Human Resources Coordinator

N. Thurston Schools; Lacey (WA); On-site; USD 50,000 - 70,000; Full time

Job summary

An established educational institution is seeking a dedicated Human Resources Coordinator to oversee a comprehensive HR management program. This role involves recruitment, employee benefits administration, and compliance with federal and state regulations. The ideal candidate will possess strong communication skills and a commitment to fostering a diverse and inclusive work environment. Join a forward-thinking organization where your contributions will enhance the educational experience for students and staff alike. This position offers opportunities for professional growth and the chance to make a meaningful impact within the community.

Benefits

Medical Insurance

Dental Insurance

Vision Insurance

Long Term Disability Insurance

Basic Life Insurance

Retirement Plans

Deferred Compensation Plans

Qualifications

• Experience with culturally diverse families and communities.
• Strong understanding of client-centered support.

Responsibilities

• Manage HR programs including recruitment, placement, and employee orientation.
• Conduct background checks and assist with contract negotiations.

Skills

Human Resources Management

Conflict Resolution

Communication Skills

Data Management

Education

Bachelor's degree in Human Resources Management

Equivalent in Business or Public Administration

Tools

HRMIS

Job description

Employment Begins: 2024-2025 School Year

8.0 hours/day; 5 days/week; 260 days/year

HUMAN RESOURCES COORDINATOR

Classification: Administrative Location: District Office

Reports to: Human Resources Executive Director FLSA Status: Non- Exempt

Bargaining Unit: Non Represented (Confidential Employee)

The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

Part I: Position Summary:

The Human Resources Coordinator is responsible for management, planning, and administration of a major portion or combination of the District’s Human Resource management program (e.g., classified employee human resources management, certificated employee human resources management, employee benefits administration, human resources management information systems, or labor relations).

Part II: Supervision and Controls over the Work:

Serves under the direction and guidance of the District’s Human Resources Executive Director. Is held responsible for results in terms of effectiveness of planning and administering assigned areas of responsibility and for achievement of program goals and objectives. Work of the Human Resources Coordinator is guided by, and must be in compliance with, federal and state law, policy direction of the School Board, compliance with state and local regulatory agencies (i.e., OSPI, OFM, DRS, OHR, DLI, etc), and with direction of the Human Resources Executive Director or designee.

Part III: Major Duties and Responsibilities: Performs the full range of Human Resources management duties with limited guidance and supervision to include:

Position Management: Maintains data on authorized positions consistent with approved budget and resource allocations. Calculates, prepares and coordinates salary placement for payroll implementation for district staff including those derived from contracts, increments, supplemental contracts, stipends and special agreements. Ensures proper certification of certificated and/or classified staff as endorsements and licensure changes occur. Audits staff assignments for correct pay rates, annual salary calculations, increments and special assignments. Responsible for maintaining auditable source documents for individual contracts, certification, transcripts and training and experience for certificated and/or classified staff. Prepares data reports and assists departments and other schools. Maintains personnel tables, e.g. assignment codes, union codes, etc. Prepares employment contracts for certificated and or classified employees. Prepares and maintains seniority lists for certificated and/or classified staff. Establishes and prepares work calendars for District employees. Coordinates with department supervisors/and or payroll regarding changes affecting staff, i.e., location assignments, academic credits or experience affecting salary placement, work days, account code changes, leaves of absence, leave sharing, light duty/return to work assignments, terminations.

Recruitment and Placement : Conducts recruitment for vacant positions or anticipated vacancies. Verifies job description accuracy, coordinates with organizational supervisor to identify essential qualifications, issues job postings in compliance with collective bargaining agreements, receives applicant resumes and supporting documents, verifies citizenship or immigration documentation, evaluates and determines job qualifications to include licensure and certification when required, and assists or guides supervisors in the interview and selection process. Ensures background reviews/references have been conducted and brings questionable information to the Human Resources Executive Director. Conducts background reviews, at the direction of the Human Resources Executive Director, of recommended selections and provides the Human Resources Executive Director results of review.

In-Processing : Assists in annual New Employee Orientation. Prepares materials and conducts in-processing and orientation of new employees. Determines, meets with, and informs employees of compensation and benefit entitlements, to include worker’s compensation claims. Arranges for required record, background and fingerprint processing. Establishes suspense system as necessary to assure follow-through on documentation. Prepares employment and supplemental contracts. Prepares and enters and/or transmits payroll data to the payroll office. Notifies appropriate offices of the new employee’s status as necessary (e.g., security badges, technology, etc.). Establishes initial personnel file and assures accuracy and completeness of documents. Enters employee information into the HRMIS.

Behavior Management : Receives notice of possible misconduct from supervisor(s). Refers to the Human Resources Executive Director or designee for determining appropriate course of action. Provides assistance with investigation upon request of the Human Resources Executive Director or designee. Coordinates union representation at meetings, and assists in the preparation of disciplinary notices.

