Human Resources Coordinator

Metropolitan Mosquito Control•Saint Paul, MN

14h•$74,214 - $111,322•Onsite

About The Position

Under the supervision of the Business Office Manager, the Human Resources Coordinator provides comprehensive HR support across two agencies: Metropolitan Mosquito Control District (MMCD) and Metropolitan Library Service Agency (MELSA). This role requires a versatile professional capable of navigating different organizational structures and cultures.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field
3-5 years of experience in human resources, preferably in a generalist capacity
Required 1 year of work experience in Labor Relations and/or Employee Relations.
Demonstrated ability to adapt HR practices across different organizational contexts or industries.
Strong communication skills with the ability to effectively engage with diverse stakeholder groups.
Exceptional organizational abilities and attention to detail when managing multiple priorities.
Proficiency with HRIS and MS Office applications.
Demonstrated ability to handle confidential information with discretion.
Experience working in a multi-departmental or multi-organizational environment.
Adaptability: Exceptional ability to apply HR principles flexibly across different organizational contexts.
Systems Thinking: Capacity to see connections and develop integrated solutions that work across agencies.
Relationship Building: Skill in establishing trust and credibility with diverse stakeholders across multiple organizations.
Industry Agility: Ability to quickly learn and navigate the unique aspects of public sector, emergency services, and library/information services.
Priority Management: Excellence in balancing competing demands from two distinct agencies.
Cultural Intelligence: Sensitivity to organizational culture differences and their implications for HR practices.
Problem-Solving: Creativity in developing solutions that can be customized or scaled across different contexts.
Boundary Spanning: Comfort with serving as a connector between separate but related organizations.

Nice To Haves

Preferred 1 to 3 years of experience with grievances and arbitrations as it relates to Unions and negotiations.

Responsibilities

Serve as an HR point of contact for two agencies, developing a deep understanding of each organization's unique mission, culture, and workforce needs.
Navigate and harmonize different organizational structures, policies, and practices while respecting each agency's distinct identity.
Build effective relationships with leadership teams across agencies.
Identify opportunities to standardize HR processes where beneficial while maintaining necessary customization.
Coordinate initiatives and ensure consistent application of HR best practices.
Develop expertise in the specific regulatory environments relevant to each agency.
Create scalable HR solutions that can be effectively implemented across different organizational contexts.
Provide reliable backup support for full-cycle payroll processing, ensuring accuracy and timeliness.
Design and implement tailored recruitment strategies that address the specific talent needs of each agency.
Manage full-cycle recruitment processes with sensitivity to the different skill sets required across agencies.
Maintain job descriptions that accurately reflect the unique aspects of positions within each organization.
Improve onboarding experiences that effectively integrate new hires into their respective agency cultures.
Coordinate with hiring managers across all two agencies to ensure alignment of recruitment priorities.
Build a diverse candidate pipeline that can serve multiple agencies' needs.
Track recruitment metrics and provide strategic insights to improve hiring outcomes across organizations.
Develop the cultural awareness and interpersonal skills needed to effectively address employee concerns across diverse organizational environments.
Provide guidance to managers and employees on HR policies and procedures while considering agency-specific contexts.
Address and resolve employee concerns and conflicts with sensitivity to differing organizational norms.
Support progressive discipline processes when needed, ensuring consistency in approach while acknowledging agency differences.
Facilitate communication between management and employees across all organizational boundaries.
Foster positive work environments that honor each agency's unique culture while promoting shared values.
Under direct supervision, coordinate matters of routine labor relations such as the application and processing of collective bargaining agreements; the processing of formal grievances; communications with labor unions relating to other disputes and questions that arise between unions and management; responses to union information requests; discipline of bargaining unit members; and compliance with applicable labor laws.
Maintain expertise in compliance requirements that may differ across agencies due to their distinct functions.
Ensure all two agencies remain compliant with federal, state, and local employment laws and regulations.
Maintain and update employee handbooks and policy manuals with appropriate customization by agency.
Conduct audits of HR processes and documentation across multiple organizational contexts.
Manage workers' compensation and unemployment claims with attention to agency-specific considerations.
Stay current on legislative changes affecting HR practices in all relevant sector.
Design and implement training programs that address both common needs and agency-specific requirements.
Identify cross-agency training opportunities that promote shared learning and resource efficiency.
Track training completion and certification requirements across different employee groups.
Support career development initiatives that acknowledge the diverse career paths available across agencies.
Evaluate training effectiveness and recommend improvements based on agency-specific outcomes.
Create learning opportunities that foster cross-agency collaboration and knowledge sharing.
Support the implementation of performance evaluation systems that may vary by agency.
Assist managers with performance review processes while ensuring fair and consistent standards.
Maintain performance documentation in accordance with each agency's requirements.
Help develop performance improvement plans when needed, tailored to specific job functions.
Track performance metrics and provide relevant reporting that acknowledges agency-specific goals and standards.