Senior HR Generalist

Center for Energy and Environment
Organization Summary


Center for Energy and Environment is a clean energy nonprofit headquartered in the North Loop of Minneapolis with programs in St. Paul, and the Upper Midwest. We provide practical energy solutions for homes, businesses, and communities to cut energy waste and harmful emissions. We collaborate regularly with field peers and partners, and we employ curious people who enjoy learning and contributing to the Midwest’s quality of life and economy. Our workplace invites open door communications, respect for diverse backgrounds and points of view, and an emphasis on work-life balance.

Posting Date
Closing Date
Location in MN
Job type


Dependent upon qualifications and experience, we expect the hiring range for this position will be $72-$78k.

Primary Duties

Senior HR Generalist

The Senior HR Generalist is responsible for providing support and solutions to staff and leaders at Center for Energy and Environment, all along the employee lifecycle in support of organizational business objectives.  The Senior HR Generalist will partner with HR staff and leaders with regard to talent attraction, retention and engagement, performance, total rewards, employee relations, and policy interpretation and application. Additional responsibilities include needs assessment and delivery of training, safety, and onboarding. This position requires a data-driven, analytical, collaborative and influential HR professional.  While this is an individual contributor role, the Senior HR Generalist will work across teams to improve the candidate and employee experience at CEE.

This is a regular full time exempt position that provides a wide range of benefits including Paid Time Off (PTO), affordable medical, company-paid dental, life and long-term disability insurance, paid parental leave, and retirement plan.  This position reports to the Director of Human Resources.

Responsibilities and Tasks:

  • Employ approaches that maximize results, mitigate risks, and improve business effectiveness.
  • Ensure HR services are delivered in compliance with corporate policies and procedures, applicable laws, and DEI initiatives.
  • Establish and cultivate internal relationships with key stakeholders to execute initiatives that support the business.  Develop and maintain strong networks (informal and formal) with internal and external partners, and stakeholder communities
  • Promote an inclusive and supportive culture. Ensure employee concerns, complaints or workplace conflict is addressed and resolved timely, fairly, and equitably. Work to include all voices.   Ensure diversity, equity, and inclusion (DEI) are considered throughout all HR processes.
  • Demonstrate and promote a culture of continuous improvement that respects learning and a commitment to CEE’s mission, vision, and values.
  • Create and execute project plans, including insightful data, success measures, detailed timelines, influential presentations, and written communication
  • Chair or represent HR on organizational or industry committees
  • Support and maintain HRIS and other systems. Build reports as needed.
  • Determine and evaluate metrics, reports, dashboards, and deliverables of the HR department in relation to established goals. Recommends new approaches, policies, and procedures.
  • Research and seek out trends and best practices. Expand knowledge of relevant laws, regulations, and environmental changes that could affect HR.
  • Other tasks as assigned or apparent.


Training and Talent Development

  • Assess and identify organization-wide training needs and develop an annual training plan; secure external training when needed. Develop and deliver manager training on HR related functions (e.g., handbook/policies, employment law, performance review, feedback, coaching and supporting employees), ensuring consistent and compliant processes across the organization.
  • Collaborate with internal subject matter experts to develop necessary training for non-HR topics.
  • Develop a process and carry out talent assessment, succession and development planning initiatives
  • Oversee the performance review process throughout the year and manage the annual review process
  • Identify trends and develop strategies that measurably improve engagement and retention (e.g., talent assessments, engagement surveys, exit surveys). Manage the process of engagement surveys and follow-up to assess and deploy culture initiatives, recognition programs and other continuous improvement initiatives that engage employees


Performance Management and Employee Relations

  • Coach and consult with employees and leaders on policy interpretation, performance management, and organization effectiveness, determining root causes and recommending appropriate next steps. Conduct investigations and support managers on actions needed as a follow-up to investigations


Recruitment & Onboarding

  • Develop and manage a recruitment process and organization-wide onboarding plan
  • Gain understanding of hiring needs; develop and carryout search strategy.
  • Source candidates and collaborate with hiring managers to advance promising candidates through the hiring process.
  • Make compensation recommendation, manage background investigations, and facilitates communication with applicants and hiring managers leading up to the start date.


Safety and Worker’s Compensation

  • Manage the workers’ compensation process from pre-accident awareness and reporting to return-to-work to file closure. Promote continuous improvement of safety systems to reduce incidents.
  • Work closely with insurance carrier(s) and management create a culture of safety. Recommend training as necessary.
  • Maintain safety and injury records as required by federal and state regulations.


Total Rewards

  • Manage compensation programs including annual merit program, job reviews, reclassification and promotions
  • Plan and manage annual Benefits Enrollment events and ensures employee understanding and utilization of new benefit programs through regular and effective communication and consultation on individual cases as needed


Leave Administration

  • Receive and respond to inquiries regarding LOA policies and processes.  Educate employees and supervisors about their rights and responsibilities relevant to LOAs. 
  • Manage leave cases through each stage of the process, coordinate where FMLA, ADA and workers’ compensation intersect, and communicate with stakeholder about payroll consequences and return to work.


General HR

  • Provide day-to-day coaching and guidance to employees and leaders concerning Human Resources matters. 
  • Monitor and respond to Unemployment claims, manage appeals.
  • Review biweekly payroll and serve as backup to payroll.
  • Ensure timely handling of compliance filings and reporting.

Qualifications/Job Requirements:

Minimum qualifications

  • Bachelor’s degree in HR/Industrial Relations, Business, or other related field, or equivalent
  • Five years professional HR experience directly supporting and influencing leaders.
  • Demonstrated commitment to inclusion and equity
  • Excellent interpersonal skills and proven ability to coach through complex, difficult or sensitive issues
  • Excellent written and verbal communication skills
  • Strong analytical and problem-solving skills
  • High degree of confidentiality, diplomacy, discretion, and tact.
  • Expertise with MS-Office software.
  • Excellent organizational and detail orientation skills; ability to effectively prioritize work
  • Ability to concurrently manage multiple projects to conclusion
  • Knowledge of federal, state, and local employment laws and regulations
  • PHR or SPHR certification, preferred
  • Experience with HR databases and reporting from HRIS software, UKG Pro preferred.


Physical requirements

  • Ability to sit and stand for extended periods of time
  • Ability to use a PC/laptop, requiring repetitive motion of fingers, hands, and wrists.
  • Required to occasionally move about in an office environment to access file cabinets, printers, etc., and remain in a stationary position for extended periods of time.
  • Ability to lift light materials and equipment in the typical office environment (up to 15 lbs.).
  • Willingness to be flexible with work hours to accommodate the needs of the organization.
  • Ability to travel to various sites for conferences, meetings, and events.


Throughout the pandemic, CEE has made the safety of our workforce our first priority. We require all employees to be fully vaccinated unless a reasonable accommodation is provided based on disability or sincerely held religious belief. Candidates will be required to provide proof of vaccination upon hire.

How to Apply

Apply online by visiting


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