Metro

Position Type:
Human Resources

Location:
Educational Service Center

Closing Date:
Until Filled

Human Resources is seeking a mission-driven, collaborative, and customer-focused Talent Acquisition Specialist to join the Osseo Area Schools team. This position focuses on Community Education recruitment and hiring. Community Education creates opportunities that positively impact our whole community through innovative and responsive programs and services, including Adult Basic Education, Adult Enrichment, Early Childhood & Family Education, Facility Rentals, School Age Care, Youth Enrichment and more.

Join the team by supporting talent acquisition and recruitment of a qualified and diverse workforce through complying and following policies, procedures, employment law and legal requirement compliances. The Talent Acquisition Specialist will often be the first point of contact for potential candidates ensuring a positive applicant experience throughout the recruitment process. The position must be able to transport to/from recruiting events, and attend recruiting events (events vary but could be scheduled on weekends and/or evenings).

Responsibilities and duties include:
Providing talent acquisition support by:
Working in strong partnership with Community Education hiring managers and HR Business Partners to proactively understand hiring needs, collaborate on recruitment, hiring initiatives and proactively inform stakeholders on progress.
Administering routine recruitment plans and job announcements in the applicant tracking system (ATS) in compliance with district policies, practices, legal requirements with hiring managers and internal and external partners including HRBP, and Recruitment and Retention Partner (RRP) and/or as designee.
Reviewing application materials for suitability of candidates based on qualifications, including resume, phone screens and reference checks as applicable.
Coordinating the communication to applicants to assure timely, accurate information regarding their application status, and hiring process.
Coordinating the interview process to ensure procedures are followed with hiring managers, includes scheduling interviews, preparing and collecting interview materials and results.
Processing the pre-hire steps and selection of candidates to move to HRBP for salary placements, background checks, new hire paperwork, and onboarding and closing out recruitments.
Assisting HRBP, hiring managers, and new hires through onboarding processes to ensure a timely hiring of new hires.
Providing excellent customer service and responding effectively to inquiries from internal and external customers and partners consistent with applicable policies and Data Practice Act.
Providing recruiting support by:
Partnering with hiring managers and internal partners throughout the recruitment process to identify, assess and engage a diverse pool of potential qualified candidates through proactive networking, external partnerships, job fairs, print, online and in-person recruitment techniques.
Actively seek, outreach and attend job fairs, community and networking events as needed.
Assisting in coaching and providing feedback to internals and external applicants around the hiring process or referring applicants to appropriate resources and contacts.
Supporting the district branding and marketing as an employer of choice, and new and ongoing hiring initiatives and workforce development hiring.
Supporting data collection and enhancements of talent acquisition area by:
Researching, gathering and preparing recruitment reports related to job announcements and/or area of recruitment for Recruitment and Retention Manager, and hiring managers to assess and identify areas of improvement necessary for recruiting a diverse and qualified applicant pool.
Making recommendations to HR leadership and hiring managers for policy and process improvements
Performing other comparable duties of a like or similar nature as assigned.
Attending training sessions, conferences, workshops and seminars to keep abreast of changes, trends or skills required of the work.
Conducting exit interviews with existing employees as needed.
Assisting in special projects as it relates to HR strategic priorities.

Minimum Qualifications include:
High School/GED and six years or more of relevant experience in talent acquisition; OR AA degree and four years or more of relevant experience in talent acquisition; OR BA and two years or more of relevant experience in talent acquisition; OR MA’s or higher in HR, business/public administration, communications, industrial relations, psychology or related field

