Human Resources Coordinator

The Metropolitan Mosquito Control District (MMCD) was created by the Minnesota state legislature (Minn. Statute 473.704) in 1958 for the benefit of citizens of Anoka Carver Dakota Hennepin Ramsey Scott and Washington counties.

Our Mission: To promote health and wellbeing by protecting the public from disease and annoyance caused by mosquitoes black flies and ticks in an environmentally sensitive manner.

Our Values: We value integrity trust cooperation respect and competence in our interactions with colleagues and customers.

Our Vision: To be the leading mosquito abatement district in the world.

See our website for more details:

POSITION TITLE:Human Resources Coordinator

DEPARTMENT :Administration

REPORTS TO :Business Office Manager

FLSA STATUS :Full Time Exempt

ANNUAL SALARY :$74214.40 - $111321.60

Accepting Applications : Open until filled

First review date of 2/4/2026

Resume & Cover Letter Required

(If you are applying through Indeed please email your cover letter to )

Class Summary:

Under the supervision of the Business Office Manager the Human Resources Coordinator provides comprehensive HR support across two agencies: Metropolitan Mosquito Control District (MMCD) and Metropolitan Library Service Agency (MELSA). This role requires a versatile professional capable of navigating different organizational structures and cultures.

Essential Duties and Responsibilities:

Multi-Agency Support & Coordination:

• Serve asanHR point of contact for two agencies developing a deep understanding of each organizations unique mission culture and workforce needs.
• Navigate and harmonize different organizational structures policies and practices while respecting each agencys distinct identity.
• Build effective relationships with leadership teams across agencies.
• Identifyopportunities to standardize HR processes where beneficial whilemaintainingnecessary customization.
• Coordinate initiatives and ensure consistent application of HR best practices.
• Develop expertise in the specific regulatory environments relevant to each agency.
• Create scalable HR solutions that can be effectively implemented across different organizational contexts.
• Provide reliable backup support for full-cycle payroll processing ensuring accuracy and timeliness.

Recruitment and Onboarding:

• Design and implement tailored recruitment strategies that address the specific talent needs of each agency.
• Manage full-cycle recruitment processes with sensitivity to the different skill setsrequiredacross agencies.
• Maintainjob descriptions that accurately reflect the unique aspects of positions within each organization.
• Improveonboarding experiences that effectively integrate new hires into their respective agency cultures.
• Coordinate with hiring managers across all two agencies to ensure alignment of recruitment priorities.
• Build a diverse candidate pipeline that can serve multiple agencies needs.
• Track recruitment metrics andprovidestrategic insights to improve hiring outcomes across organizations.

Employee Relations:

• Develop the cultural awareness and interpersonal skills needed to effectively address employee concerns across diverse organizational environments.
• Provide guidance to managers and employees on HR policies and procedures while considering agency-specific contexts.
• Address and resolve employee concerns and conflicts with sensitivity to differing organizational norms.
• Support progressive discipline processes when needed ensuring consistency in approach while acknowledging agency differences.
• Facilitate communication between management and employees across all organizational boundaries.
• Foster positive work environments that honor each agencys unique culture while promoting shared values.
• Under direct supervision coordinate matters of routine labor relations such as the application and processing of collective bargaining agreements; the processing of formal grievances; communications with labor unions relating to other disputes and questions that arise between unions and management; responses to union information requests; discipline of bargaining unit members; and compliance with applicable labor laws.

Compliance and Policy:

• Maintain expertise in compliance requirements that may differ across agencies due to their distinct functions.
• Ensure all two agencies remain compliant with federal state and local employment laws and regulations.
• Maintain and update employee handbooks and policy manuals with appropriate customization by agency.
• Conduct audits of HR processes and documentation across multiple organizational contexts.
• Manage workers compensation and unemployment claims with attention to agency-specific considerations.
• Stay current on legislative changes affecting HR practices in all relevant sector.

Training and Development:

• Design and implement training programs that address both common needs and agency-specific requirements.
• Identify cross-agency training opportunities that promote shared learning and resource efficiency.
• Track training completion and certification requirements across different employee groups.
• Support career development initiatives that acknowledge the diverse career paths available across agencies.
• Evaluate training effectiveness and recommend improvements based on agency-specific outcomes.
• Create learning opportunities that foster cross-agency collaboration and knowledge sharing.

Performance Management:

• Support the implementation of performance evaluation systems that may vary by agency.
• Assistmanagers with performance review processes while ensuring fair and consistent standards.
• Maintain performance documentation in accordance with each agencys requirements.
• Help develop performance improvement plans when needed tailored to specific job functions.
• Track performance metrics and provide relevant reporting that acknowledges agency-specific goals and standards.

Minimum Qualifications:

• Bachelors degree in Human Resources Business Administration or related field
• 3-5 years of experience in human resources preferably in a generalist capacity
• Required 1 year of work experience in Labor Relations and/or Employee Relations.
• Preferred 1 to 3 years of experience with grievances and arbitrations as it relates to Unions and negotiations.
• Demonstrated ability to adapt HR practices across different organizational contexts or industries.
• Strong communication skills with the ability to effectively engage with diverse stakeholder groups.
• Exceptional organizational abilities and attention to detail when managing multiple priorities.
• Proficiency with HRIS and MS Office applications.
• Demonstrated ability to handle confidential information with discretion.
• Experience working in a multi-departmental or multi-organizational environment.

Knowledge Required:

• Adaptability:Exceptional ability to apply HR principles flexibly across different organizational contexts.
• Systems Thinking:Capacity to see connections and develop integrated solutions that work across agencies.
• Relationship Building:Skill in establishing trust and credibility with diverse stakeholders across multiple organizations.
• Industry Agility:Ability to quickly learn and navigate the unique aspects of public sector emergency services and library/information services.
• Priority Management:Excellence in balancing competing demands from two distinct agencies.
• Cultural Intelligence:Sensitivity to organizational culture differences and their implications for HR practices.
• Problem-Solving:Creativity in developing solutions that can be customized or scaled across different contexts.
• Boundary Spanning:Comfort with serving as a connector between separate but related organizations.

PHYSICAL REQUIREMENTS:

Positions in this class typically require fingering grasping reaching standing walking talking hearing seeing and repetitive motions.

Exerting up to 25 pounds of force occasionally and/or up to 10 pounds of force frequently and/or negligible amount of force frequently or constantly to manipulate lift carry push pull or otherwise move objects. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

Primarily standard office environment. However incumbents may be subjected to visiting outdoor field sites with exposure to moving mechanical parts fumes odors and extreme temperatures.

Accommodations: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Primary work location at St. Paul MN

Occasional travel to other agency locations may be required.

Standard office environment with minimal exposure to physical risk.

Regular business hours with occasional evening or weekend work as needed.

NOTE:

The above job description is intended to represent only the key areas of responsibility; specific position assignments will vary depending on the business needs of the organization.

Affirmative Action / Equal Opportunity Employer

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