Southeast

We’re seeking a Talent Acquisition. Recruitment and Human Capital (HR) Specialist! The right person will be excited at the chance to put their HR expertise, collaborative skills and passion for learning to use in this mission-driven organization. This is a great position for someone who wants to take on a broad spectrum of people-focused work in a critical cross-organizational role. We are a school district who is  passionate about hiring  people that think bigger and differently about what is possible, grounded in a strong commitment to both equity and learning.

The Talent Development, Recruitment, and (HR) Human Capital Specialist is responsible for developing a comprehensive recruitment, retention and employer branding strategy for Red Wing Public Schools along with proactively performs professional functions of the day to day operation of the Human Resources Department. This includes the administration of an effective and efficient service-oriented human resources office, development and implementation of appropriate personnel guidelines, processes and procedures in accordance with Board policy, administrative regulations, and negotiated contract provisions for employees and employee groups. Reporting to the Director of Operations, this position will work closely with district leadership including the Director of Communications, the Specialist will increase awareness and knowledge about Red Wing Public Schools through site visits, events, correspondence and other marketing such as digital and print medial. Establishing new partnerships with colleges, universities and educational organizations while also cultivating and managing existing relationships is essential. The Specialist will be a strategic thinker with the ability to identify and attract top talent and have a passion for building strong teams.

Under limited supervision, areas of responsibilities shall include, but are not limited to recruitment/selection systems, annual staff planning, onboarding, performance management and merit, benefit administration, employee leave administration, employee relations, certification and licensure administration, HRIS, negotiations, and related work as apparent or assigned. The Talent Development, Recruitment, and (HR) Human Capital Specialist shall apply and share higher levels of knowledge and skill, exercise independent judgment, and initiate independent action in fulfillment of the goals and responsibilities of this position.Essential Duties and Responsibilities:

Recruitment
Develop and implement new and creative ways to attract, recruit, hire and retain a highly effective and diverse workforce  for our organization.
Develop and execute short and long-term talent acquisition strategies, including branding, sourcing, screening, interviewing, and onboarding; take steps to ensure positive candidate experience.
Develop and directs high impact recruitment and staffing plans for new hires which includes developing a talent pipeline of qualified internal and external candidates.
Designs and implements diversity initiatives integrated into the recruitment and retention processes.
Monitors operational, organizational and technology changes to ensure that recruitment and staffing goals support the District’s strategic plan goals on an ongoing basis.
Creates appropriate job descriptions and assists in redefining job descriptions as needed.
Provide training and direction to district leadership and hiring managers on recruiting, hiring, and developing strategies including implementation of an employee lifecycle processes.
Provide tracking and reporting to management to identify recruiting needs and progress.
Manage team morale and engagement.
Promote teamwork within the organization, including hiring, on-boarding, and retention of top talent.
Develops and maintains professional relationships with college, university and community college placement offices, teacher preparation program leadership and various agencies that assist in providing applicants to the schools and to grow awareness of Red Wing Public Schools.
Coordinate and participate in college and university career programs, recruitment, job fairs, seminars and relevant conferences, training programs or workshops.
Manage the effective and timely marketing of applications for vacant positions, review of applications/interview of applicants; and recommendations of candidates.
Coordinates and continues to improve the employee onboarding process.
Keep abreast of current research, trends, programs, best practices and materials.
Monitors recruitment budget allocations, expenditures, fund balances and related financial activities for the purpose of ensuring that allocations are accurate, revenues are recorded, expenses are within budget limits and/or fiscal practices are followed.
Communicates with employees, departments, administrators, applicants and the public for the purpose of providing information and assistance concerning employment, recruitment and anticipated staffing needs.
Develop creative employer branding content and materials  including use of social media, publication of recruitment and retention articles, photos, videos, and maintenance of HR website for ensuring effective communication.
Staffing
Monitors a wide variety of programs, including but not limited to recruiting, student teacher candidates/internships, teacher licensing, alternate route certification and employee assistance program for the purpose of ensuring district compliance with established guidelines.
Maintain an accurate district-wide staffing database.
Refines processes, procedures and programs related to employee transfers, promotional and placements.
Provide information to other administrators and departments related to current staffing levels/assignments, budgetary allowances/constraints on staffing, budget proposals and justification for staffing increases, compensation, contractual benefits, etc.
Manage the coordination of the employee performance management process.
Participates in a variety of cross-functional meetings for the purpose of conveying and gathering information regarding a wide variety of subjects required to carry out administrative responsibilities and supporting the strategic plan and other district initiatives.
Conducts follow up visits with new hires to facilitate problem solving and assist employees with a smooth transition to Red Wing Public Schools.
Development and maintenance of a comprehensive employee recognition program.
Assist in the development and coordination in district employee mentorship programs and  succession planning.