Knowledge, skills and abilities include:
Basic knowledge of employment laws and practices
Basic knowledge and experience in the administration of benefits and compensation programs and other human resources programs
General knowledge of labor contract law and principles
General knowledge of recruitment and retention practices
Enhanced knowledge of the operation and applications used in maintaining personnel files, records retention, record/file/database maintenance requirements, compliance reporting, and administrative requirements pertaining to human resource programs and objectives
Excellent computer skills in a Microsoft Windows environment and the Internet, including Excel, Outlook, Word
Ability to communicate effectively
Ability to establish and maintain effective working relationships with diverse internal and external partners and customers
Excellent oral and written communication skills; business letter writing and report preparation
Excellent interpersonal and coaching skills; ability to work collaboratively with others
Evidence of practice with a high level of confidentiality
Excellent organizational skills
Ability to interpret and apply complex laws, rules, policies, regulations, and labor contract language
Principles of mathematics, including the ability to add, subtract, multiply and divide using decimals, percentages and fractions; ability to solve basic algebraic equations
Ability to work collaboratively in a diverse workplace
Ability to lift, pull and push up recruitment materials to events
Ability to travel to various locations as needed for recruiting and outreach activities, and district related business needs
Ability to occasionally work weekends and evenings related to business and hiring needs

Preferred Qualifications include:
Experience working with diverse populations, and the ability to work effectively with people from various backgrounds and cultures; experience in outreach and community engagement
Strong communication and interpersonal skills to develop appropriate rapport with job candidates and internal staff
Strong collaboration and organizational skills, including detail oriented
Ability to work some weekends and evenings to meet the hiring and customer needs

Salary: $62,000 – $71,500 annually
Work schedule: 225 workdays. This position’s work schedule will follow current HR telework practices which may include hybrid (in-person and offsite) schedules. This is subject to change.
Job Type or FTE: Full-time, 12 month employment, Exempt
Bargaining unit: Salaried Professionals
Desired Start Date: July 1, 2024

This position offers:
Health insurance options, three health care options with one of the options including a Health Saving Account (HSA) with district contribution of $200 (Single) or $400 (Family) per month
Dental/Life insurances
Personal and Sick Leave accrual hours
MN PERA Pension plan
Optional retirement plans 403B/457 – with immediate matching upon enrollment
Professional growth
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 [email protected] 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

Position Type:
Administration-Nonlicensed

Location:
Educational Service Center

Closing Date:
Open until filled

Under the direction of the Superintendent, the Executive Director of Human Resources is responsible for setting vision, providing leadership, and ensuring continuous improvement of the human resources department to ensure that the human resources function plays a strategic partnership role in accomplishing the mission of the organization. As a member of the Superintendent’s executive leadership team, the Executive Director of Human Resources is responsible for overseeing essential departmental functions including: alignment of work with the mission of the organization; employee services; performance management and improvement; classification and compensation; benefits; collective bargaining and labor relations; employee relations; and compliance. The Executive Director leads and manages the overall human resource function for the organization including recruitment, staffing, professional development, appraisal, corrective action, compliance, policy development, and budget. The Executive Director provides advice, interpretation and support to district administrators regarding contractual agreements, laws, rules or practices pertaining to human resource programs or activities.

Strategic human resource leadership – Manage human resources strategic planning to align with the district’s mission.
Tasks involved in fulfilling above duty/responsibility:

Ensure that every aspect of the human resources function incorporates the vision, core values, and culture of the organization.
Assess core department and individual competencies necessary for district to attain mission.
Lead the development of the human resources department goals, objectives and systems to provide strategic support focused on the mission of the district.
Supervise staff in the performance of all human resource functions.
Implement systems, processes, policies, and practices to meet the short and long range organizational needs focused on human capital.
Devise succession planning strategies through identification of top performers.
Oversee continuous measurement of effectiveness of leadership and employee satisfaction.
Ensure employee engagement through appropriate strategies.
Monitor outcomes related to and prepare periodic reports to display progress toward strategic goal accomplishment.
Leverage internal and external resources to address change management, coaching, leadership development, succession planning, knowledge management, measurement systems, employee development and support the organization’s work in intercultural competence.
Maintain record keeping systems for all human resources functions.
Develop personnel policies and procedures.
Attend all regular board meetings, work sessions, strategy sessions and other meetings as necessary; make regular presentations to the board and staff.
Manage expenditure budgets for the Human Resources department and create ways to leverage resources.
Serve as an articulate and poised representative of the school district in the community.

