Metro

Position Type:
Administration-Nonlicensed/Coordinator

Location:
Educational Service Center

Closing Date:
07/06/2025

Position Summary

The Staff and Performance Management Coordinator supports Osseo Area Schools’ mission—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—by collaborating with school leaders, departments, and staff to promote a high-quality, diverse, and well-supported workforce.

The Human Resources Staff and Performance Management Coordinator plays a key role in supporting the district’s mission by overseeing effective staffing strategies, performance management systems, compensation practices, and employee relations practices. This position provides direction and supervision of six (6) team members and is responsible for ensuring first a high touch customer service environment.

This coordinator oversees the operational direction for recruitment and onboarding, position management, employee training & development, K-12 staffing allocation and administering employee performance processes. The Coordinator also provides guidance and conducts investigations related to employee conduct, including policy adherence, and performance issues. The Coordinator has experience interpreting and administering bargaining agreements and ensures consistent enforcement of district policies, bargaining agreements, and applicable laws to promote a fair, equitable, and high-performing workplace.

 

Primary Responsibilities

Staffing and Recruitment – 25%

Coordinate and collaborate with the HR leadership team for recruitment, selection, and hiring processes for all licensed and non-licensed staff.
Partner with school and department leaders to ensure timely and strategic staffing aligned with enrollment, budget, and programmatic needs. And provide training and guidance to hiring managers.
Oversee a fair and equitable hiring process including job postings, applicant pools, pre-employment requirements, and hiring communications adhering to policies and state and federal regulations.
Knowledge of hiring and recruiting technology applications sufficient to develop efficient workflows, make recommendations for process improvements, administer the application and train others.
Partner with the Workforce Development Coordinator to analyze recruitment metrics and to develop recruiting strategies and solutions.
Oversee vacancies and long-term substitute placements to ensure continuity of services. Analyze reports Oversee onboarding and orientation programs for new employees. Survey new employees and stakeholders to improve workflow and new hire experience.
Collaborate with HR leadership to support outreach, talent pipeline development and increase workforce diversity in alignment with department and district goals.
Employee Relations and Support – 25%

Serve as a resource and subject matter expert (SME) for administrators and staff on HR policies and performance-related and organizational matters.
Support administrators with  addressing performance concerns, supporting coaching and documentation efforts.
Contribute to developing and implementing professional growth and retention strategies.
Serve as a partner to address concerns and lead supervisors through progressive performance management. Conduct employee investigations providing support and leadership to supervisors in partnership with union and unit leaders.
Assist with creating, updating and enforcing workplace policies and ensure policies align with employment/labor laws and district values.
Promote a healthy work culture through engagement and support initiatives.
Ensure the organization complies with employment laws and regulations.
Track trends in employee satisfaction, turnover, and complaints and use of data to recommend improvements to HR strategies.
In partnership with HR leadership, develop and implement workforce plans to support the continued success of the organization including succession plans, retention plans and training within the employee groups.
Performance Management – 25%

In partnership with HR leadership, lead the performance management programs and provide oversight and support the employee evaluation process for licensed and non-licensed staff, in alignment with district policies and collective bargaining agreements.
Provide training and support for evaluators and staff on performance management in alignment with district expectations and best practices.
Oversee proactive auditing and monitoring evaluation completion and compliance; follow up with leaders, as needed.
Create, maintain and analyze reporting metrics for performance management and recommend new strategies for improvements.
Provide work direction to the HR subject matter expert (SME) for technical support and the technical development group.
Monitor and maintain the performance management section of the district website.
In collaboration with the SME for technical support, recommend process improvements for effective use of technology applications to create efficiencies, implement changes and improve user experience.
Position Management – 10%

Develop, establish and coordinate a process of organizational planning that evaluates structure, job design, resource forecasting and succession throughout the organization.
Oversee and train supervisors and staffing team to develop accurate job descriptions using best practices methodology.
Evaluation of job classifications of new positions and re-classification requests.
Ensure thorough evaluations of the knowledge, skills and abilities necessary for successful performance of a position that serves as a foundation for performance appraisal and employee growth.
Develop, establish and coordinate standardized training and development strategies, policies, procedures and improvement plans based on identified organizational needs, changes in culture, procedures or services.
Oversee maintenance of accurate staffing records and FTE allocations in coordination with district leaders, finance, and payroll.
Salary Placement and Compensation Review – 10%