Contract Negotiations : Continually monitors the application of collective bargaining agreement provisions to identify when changes are needed to maintain a responsive and effective Human Resources management program. Conducts research into and assists in developing bargaining proposals and strategies and analyzing and developing positions and responses on union proposals. Participates in bargaining process. Provides guidance and support to supervisors to assure compliance with contract requirements is upheld. Participates in the collective bargaining process to include contract administration in collaboration with the Human Resources Executive Director.

Labor Relations : Maintains open communications and liaison with union representatives. Participates in periodic contract administration meetings to discuss and resolve current issues. Obtains union input on procedural and policy changes. Conducts, completes and/or responds to, salary surveys. Provides negotiations, discipline and investigative support. Disseminates information to the union as required by the contract. Consistently exercises knowledge and independent judgment in an effort to resolve grievances at the lowest level. When grievances are not resolved, assists in preparing for and participating in grievance/arbitration hearings

Reporting : Assist in the supervision of all classified and certificated staffing data and budget preparation. Submits reports and revisions which may be complex (e.g., Washington State S-275. I Grants, HQ, etc.) and requires extreme accuracy to prevent a negative impact on programs and budgets. Maintains data and prepares reports and budget input as required by the District and the state and federal government.

Program Evaluation, Analysis and Feedback : Conducts periodic analysis and assessment of program effectiveness and/or changing needs. At least annually, conducts a comprehensive assessment review of program activities to determine their level of effectiveness and contribution to the mission of the department and to identify problem areas, areas of high success, and areas in need of change. Informs the Human Resources Executive Director on the results of their review. Prepares presentations to the Human Resources Executive Director and other district leadership to share the program evaluation results.

Committees : May participate on a variety of committees associated with such activities as insurance, safety, affirmative action, and/or as assigned.

Part IV: Minimum Qualifications:

Incumbents must have successful experience in working with culturally diverse families and communities, or have otherwise demonstrated a commitment to strengthening engagement of a diverse community and skill in communicating with a diverse population.

Bachelor's degree or equivalent in human resources management, business, public administration, and/or other related fields.K-12 related experience may be substituted for education on a year for year basis.

Strong understanding of “client-centered” support and the ability to establish effective working relationships at all levels of the organization.

Strong oral and written communication skills.

Demonstrated skill at conflict resolution.

Ability to work both independently and cooperatively, exercise judgment and creativity, organize work, set priorities, and meet deadlines.

Knowledge and skill in the effective use and application of technology and data base systems.

Demonstrated success in maintaining a high level of confidentiality related to all Human Resources functions.

Part V: Desired Qualifications:

Incumbents must have successful experience in working with culturally diverse families and communities, or have otherwise demonstrated a commitment to strengthening engagement of a diverse community and skill in communicating with a diverse population.

Bachelor's degree or equivalent in human resources management, business, public administration, and/or other related fields. K-12 related experience may be substituted for education on a year for year basis.

Strong understanding of "client-centered" support and the ability to establish effective working relationships at all levels of the organization.

Strong oral and written communication skills.

Demonstrated skill at conflict resolution.

Ability to work both independently and cooperatively, exercise judgment and creativity, organize work, set priorities, and meet deadlines.

Knowledge and skill in the effective use and application of technology and data base systems.

Demonstrated success in maintaining a high level of confidentiality related to all Human Resources functions.

Part VI: Physical and Environmental Requirements of the Position:

The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to sit, lift, carry, move about, hear and speak. Employee may be required to perform extensive work at a computer display terminal.

The employee must occasionally lift and/or move 25 to 50 pounds.

Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Insurance Benefits

Employees who are anticipated to work 630 hours during the school year (September 1 through August 31) are eligible for medical, dental, vision, long term disability and basic life insurance benefits.

North Thurston Public Schools benefits are administered by the Washington State Healthcare Authority under the School Employees Benefits Board (SEBB). Click on the link https://www.hca.wa.gov/employee-retiree-benefits/school-employees for information on available benefit options.

Retirement and Deferred Compensation

Eligible employees are required to be a member of the Washington State Department of Retirement Systems Plan. . For eligibility information, check on the link to theDepartment of Retirement Systems' web site.

Employees also have the ability to participate in tax deferred 403(b) and 457 Deferred Compensation Plans (DCP). These are supplemental retirement savings programs that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Clink on the link https://www.drs.wa.gov/plan/dcp/ for information on 457 plan (DCP) with the Department of Retirement Systems.

To enroll in an eligible 403(b) plan, employees must consult with their own financial planner that is an approved vendor.

THIS IS A NON-UNION POSITION

Equal Opportunity Employer

North Thurston School District does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression or identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and complaints of alleged discrimination: Civil Rights Coordinator and Title IX Officer: [e-mail], 360-412-4453; Section 504 Coordinator at 360-412-4465, [e-mail] Address for both: 305 College St. NE. Lacey, WA 98516.

IMPORTANT INFORMATION: Effective June 11, 1992, pursuant to Public Law 92544 all new employees must complete a satisfactory fingerprint and sexual misconduct background check. All employment is considered temporary until receipt of satisfactory check. Proof that the fingerprinting process has begun must be supplied to Human Resources prior to the first day of employment.