Statement of duty/responsibility: Employee services – Direct, plan, and coordinate the operation of the Human Resources Department to recruit, select, orient, retain, assign, and transfer all personnel.
Tasks involved in fulfilling above duty/responsibility:
Oversee and direct the recruitment, selection, orientation and assignment of all employees.
Recruit and employ persons of diverse backgrounds.
Direct supervisory staff in managing the application, interview, selection and assignment process.
Oversee and manage the transfer, dismissal, promotion, resignation and retirement of all employees.
Direct the preparation and maintenance of such reports as are necessary to carry out the functions of the department related to staffing.
Adjust recruitment and training strategies to address competency gaps throughout the district.
Direct human resources consultation services to provide managers with effective policy and procedures for selection, transfer, and leave administration.
Oversee the selection, assignment and compensation of substitute employees.

Statement of duty/responsibility: Performance management and improvement – Oversee a system to set performance expectations, appraise performance, improve performance and provide corrective action as necessary. Develop systems to effectively monitor employee attitudes, productivity and performance outcomes.
Tasks involved in fulfilling above duty/responsibility:
Base personnel decisions on professionally sound, documented personnel evaluation policies and procedures.
Ensure job descriptions are accurate and well defined for every employee position to ensure they align to the organizational structure.
Lead the development, implementation and improvement of evaluation systems for all employees.
Develop and implement systems to maintain a positive, productive, and cohesive work environment.
Manage employee performance systems to ensure maximum organizational performance.
Consult with managers on high level performance and disciplinary concerns.
Ensure compensation systems align with performance.
Design and implement systems to successfully process employee complaints, workplace conduct investigations, and potential employee discipline.
Direct managers and supervisors in effective talent management strategies.

Statement of duty/responsibility: Human resources administration – Direct the design and administration of job classification systems, compensation programs, and comprehensive benefits programs.
Tasks involved in fulfilling above duty/responsibility:
Manage classification and compensation systems, and direct staff involved in the implementation to ensure compliance with pay equity requirements.
Collect and examine position information to ensure accurate job descriptions are aligned with salary and benefits.
Direct benefits systems and remain knowledgeable of evolving regulations and best practices to influence the district’s strategic direction.
Select and supervise external human resource consultants and specialists to coordinate the district’s use of insurance brokers, insurance carriers, pension administration, and other outside service providers.
Create compensation plans and provide administration of all employee agreements and collective bargaining contracts.
Collaborate with business services department and payroll on compensation and records.
Oversee compliance with federal and state laws for school district employee benefit programs including health and major medical, dental, term and supplemental life insurance, long-term disability, worker’s compensation, flexible benefit programs, retirement and severance benefits, health care savings plan, deferred compensation plans and other benefits.
Direct vetting and processing of all insurance bids and requests for proposals relating to the district’s benefits and programs.
Oversee management of all services provided by insurance carriers, brokers, and third-party administrators, including professional relationships and auditing of services, programs and billing.
Set strategic direction in benefits to ensure best practices and best use of resources.

Statement of duty/responsibility: Labor relations – Oversee the elements of formal labor-management relations including protected activities, unfair practices, union organizing, recognition and representation elections, collective bargaining and contract administration.
Tasks involved in fulfilling above duty/responsibility:
Design organizational labor relations practices and strategies that move the organization in a strategic direction that is congruent with the organizational mission.
Oversee the negotiations, administration, interpretation, and record maintenance of all collective bargaining agreements.
Ensure that relations with employees comply with applicable federal, state, and local laws and regulations; resolve workplace disputes.
Direct alternative dispute resolution processes and coordinate grievance procedures resulting from employee-manager disputes.
Maintain knowledge of state and federal labor laws and collective bargaining procedures, including the Minnesota Public Employment Labor Relations Act (PELRA).
Oversee the investigation, data gathering, and preparation for grievance, mediation and arbitration hearings.
Collaborate with district legal counsel on employment matters.

