Human Resources Coordinator – Leave and Benefits, Compensation and Information - United States Jobs Opening

September 10, 2024

Osseo Area Schools

Maple Grove

FULL TIME

Human Resources Coordinator – Leave and Benefits, Compensation and Information

Job ID: 29537

Position Type:
Administration-Nonlicensed/Coordinator

Date Posted:
9/9/2024

Location:
Educational Service Center

Closing Date:
Until Filled

General Purpose of Job: To inspire and prepare each and every scholar with the confidence, courage and competence to achieve their dreams; contribute to community; and engage in a lifetime of learning.

Job Summary: Responsible for planning, developing, coordinating and implementing the leaves of absence,benefits, and absence management, oversight implementations on compensation and information programmes for accuracy for the school system. Provides strategic and operational direction for all associated health and welfare benefit plans, workers' compensation, and data management of the Human Resources Information Systems (HRIS). Researches and analyzes claims to determine eligibility and certification in compliance with state, federal and bargaining units regulations. Maintain and implement applicable legislative changes. Support leaders across the district with coaching and performance management as needed.

The essential functions of this position include, but are not limited to, the following essential duties:

Provide strategic and operational direction for district health and welfare benefit plans, leave of absence administration, and absence management:
- Plan, develop, organize, coordinate, implement, and oversee the district’s benefit plans.
- Work with benefit vendors/brokers/consultants, insurance companies to maintain cost-efficient and consistent administration of benefit plans.
- Analyze benefits plans/costs and support ongoing reporting and plan administration needs.
- Manage insurance eligibility, enrollment and processing.
- Coordinate and process all phases of the benefit plans, including billing, enrollments, cancelations, changes, terminations, and interactions with insurance carriers as necessary.
- Resolve administrative, claim and billing issues on behalf of participants with the insurance carriers in a timely manner.
- Perform plan audits as necessary and/or appropriate.
- Coordinate Employee Assistance Program (EAP) and employee information campaigns to ensure EAP meets the district needs
- Administer special projects, including acquisitions, wellness initiatives and internal audits.
- Develop, implement and oversee the district’s comprehensive health and wellness strategies integrated with health plans to improve the health and wellness of the workforce.
- Coordinate Labor Management committees (insurance advisory).
- Develop and administer workflows and procedures.
- Responsible for maintenance of retiree benefits and communication with retirees.
- Responsible for the ongoing coordination and verification with payroll to ensure timely and accurate employee payroll deductions and benefit distributions in concert with applicable employment contracts, vendor agreements, employment laws, and best operational practices to ensure accuracy for staff and mitigate district risk exposure.
- Researches and provides recommendations on benefits program alternatives that may be appropriate for the district.
- Develops and revises procedures as required to comply with legal requirements (e.g., COBRA, HIPAA, ACA) and operational needs in the administration of employee benefit programs.
- Interprets bargaining unit contracts and unaffiliated contracts regarding all areas of benefit eligibility.
- Conducts and coordinates annual open enrollment periods for the health and dental plans for all staff members including communication with staff
- Verifies health and dental insurance billing statements with District enrollment data to ensure accuracy of enrollment, payment, and payroll interface
- Responsible for all reporting compliances such as; with ACA, GASB75 reporting, and other state requirements.
- Leads and coordinates all meetings and logistics for the insurance committee and wellness committee and respective initiatives.
- Develop and oversee the coordination benefit and staff training components of onboarding for new staff.
- Maintains benefits related information on the District website.
- Assess, mitigate and support building needs when there is a need for substitutes.
Administer all leaves including collective bargaining leaves, city, state and federal leaves:
- Develop leave of absence procedures in accordance with bargaining agreements and applicable laws.
- Coordinate disability management, including absence management, ADA, FMLA, and workers’ compensation programs.
- Manage leave of absence process and communications with individual employees and supervisors about leave options and other applicable rights.
- Collect and retain employee medical information and data in accordance with the ADA, Minnesota Data Practices Act and other applicable laws.
- Monitor district compliance with the Employee Safe and Sick Time law (ESST) and new legislative requirements.
- Coordinate with Business Services in the payroll implications of approved leaves.
- Responsible for ensuring mandated reporting to TRA and PERA of approved leaves
- Responsible for periodic organizational reporting of leaves, leave trends, and fill rate analysis.
- Process and maintain regulated files on worker's compensation claims; works collaboratively with supervisors and support staff to determine applicable restrictions, accommodations, and returns to work.
- Partner with Workers Compensation insurer and analyst to identify and mitigate risks, facilitate safety training, and evaluations.
- Assist with district health & safety programs as required by federal, state and local mandates in coordination with other departments as directed
Provide strategic oversight and operational direction for Human Resources Information Systems:
- Set strategic design, integration and delivery of all core HR Information Services and transactions to internal employees, applicants and administrators.
- Evaluate, analyze and maintain HRIS records, ensuring data integrity.
- Audit employee certification requirements.
- Provide oversight to HR and payroll staff to implement and evaluate programs and plans to increase organizational efficiencies.
- Counsel HR and payroll staff on effective implementation and administration of HR transactional activities.
- Lead administration and implementation of technology solutions, including employee self-service, e.g. open enrollment, exit interview, web-based information services, etc.
- Administrate employee and manager self-service.
- Identify, generate and catalog key metrics to be reviewed, analyzed and interpreted to provide leading indicators in all areas of HR.
- Make alterations to existing programs to gather and report data as necessary.
- Responsible for compliance with all federal, state and local legislation relating to compensation, benefits, employment practices, working conditions, and similar aspects of HR management.
- Serve as representative to information system vendors.
- Develop and administer workflows and document procedures.
- Collaborate with the HR Coordinator to ensure that HRIS entries and changes are timely and accurate
Provide strategic oversight and operational direction for compensation payments:
- Oversee all aspects of compensation payments,,including stipend payments, differentials, etc. in accordance with bargaining terms and conditions.
- Administer advancement of employee salary schedule information, including salary step/performance increment advancement, performance pay and lane changes.
- Develop and implement salary audit practices to ensure data integrity.
- Oversee contract implementation upon ratification.
- Collaborate with the Payroll department to promptly resolve issues, develop best practices and assure compensation payments are timely and accurate.
- Generate and validate information requested for budgeting purposes.
- Develop and administer workflows and procedures.
Supervision and Leadership staff:
- Provide leadership and oversight to staff; coordinate work assignments and schedules.
- Set goals and expectations for work assignments, deadlines, and accountability.
- Provide job-related professional development opportunities.
- Screen and hire employees.
- Manage performance including providing ongoing feedback, coaching and written evaluations.
- Conduct investigations and coach leaders.
- Delegate appropriate functions to team members.
Perform other comparable duties as assigned.
- Assist in various office projects and activities as directed or as part of ongoing duties.

