs are properly administered in HRIS (plan eligibility, premium deductions, qualifying events, documentation, etc.).
- Administer all prevailing wage, certified payroll, fringe and union reporting activities.
- Partner with Corporate Payroll Manager to review and approve all pre-transmittal payroll activities, certified payroll activities, and union funding activities.
- Actively participate in the implementation and administration of upgraded HR/Payroll systems.
- Ensure employee self-service functionality is utilized (employee profile changes, paid time off and leave requests, sick pay administration, benefit elections, etc.
- Ensure system is fully utilized/optimized (including reporting capabilities).
HR Operations
- Maintain compliance with federal, state, and local employment laws and regulations including state-mandated laws.
- Ensure HR policies/practices are administered, communicated and enforced.
- Gain a detailed understanding of each applicable union’s collective bargaining agreement, wage requirements, health and welfare requirements, etc. Leverage the company’s HRIS to administer union related dues, deductions, earnings, benefit accruals and timely funding to each application union.
- Frequently assess opportunities to ease administrative burdens; support the company’s paperless environment initiatives as well as the adoption of a single set of user practices across all entities.
- Generate and disseminate relevant reports to General Manager and their managers that serve as a tool to monitor trends of the operating entity. Educate team on retention and culture/climate trends and opportunities for improving business performance.
- Partner with Corporate Director HR Operations to ensure proper administration of leave of absence policies/practiced.
- Partner with General Manager (and their management team) to advise on disciplinary matters in accordance with company policies. Partner with CHRO on related documentation (warnings, performance improvement plans, termination letters).
- Ensure HR document management and retention practices are compliant and consistent with company standards; utilize adopted HR record management systems.
- Actively lead annual benefit open-enrollment initiatives, safety days (and related onboardings), seasonal off-boardings, etc.
- Serve as the entity’s Equal Employment Opportunity (EEO) Officer and appropriately respond to inquiries / concerns. Provide training to managers on their responsibilities and reporting protocols.
- If applicable, review annual 1391 EEO reporting requirements and submit related federal jobs and through the Federal Highway Administration website.
Other
- Every employee within our operating entities will be assigned duties that may not be aligned with their particular function, but critical to keep the Company operating effectively. Therefore, additional non-HR/Payroll duties may be assigned.
- Maintain effective working relationships with all personnel and actively participate in related team meetings.
- Develop deep and effective working relationships with General Manager and their teams.
- Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Provide recommendations.
- Serve as a customer-service minded resource for all employees by being available and accessible to discuss HR related issues.
- Immediately escalate all risk situations or special inquiries to CHRO.
- Serve as a back-up to key support positions when assigned.
- Maintain confidentiality of information at all times.
- Complete other duties as required.
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES:
- A minimum of 5 years of HR and payroll experience.
- Bachelor’s Degree in related field and/or HR certification preferred.
- Full employment lifecycle experience (recruiting, new hire onboarding, benefits and pay administration, leave of absence, HR/Payroll system administration).
- The following experience is strongly preferred:
- ADP WorkforceNow HRIS/Payroll
- Certified payroll administration and reporting
- Union administration
- Construction industry, including heavy highway industry experience
- Workers’ compensation and safety related administration
- Knowledge of personnel policies, recordkeeping requirements, procedures, practices and general employment laws.
- Proven experience effectively developing relationships with all internal and external stakeholders.
- Proficient with Microsoft Office applications including Word, Excel, PowerPoint, Office 365, etc.
- High degree of accuracy and attention to detail, excellent critical thinking skills, and ability to work in a fast-paced environment; ability to prioritize among competing duties/projects.
- Exceptional written, verbal and presentation communication skills; customer service minded approach in all interactions.
- Demonstrated skills in persuasion and consensus-building coupled with effective negotiation skills.
- Experience working with a diverse workforce and multi-site environment.
- Flexible, dependable, confident and accountable; ability to maintain confidentiality and navigate sensitive issues.
WORKING CONDITIONS AND PHYSICAL DEMANDS:
- Works in an indoor office relatively free from environmental conditions or hazards.
- Use of office equipment and computers.
- Occasional lifting of supplies and materials from time to time.
- Positions in this class typically include extended sedentary periods, talking, hearing, seeing, grasping, movement and repetitive motions.
DISCLAIMER:
To perform this job successfully, an individual must be able to perform each essential job responsibility satisfactorily. This job description is not to be construed as all inclusive. Employees may be required to perform any other job-related task as requested. Reasonable accommodations may be considered and implemented to enable individuals with qualified disabilities to perform the essential functions.
All SurfaceCycle operating companies, including Midstate Companies is an equal opportunity employer.
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