Statement of duty/responsibility: Compliance – Ensure compliance with district policy and with legal requirements.
Tasks involved in fulfilling above duty/responsibility:
Maintain, implement, and monitor clearly stated and established human resources standards and procedures as needed by the organization, including ensuring the organization conforms with applicable human resources related regulations and statutes.
Participate as an executive management team member in regularly scheduled executive leadership meetings in order to develop and discuss organizational strategy, procedures and policies.
Maintain pre-employment, employment, and post-employment personnel records and information including licensure status, renewal credits, and official personnel files according to applicable data retention laws and policies.
Secure and promote equal employment opportunities as required by law.
Coordinate EEO training.
Supervise the submission of required reports related to federal and state laws concerning pay equity and comparable worth, benefits, unemployment compensation, labor relations, occupational safety and health, and worker’s compensation.
Serve as district’s Human Rights Officer; ensure process to receive, investigate and respond to complaints; The official Coordinator for Title VI, Title VII, Title IX, Section 504, ADA and ADEA.

Statement of duty/responsibility: Risk management – Manage the risk management work functions and assist with worker’s compensation administration.
Tasks involved in fulfilling above duty/responsibility:
Oversee process to prevent and/or mitigate loss, risk to or from personnel, and risks arising from the work environment.

Statement of duty/responsibility: Other duties as assigned – Performs other comparable duties of a like or similar nature as assigned.

Minimum required qualifications include:

Five years of experience in human resources including three years of progressively greater responsibility for human resources and labor relations leadership in a medium or large organization.
Five years administrative and supervisory experience in a human resource division.
Master’s degree or Bachelor’s degree with equivalent experience as determined by the District. Human resource management, personnel administration, labor relations, industrial relations or related field

Preferred qualifications include:

Experience in public school systems or public sector preferred.
SPHR and/or SHRM Certification preferred

Essential knowledge and subject knowledge required to perform the essential functions:

All areas of human resources function including strategic leadership; staffing; performance management; employee investigation and discipline; classification and compensation; collective bargaining; labor relations; employee relations.
Laws, rules, regulations, effective practices related to the human resources function including ADA, FMLA, EEO and Data Privacy.
Laws, rules, regulations, effective practices related to public school human resources management.
Computer based and technical human resources management systems.
Professional training in personnel selection and management, which provides a working knowledge of public administration.
Equal Opportunity Employment laws and regulations, labor management relations and practices, provisions, and procedures for teacher certification, current trends in employee relations, salary plans, and current legislation in the field of personnel services.

Essential skills required to perform the work:

Strategic leadership – develop and communicate vision for area of responsibility; align function with the mission and core values of the organization; champion change and innovation.
Collaboration – foster cooperation across departmental boundaries; make and keep rigorous promises; establish and maintain effective relationships.
Judgment – analyze issues and seek multiple perspectives before making decisions; use sound judgment considering immediate and long-term impact of decisions and apply systems thinking. Decisive and responsive decision-making and consultative support to management.
Communication – foster two-way, open communication; listen and respond with empathy; communicate effectively verbally and in writing; apply meeting protocol; produce thorough and accurate reports. Communicate effectively in public presentations.
Planning and Execution – focus organization on high priority objectives; foster alignment; establish specific measurable objectives; manage and improve processes; practice effective project management to achieve goals; hold staff accountable.
Business knowledge – apply technical/functional expertise; provide thorough analysis; understand and manage technology and other resources for maximum impact on productivity; Mathematical skills to add, subtract, multiple, and divide in all units of measurement, using whole numbers, common fractions, and decimals and ability to compute rate, ratio, and percent.
Self-management – inspire trust; demonstrate adaptability and flexibility; practice self-development.
Motivation and courage – drive for results; take a stand for the good of the organization; take responsibility.

Salary: View salary grid on Page 3, Section 1. of the School Executives agreement

Bargaining unit: School Executives

Desired start date: On or before July 1, 2024

Osseo Area Schools offers:

Meaningful and impactful work

Opportunities to grow professionally

A variety of benefits

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, color, creed, sex, gender identity, color, marital status, national origin, religion, age, sexual orientation, status with regard to public assistance, 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 [email protected] or call 763-391-7007.

Background Check Process 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.