Minimum Qualifications:

Bachelor’ s Degree in Business, Computer Science, Human Resources, Industrial Relations, Accounting, other related sbuject.
3 years supervisory experience
Minimum of 5 years of experience in:
- Coordinating projects, including client self-service functionality and products relying on multiple technology interfaces.
- Leading and supervising a team and/or directly translate complex parameters and requirements into actionable steps, then deliver on those steps with measurable results.
- Providing training and support to end users of automated applications.
- Developing complex queries and reports and integrating data processing functions.
- Benefit and Wellness plan design, implementation, and administration.

Knowledge, Skills, and Abilities include:

Demonstrated knowledge in core subject areas, including human resources, benefits, payroll and HRMS administration.
Comprehensive knowledge of bargaining agreement terms and conditions dealing with salary setting, pay rates and benefits.
Strong knowledge of federal and state labor laws, regulations and practices, including data practices.
Comprehensive knowledge of database design and structure, queries, data reporting and HR metrics.
Ability to design complex queries and perform batch data element functions.
Comprehensive knowledge of developing and delivering training.
Comprehensive knowledge of Microsoft® Office products.
Understanding of Minnesota teacher licensure rules and regulations.
Knowledge of human resources recordkeeping, compliance reporting, and administrative requirements pertaining to personnel records and employee data.
Progressive HR experience working for a public employer and/or knowledge of school district organizations, functions, operations and jobs.
Knowledge of collective bargaining employment environment.

Salary: View salary grids on Pages 3 - 4, Section 1. of the Directors & Confidential Managers - Classification: K-1, $115,980 - $134,452
Work schedule: 260/261 days/year, Full-Time
Bargaining unit: Directors & Confidential Managers

Include: Resume and Reference letters

The posting is open continuously until filled. The posting may close at any time after that without further notice. Application review will begin on September 10, 2024.

Osseo Area Schools offers:

Meaningful and impactful work
Opportunities to grow professionally
A variety of benefits
Summer opportunities
and more

Equal Employment Opportunity Statement:

Osseo Area School District ISD 279 is an Equal Opportunity, and veteran-friendly employer.

Osseo Area School District ISD 279 ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation or disability. Osseo Area School District is committed to a workforce that reflects the diversity of the district and strongly encourages persons to apply who can strengthen our diversity. For more information, view the District’s Equal Opportunity and Prohibition Against Discrimination, Harassment and Violence Policy.

Veteran’s Preference: If you are an eligible veteran, please submit a legible copy of your DD214 with your application.

Accommodation: If you have a disability that requires an accommodation during the selection process, please email Human Resources at HR@district279.org or call 763-391-7007.

Background Check Upon Conditional Offer:

Background checks are conducted upon receiving a conditional offer. Employees must complete a background check and are responsible for the background fee. A passing background is required. Criminal convictions are reviewed on a case-by-case basis.