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Youth Frontiers · 1 week ago

HR Coordinator (Part-Time)

Edina, MN

Part-time

Onsite

Entry Level

$26/hr - $32/hr

2+ years exp

Youth Frontiers is seeking an HR Coordinator to support the daily operations of human resources for a team of 35-45 employees. This role involves coordinating employee hiring activities, onboarding, benefits management, payroll processing, and employee relations.

Non Profit

Culture & Values

Responsibilities

Respond to hiring requests from managers and leadership. Ensure all aspects of the hiring request, including FLSA status, work schedule, and compensation range, are reasonable and vetted with executive leadership. Post approved positions and confirm publication

Coordinate in-bound candidates that have applied for open positions. Ensure referred candidates are directed to the application portal to complete formal application. Hold hiring managers accountable to candidate review and confirm interview teams

Screen approved candidates for work eligibility, minimum qualifications, cultural fitness, and mission alignment via telephone. Respectfully communicate rejection to disqualified candidates and schedule interviews for qualified candidates with the interview team. Solicit and compile interviewer feedback

Create accurate employment offers for selected candidates. Collaborate with hiring manager and leadership team to confirm details of the offer and escalate variances from approved hiring request. Extend offers verbally via phone and send electronic documentation to candidate. Collect signed offers from candidates, confirm background check authorization, and call references as needed to resolve contingent offers

Initiate on-boarding for all new employees upon receipt of signed offer letter. Communicate instructions for arrival to office and confirm training schedule is finalized by hiring manager prior to first day of employment. Create the employee file and confirm receipt of work eligibility and compensation documents, access to necessary software and documents, and completion of onboarding checklist

Enroll employees in qualified benefits. Manage user access to benefit vendor platforms and train employees on how to access benefit documents and self-service options

Support the annual open enrollment process. Work with leadership and insurance brokers to review and recommend benefit changes. Ensure employees are supplied with documentation necessary to select benefits in a timely manner

Process benefits deductions in payroll software and confirm deductions match employee selections

Process payroll on a bi-weekly basis. Ensure managers have reviewed and approved employee timesheets. Make necessary adjustments to ensure employees are scheduled to be paid correctly and on time. Submit payroll to payroll vendor upon approval

Ensure state and federal taxes, retirement contributions, elective savings contributions, garnishments, and any other payroll deductions are paid to respective vendors immediately upon submission of payroll

Collaborate with accounting team to confirm accurate totals of payroll expenses and payroll liability account balances

Ensure employee timesheets align with schedule expectations. Publish scheduled holidays on an annual basis, monitor PTO balances on a regular basis, and escalate variances between hours scheduled and worked to the appropriate manager

Serve as a support for all employment-related employee needs. Meet regularly with employees to prevent and address any potential concerns. Assist employees in their navigation of the organization, its resources, and its policies. Monitor employee relationships with colleagues and mediate as needed

Initiate and coordinate the employee review process. Communicate deadlines and expectations for employee feedback and documentation to managers. Review employee feedback and intervene as appropriate

Hold managers accountable to correct documentation of employee feedback. Review written warnings and performance improvement plans before delivery to employees

Coordinate compensation adjustments, position changes, and leaves of absence with leadership and management. Update payroll and benefits vendors as needed with any changes in status

Appropriately respond to and coordinate any grievance filings, worker compensation claims, reasonable accommodation requests, unemployment claims, garnishment orders, or any other requests or claims as soon as possible. Confer with leadership to ensure legal compliance with all actions

Remain up-to-date on any local, state, and federal legislation that may impact employee relations, compensation, or retreat delivery. Recommend adjustments to the employee handbook or operating procedures to leadership accordingly

Initiate termination checklist for all terminations. Confirm physical and proprietary company assets are recovered from the employee. Confirm restriction of employee access to any company-managed software, office, vehicles, files, or any other company resources. Determine eligibility for rehire and collect contact information

Schedule and conduct exit interviews for voluntary terminations. Document feedback and communicate insights and recommendations to leadership as appropriate

Schedule and coordinate involuntary terminations. Confer with leadership and legal counsel prior to involuntary terminations to understand risks of dismissal. Prepare termination letter for delivery and severance packages when applicable. Ensure safe, discrete, and appropriate dismissal of employees

Qualification

HR experiencePayroll processingBenefits managementGoogle WorkspaceGustoJazz HREmployee NavigatorOrganizational skillsCommunication skillsTeamworkDetail-oriented