Human Resource Senior Coordinator 2026-02089

State of Wyoming; Lander (WY); On-site; USD 62,000 - 80,000; Full time

Benefits offered by this job

Health insurance

Paid vacation and sick leave

Retirement benefits

Flexible schedules

Job summary

State of Wyoming, Department of Health, seeks an HR Manager for the Wyoming Life Resource Center to oversee payroll, benefits, performance management, and employee relations across ~372 staff. The role requires coordinating HR programs with precision and ensuring compliance with federal and state rules.

The position offers a comprehensive compensation package, flexible schedules, retirement options, and opportunities to influence workforce strategies within a state agency serving Wyoming

Qualifications

• Advanced knowledge of State HR practices, programs, policies, and processes.
• Knowledge of management concepts, principles, methods, and practices.
• Knowledge of human behavior and performance.

Responsibilities

• Advise facility managers and employees on HR functions, policies, rules, and laws.
• Coordinate classification and compensation with fiscal office for budget approval.
• Develop and post vacancy announcements and advise hiring supervisors on recruitment.
• Monitor performance evaluation processes and ensure compliance with regulations.
• Oversee payroll processes and provide guidance on HR rules and procedures.
• Lead teams to identify best practices for job classification and evolving roles.

Skills

HR knowledge

Education

Bachelor's Degree in Human Resources

Job description

Open Until Filled

GENERAL DESCRIPTION:

Provides Human Resources management for Wyoming Life Resource Center (WLRC) within the Wyoming Department of Health, supporting approximately 372 employees. With limited oversight, this position is responsible for overseeing and coordinating sensitive, complex, and critical HR matters. This includes leading HR programs and policies related to payroll, compensation, benefits, performance management, training, and employee relations. Serves as a liaison between agency management and employees, ensuring effective communication and implementation of HR practices.

Working for the State of Wyoming offers more than a paycheck. Our total compensation package includes:

• Comprehensive health, dental, and vision insurance
• Paid vacation, sick leave, FMLA, and holidays
• Retirement - Pension and 457B plans that help you build a secure future
• Flexible schedules and work-life balance options
• Meaningful work that makes a difference for Wyoming communities and MUCH MORE!

Want to see the full value of your compensation beyond salary?

Explore our Total Compensation Calculator: https://compensationcalculator.wyo.gov

Human Resource Contact: Lindsey Galindo / 307-777-6798 / [e-mail]

ESSENTIAL FUNCTIONS:

The listed functions are illustrative only and are not intended to describe every function that may be performed in the job level.

• Under limited guidance, advise facility managers, first-line supervisors, and employees on human resources functions, including the application and compliance of relevant policies, rules, and laws.
• Consult with A&I Human Resources Division (HRD), Employee Group Insurance (EGI), and the State Auditor’s Office on problem resolution, policy updates, and procedural changes to ensure compliance with federal and state requirements.
• Initiate and review human resource actions; approve actions within delegated authority and refer complex decisions when necessary.
• Recommend and implement procedural changes related to HR operations to improve efficiency and compliance.
• Gather organizational data and other relevant information to ensure job descriptions accurately reflect assigned duties.
• Ensure job evaluation practices align with agency management objectives and strategic goals.
• Coordinate classification and compensation decisions with the fiscal office to confirm budgetary approval for position allocations and reallocations.
• Collaborate with A&I central HR staff on all aspects of classification and compensation, proactively resolving any related issues.
• Facilitate and/or lead teams in identifying best practices for job classification and adapting to evolving roles within the organization.
• Develop and post vacancy announcements; work with and advise hiring supervisors on effective recruitment strategies, including the use of competencies and supplemental questions.
• Train supervisors on the NeoGov system and serve as a point of contact for applicant inquiries.
• Maintain recruitment files, including recruitment packets, interview materials, and scoring documentation.
• Recommend appropriate classifications and reclassifications to central HR for positions within WDH facilities.
• Collaborate with HR Generalists, supervisors, and managers through the performance management process to define competencies and expectations for occupational groups.
• Facilitate meetings with employees, supervisors, and managers to review essential job duties and develop behavior- and competency-based expectations for each occupational group.
• Provide subject matter expertise in performance management, including the development of expectations using core and target competency language in PMI.
• Monitor the performance evaluation process; generate reports, reset passwords, and roll back evaluations as needed.
• Review performance evaluations to ensure ratings are appropriate and comply with FLSA, State Personnel, and HIPAA regulations.
• Support supervisors by recommending changes to evaluation comments and ratings and ensuring timely completion of evaluations.
• Provide supervisors with relevant competencies to support performance management goals.
• Oversee the payroll process for WLRC, offering guidance and support as needed.
• Advise the HR Manager on human resource rules, regulations, policies, and procedures in areas such as classification, compensation, performance management, training, reasonable accommodation, and agency structure and development needs.

KNOWLEDGE:

• Advanced knowledge of State HR practices, programs, policies, and processes.
• Knowledge of management concepts, principles, methods, and practices.
• Knowledge of technical and management methodologies involved in performing classification of positions, compensation, human resources modeling, and coordination of people and resources.
• Knowledge of human behavior and performance.

MINIMUM QUALIFICATIONS:

Education:

Bachelor's Degree (typically in Human Resources)

Experience:

1-2 years of work experience (typically in Human Resources) with acquired knowledge at the level of a Human Resources Coordinator

OR

Education & Experience Substitution:

4-6 years of work experience (typically in Human Resources) with acquired knowledge at the level of a Human ResourcesCoordinator

Certificates, Licences, Registrations:

None

PHYSICAL WORKING CONDITIONS:

• Typically, the employee may sit comfortably to perform the work; however, there may be some walking, standing, bending, carrying light items, driving an automobile, etc.
• Special physical demands are not required to perform the work.
• Some travel may be required.

NOTES:

• FLSA: Non-Exempt

Click here to view the State of Wyoming Classification and Pay Structure.

Click here to view the State of Wyoming Total Compensation Calculator.

URL: http://agency.governmentjobs.com/wyoming/default.cfm

The State of Wyoming is an Equal Opportunity Employer and actively supports the ADA and reasonably accommodates qualified applicants with disabilities.

Class Specifications are subject to change, please refer to the A & I HRD Website to ensure that you have the most recent version.

Human Resource Contact: Lindsey Galindo / 307-777-6798 / [e-mail]