Human Resource Coordinator

To be considered further, please apply for this position and attach a resume and cover letter to your online application.

The Human Resource Department will review your application materials and contact you regarding the next steps.

To attach additional documents to your online application, click on the "Additional Attachments" link from the applicant homepage and upload your documents as attachments. Valid file extensions for attaching a document include .doc, .txt, .rtf, and .pdf.

This position will be posted through April 10, 2025

The Human Resources Coordinator position is responsible for providing highly professional day to day support to a designated group of schools and/or departments across the district. The position performs a variety of human resource services in such areas as recruitment, screening, selection, hiring, onboarding, licensure and other activities that may impact an employee¿s status.

Reporting Relationship

Work under the general supervision of the Talent Acquisition Manager.

Responsibilities

The essential functions include, but are not limited to, the following fundamental duties:

Talent Acquisition

• Work in collaboration with the recruitment team to actively plan the development and implementation of recruitment strategies to attract diverse top talent to the district (inclusive of licensed and non-licensed positions).
• Participate in and/or co-lead job fairs and recruitment events to attract top talent to the district. Actively work to create a positive candidate experience.
• Plan and facilitate interview and selection procedures, including screening calls, assessments and in-person interviews.
• Work in collaboration with the Assistant Director of Talent Acquisition to develop and implement strategies to build a solid employee pipeline.
• Develop designated candidate pools and implement strategies in collaboration with the Recruitment team.
• Develop and administer Civil Service testing, including the scoring of tests and facilitate the development of the Civil Service Lists.
• Foster long-term relationships with current and past applicants and potential candidates to keep them interested/engaged and maintain candidate pools to ensure they are current and up to date.
• Meet with the hiring manager to review vacancies and to clarify the position that is being posted, what they are looking for in an ideal candidate, specifics to be included in the ad, confirm that the appropriate position is being posted and discuss where ads should be posted and identify any community organizations where the position should be shared/advertised.
• Work in collaboration with the hiring manager to develop postings/ads and post positions on the district web site and identified job boards.
• Work with hiring managers to ensure job descriptions are reviewed and updated prior to positions being posted. If substantive changes are made to the job description have the position reviewed to ensure the job is appropriately classified.
• Facilitates the employment application, screening and selection processes.
• Screen applications to ensure minimum qualifications are met.
• Work with hiring managers to identify staffing needs. Periodically conduct workforce analysis and utilize the data to forecast future vacancies and hiring needs/trends.
• Develop interview questions with a rubric that aligns with the 3 to 5 most essential functions of the position.
• Work with other departments to coordinate recruitment and screening activities ¿ Special Education (SPED), Multilingual Learning (OMLL) to source candidates.
• Ensure the hiring manager has conducted the required reference check or conduct reference checks for new hires prior to the job offer being made.
• Make job offers and facilitate getting the candidate scheduled to complete their new hire paperwork.
• Conduct a background check and review the results to determine if there are issues to prevent moving forward with the hiring of the candidate.
• Work in collaboration with the Assistant Director of Talent Acquisition and the Executive Chief of Human Resources to develop, effectively communicate and live the employer brand.

Onboarding and Offboarding

• Facilitate the onboarding and offboarding of employees for the designated schools/departments consistent with district policies and procedures. This includes the completion of the required paperwork, confirming the employee participates in the required benefits enrollment procedures, coordinating new employee start up logistics (e.g. ID cards, employee ID, computer access, etc.). The position also assists in coordinating voluntary employee exits, including assuring the necessary separation procedures are followed, and ensuring exit checklist is completed by supervisor.
• Facilitate the onboarding process through our partner staffing agency for temporary employees.
• In collaboration with other key stakeholders develop and implement an induction process for new employees.
• Facilitate the delivery of the induction process.
• Develop an onboarding process for new employees and train hiring managers in how to effectively implement the process.
• In collaboration with other key stakeholders develop and implement an offboarding process for employees leaving the district.
• Work in collaboration with the retention specialist to review exit interview data and make recommendations to address trends identified based on the data.
• Resource to hiring managers and employees
• Serve as a primary contact to district administrators, employees, job applicants and other organizations relating to employee hiring, resignations and other activities that impact employee status.
• Develop and maintain effective working relationships with hiring managers.
• Respond to general benefits information and questions with new and current employees and connect them with benefits staff for assistance with more complex benefits issues.
• Work with managers and employees to improve work relationships, build morale, promote positive work culture and employee retention.
• Interpret human resource policies and procedures in responding to verbal and written inquiries in consultation with the Human Resource Consultants and/or the Talent Acquisition Manager.
• Respond to hiring managers and employees in a timely manner, making sure the information is accurate and comprehensive.
• Process Improvement
• Map out and document all core standard operating procedures in collaboration with other key stakeholders, inclusive of other HR team members and other departments.
• Continually review existing processes to identify ways to increase efficiency, effectiveness and reduce the time to deliver the service or accomplish the work.