3. Resources ManagementPreparation and issuance of contracts/assignments for employees.
Renewal and maintenance of all records pertaining to the certification of all certified staff.
Manage the substitute service for all employee groups.
Oversight of the district’s benefits implementation.
Maintain and administer an effective and efficient service-oriented human resources office.
Promoting the full, efficient use of the District’s Human Resources Information System (HRIS) within the department, and effective integration of the HRIS with other administrative software used in the District as needed.
Compile and maintain accurate and current employee records and personnel data. Administering appropriate policies and regulations for personnel services, including staff recruitment, appointment, and evaluation; employee evaluation, discipline, and promotion, transfer, or termination, health records, attendance and professional development.
The development and implementation of appropriate personnel guidelines and procedures.
Compiling and evaluating personnel data for summary reports and program proposals for improvement, including: staff absence, fringe benefits, compensation, and personnel needs, both short and long range.
Preparation of appropriate personnel motions for administrative recommendation and Board of Education approval.
Interpret Board policy, administrative regulations, personnel procedures, and negotiated collective bargaining agreements for employees and employee groups.
Ensure the data privacy and confidentiality of all personnel records and information.
Labor Relations
Administer all temporary and long term employee leave provisions.
Serves as a member of the Board of Education personnel committee, meet and confer committees and negotiation teams as designated by the Superintendent.
Ensuring the consistent and fair administration and interpretation of personnel policies, regulations, procedures and negotiated collective bargaining agreements. This may involve completing employee investigations, writing reports of findings and making recommendations.
Responsible for responding to all inquiries but not limited to: employee relations concerns, FMLA, FLSA, Title VII, ADA, policies, and workers.
Serves as the district’s Human Rights Officer and Title IX Coordinator for the district.
Performs all  benefits administration (healthcare, flexible spending, dental, life,  long term disability and worker’s compensation) to include compilation and updates of employee and retiree information; claims resolution, change reporting, approving invoices for payment, and communicating benefit information to employees; maintains contributions and matching benefits for retirement and flexible spending accounts according to policy and federal guidelines.
Knowledge, Skills and Abilities

Thorough knowledge of Minnesota school specific and general human resources laws, rules, regulations, requirements and guidelines; thorough knowledge of human resources practices and procedures including recruitment, selection, employer branding and retention strategies, wage and salary administration and professional licensure; thorough knowledge of school district organizations, functions, operations and jobs; thorough knowledge of district policies, practices, procedures, handbooks and manuals; thorough skill in the use of personal computers and related software packages, hardware and peripheral equipment; thorough skill using HRIS systems; through skill using standard school employee absences software; thorough skill using standard finance and accounting software; evidence of excellent human relations skills, including ability to facilitate the work of teams; ability to understand and apply governmental accounting practices in maintenance of financial records; ability to present ideas effectively, both orally and in writing; ability to prepare and administer personnel policies, practices and procedures; ability to establish and maintain effective working relationships with school officials, associates and the general public. Must have the ability to schedule a number of activities, meetings and/events; communicating with diverse groups and individuals; meeting deadlines and schedules; setting priorities. Flexibility is required to independently work with others in a wide variety of circumstances and to adapt to changing work priorities. Problem solving is required to analyze issues and create action plans. Problem solving with data requires independent interpretation of guidelines. Demonstrated ability to work as part of a team, build positive relationships and reliable and consistent attendance.

Education and Experience: Bachelor’s degree with coursework in required in human resources, business administration, or related field and moderate experience required. Master’s degree preferred. A minimum of three years in progressively responsible human resource roles required; experience in the public sector preferred. 3+ years of experience in Labor Relations and Employee Relations

Physical Requirements: This work requires the occasional exertion of up to 10 pounds of force; work regularly requires speaking or hearing, frequently requires sitting and using hands to finger, handle or feel and occasionally requires standing, walking, climbing or balancing, stooping, kneeling, crouching or crawling, reaching with hands and arms, pushing or pulling, lifting and repetitive motions; work has standard vision requirements; vocal communication is required for expressing or exchanging ideas by means of the spoken word and conveying detailed or important instructions to others accurately,  loudly or quickly; hearing is required to perceive information at normal spoken word levels and to receive detailed information through oral communications and/or to make fine distinctions in sound; work requires preparing and analyzing written or computer data, operating machines and observing general surroundings and activities; work has no exposure to environmental conditions; work is generally in a moderately noisy location (e.g. business office, light traffic).