Oversee initial salary placement for new hires in alignment with salary schedules and collective bargaining agreements.
Conduct compensation reviews for internal equity, contract compliance, and step/lane movement.
Collaborate with the Executive Director and Personnel Director on equity reviews related to compensation and Coordinate with HR and Payroll teams to implement.
Respond and resolve escalated compensation inquiries related to non-supervisory staff.
Other Duties – 5%

As assigned by the Director of Human Resources.
Required Qualifications

Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a closely related field.
Minimum of 5 years of progressively responsible experience in either human resources or K-12 operations including employee relations, performance management, staffing, onboarding and compensation.
At least 2 years of experience in a public sector, unionized, or education environment.
Demonstrated experience leading a team, providing coaching and development.
Experience conducting workplace investigations and interpreting employment laws and labor agreements.
Strong knowledge of federal and state employment laws, labor relations, and HR best practices.
Demonstrated ability to handle employee relations matters with discretion, fairness, and professionalism.
Experience with performance management systems and supporting supervisory staff through evaluation cycles.
Ability to interpret and apply collective bargaining agreements and district policies.
Strong analytical skills, including ability to evaluate data and make informed recommendations.
Proficiency in HRIS systems, Microsoft Office Suite, Google Workplace, and ability to manage web-based content.
Strong written and verbal communication skills, including facilitation and training.
Ability to collaborate across departments and lead through influence and relationship building.
Preferred Qualifications

Experience coordinating and/or overseeing K-12 license staffing processes.
Master’s degree in Human Resources, Education Administration, or a related field.
Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
Experience in a K–12 public school environment.
Essential Competencies

Collaboration: Works together with others, sharing ideas, and contributing to a collective effort.
Communication: Effectively shares information, pays attention and responds thoughtfully.
Adaptability and Flexibility: Willing to adjust to different situations and team dynamics; adapts to changing circumstances and initiates new approaches to address evolving needs.
Problem-solving: Identifies challenges and works together to find solutions.
Respect and Empathy: Values others’ contributions and understands their perspectives.
Reliability: Dependable and meets commitments.
Open-mindedness: Receptive to different ideas and ways of working.
Active listening: Pays close attention to what others say and understands their meaning.
Conflict resolution: Addresses disagreements constructively and find mutually agreeable solutions.
Accountability: Takes responsibility for one’s actions and contributions.
Willingness to help: Offers assistance to the team.
Proactive Engagement: Seeks opportunities to contribute and don’t wait for someone to assign tasks.
Independent Action: Starts working on tasks without needing explicit instructions or encouragement.
Leadership and Influence: Leads others and inspires them to act.
Executive Functioning: Planful, organized, and manage time efficiently & effectively.
Work Environment and Physical Demands
These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Staff and Performance Management Coordinator job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the job.

While performing the responsibilities of this job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel and to manipulate keys on a keyboard. The employee is occasionally required to stand, walk, reach with arms and hands, and to stoop, kneel, or crouch. Vision abilities required by this job include close vision to read documents and computer monitor screen.

A typical working environment is an office setting.
Travel between school sites or events with occasional evening events.
Subject to K-12 and administrators’ needs, this position may work a hybrid schedule and arranged in coordination with the HR Personnel Director.
Standard core hours with some flexibility required for events or meetings.
Salary: $124,360 to $149,232 annually
Job type: Full-time, 260/261 days per year
Bargaining unit: Directors and Confidential Managers
Benefits: Medical, dental, life insurance, long term disability,  employee assistance program, PERA Pension and 403b (tax sheltered annuity) employer match program

The application deadline for this position is July 6, 2025. Interviews will take place during the second and third week of July. This position has an anticipated start date of Monday, July 28, 2025.

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 [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.