Licensure

• Serve as a resource/subject matter expert (SME) to principals and employees on licensure issues.
• At the time of hire ensure the teacher candidate is appropriately licensed for the subject area for which they are hired to teach. Collect all of the appropriate documentation to ensure the teacher is currently licensed.
• At the time of hire, if the individual needs a license exception, complete all of the necessary paperwork to ensure that the application is submitted to the Professional Educator and Licensing Standards Board (PELSB) in a timely manner.
• Review the discrepancies from the STARS report and ensure that all errors are cleared prior to the submission due date to PELSB.
• During the budget process review the report of teachers in assigned areas whose licenses are set to expire. Provide the teacher and principal with a letter with a deadline date of the renewed license being submitted to HR prior to the first day of the next school year and ensure all an updated copy of license is on file by designated date.

Talent Development

• Identify HR related topics that hiring managers need to be trained in and develop mini training sessions
• Develop a needs assessment survey to gather information regarding the professional development needs of staff across the district and develop a beginning of the year and mid-year professional development series.

Staffing

• Track the vacancies for the designated area throughout the entire school year starting at the budget process to ensure an accurate snapshot of the vacancies at designated schools/departments at any point in time.
• Facilitate all changes in job status - inclusive of but not limited to promotions, demotions, transfers, salary changes.
• Lead or assist with developing and facilitating the layoff process.
• Lead or assist with developing and facilitating the placement process for licensed or non-licensed staff.

Inclusive Workplace

• Contribute to the District's inclusive workplace efforts by fostering a safe, welcoming and respectful environment.

Miscellaneous

• Provides general day to day direction to the HR Specialist.
• Prepare reports requiring data collection, research and analysis for submission to human resource administrators. Reports could include but are not limited to: licensure of teachers (number of Tier 1 and Tier 2 staff), budget cut summary to be presented to school board in spring of each year, and other reports as needed.
• Enthusiastically promotes and supports the district and division goals and priorities in compliance with all policies and procedures.
• Maintains absolute confidentiality of work-related issues, records and SPPS information.
• At times may be required to work outside normal business hours and work extended hours to accomplish requirements of the position.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent acquisition and talent management, and employment law.
• Maintains knowledge of trends and best practices in diversity, equity and inclusion (DEI) and how to effectively apply to talent acquisition and other HR practices.

Perform other related duties as assigned.

Knowledge, Skills, and Abilities

• Demonstrates a commitment to diversity, equity and inclusion.
• Demonstrates skill in understanding of cultural differences.
• Working knowledge of the principles and practices of talent acquisition principles and techniques.
• Working knowledge of staffing and interviewing processes and techniques.
• Familiarity with social media, resume databases and professional networks.
• Working knowledge of applicable laws, rules and regulations applicable to employment, including the Family Medical Leave Act and Americans With Disabilities Act.
• Ability to interpret and apply state and federal law and collective bargaining agreements.
• Working ability to conduct research, analyze information and prepare reports.
• Working ability to make sound decisions based upon analysis of human resource policies and procedures and information relating to specific employment issues.
• Ability to work independently and as an effective team member
• Provide effective customer service skills.
• Strong critical thinking and problem-solving skills.
• Excellent verbal and written communication skills.
• Effective time management and prioritization skills
• Considerable ability to establish rapport with others and to interact effectively with persons having a wide variety of cultural and ethnic backgrounds.
• Considerable ability to handle multiple issues simultaneously.

Minimum Qualifications

• Bachelor¿s degree in human resource management, business or public administration, psychology or a related field and at least two years of human resource experience. Equivalent combinations of education and/or experience will be considered.

Preferred Qualifications

• Experience with Enterprise Resource Planning (ERP) systems, preferably with PeopleSoft.
• School district experience
• SHRM Certified Professional (SHRM-CP) or Professional Human Resources (PHR) Certification
• Experience working directly with people from diverse racial, ethnic, and socioeconomic backgrounds.

Essential functions are job duties that the individual holding the position must be able to perform unaided or with the assistance of a reasonable accommodation through the Americans with Disability Act (ADA) and the Americans with Disability Amendments Act (ADAAA). The essential functions are typical duties as outlined under Responsibilities.

Regular and reliable attendance.

May be exposed to various cleaning products.

Saint Paul Public Schools is an equal opportunity employer and supports an inclusive workplace environment.

SPPS is committed to an equitable workforce where all employees represent this commitment through equitable practices in their job position.

Transcript - Unofficial transcripts are accepted at the time of hire. You must submit official transcripts within 30 days of your start date. Formal credential evaluation is required for post-secondary education completed outside of the United States.

Veteran's Preference - If you are an eligible veteran applying for a job where veteran's preference applies and wish to claim Veterans Preference you must submit a legible copy of your DD214 to the Human Resource Department with your employment application. If your claim is approved, five or ten additional points will be added to your final passing score.

Criminal Background Investigation and Reference Checks - Reference checks and a criminal background investigation will be completed as a condition of hire for all new employees and for former employees who have not been employed by the District for more than six months.