HR Coordinator

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　　HR Coordinator

　　Salary

　　$50,000.00 - $58,000.00 Annually

　　Location

　　Denver, CO

　　Job Type

　　Full Time

　　Job Number

　　00683-HRS II_TTN-SFO-1122

　　Department

　　Department of Education

　　Division

　　School Finance and Operations

　　Opening Date

　　01/22/2024

　　Closing Date

　　2/5/2024 11:59 PM Mountain

　　FLSA

　　Determined by Position

　　FLSA Status

　　Non-Exempt; position is eligible for overtime compensation.

　　Primary Physical Work Address

　　201 E. Colfax Ave This position is eligible for a hybrid flexible work arrangement, which includes work from home and from the office. The majority of the work can be completed from home.

　　Description

　　Benefits

　　Questions

　　Department Information

　　About the Colorado Department of Education

　　The Colorado Department of Education (CDE) provides leadership, resources, support and accountability to the state's 178 school districts, 1,888 schools, over 53,000 teachers and over 3,200 administrators to help them build capacity to meet the needs of the state's approximately 905,000 public school students. In addition, CDE provides structural and administrative support to the Colorado School for the Deaf and the Blind and the Charter School Institute.

　　As the administrative arm of the State Board of Education (https://www.cde.state.co.us/cdeboard) , CDE is responsible for implementing state and federal education laws, disbursing state and federal funds, holding schools and districts accountable for performance, licensing all educators, and providing public transparency of performance and financial data.

　　CDE is a values-based agency that serves students, parents, and the general public by protecting the public trust through ensuring adherence to laws, strong stewardship of public funds, and accountability for student performance.

　　Why work for the Colorado Department of Education's (CDE) Human Resources team?

　　CDE's HR team, like most HR teams, wears many hats. Our HR team supports the mission and values of CDE by providing an employee (customer) approach in everything we do. We take our work and roles seriously but know how to bring a sense of levity and fun to our work.

　　Our HR team supports the entire employee lifecycle for CDE. This includes recruitment, hiring, employee engagement, training and development, performance appraisal administration, compensation oversight, employee relations, legislative and legal compliance, and accurate entry and disbursement of employee information.

　　Our agency is unique in that most of our positions are non-classified (at-will) positions. We have classified staff as well; however, they only comprise about 25% of our workforce. This distinction is essential since our HR team understands and administers rules and policies under the classified and non-classified systems.

　　As the HR Specialist II, this position will be primarily responsible for our critical administrative functions. This position is ideal for someone who desires to take their early beginnings in HR to the next level. This position provides an excellent learning opportunity for someone who knows the foundation and basics of HR.

　　In addition to rewarding and meaningful work, we offer excellent benefits (https://www.colorado.gov/pacific/dhr/benefits) :

　　PERA www.copera.org plus 401(k) and 457 plans

　　Medical and dental health plans (https://www.colorado.gov/pacific/dhr/benefits) that include a generous employer contribution

　　Employer supplemented Health Savings Account (https://www.colorado.gov/pacific/dhr/hsa)

　　Employer-paid life insurance

　　Employer-paid Short-term disability coverage

　　160 hours of paid family medical leave

　　11 paid holidays per year plus paid vacation and paid sick leave

　　Employer-paid RTD EcoPass (http://www.rtd-denver.com/) (Denver Metro locations)

　　BenefitHub (https://stateofcolorado.benefithub.com/) state employee discount program

　　Employee wellness programs

　　Excellent work-life programs, such as flexible schedules and professional development.

　　This position is eligible for a hybrid work location (combination of working from home and office)

　　Description of Job

　　Position Summary:

　　The HR Coordinator will support critical functions of the HR Unit, including, but not limited to, creating and processing actions (data entry) related to employee offers, personnel changes, employment screening, and facilitating state employee transfers. This position also plays a crucial role in ensuring a positive employee experience by facilitating processes involved in the employee onboarding process and coordinating employee pulse surveys to identify areas of improvement.

　　This position is also responsible for personnel records management/compliance, I9 processing, responding to unemployment claims, and all offboarding actions such as file close out, notifications, leave transfers, and data entry in the appropriate systems. The position may be required to participate in special projects or process improvement initiatives of HR and CDE.

　　Onboarding / Offboarding

　　Customer Service: Provide customer-friendly service to current and potential CDE employees. Provide reasonable timelines for the completion of the request and provide timely updates.

　　Onboarding: Ensure a smooth and seamless transition from Talent Acquisition Manager to candidate for new hires.

　　Perform and monitor background checks.

　　Verifies and receives completed reference checks, including personnel file review for interagency and external agency transfer

　　In coordination with the Talent Acquisition Manager, creates and submits offer letters and new hire paperwork for all new hires.

　　Processes badge requests for new hires and replacements for current staff,

　　Provides welcome information from HR to all new hires including information about required trainings, employee ID, and ensures they attend New Employee Orientation (NEO).

　　Provides timely notification of all new hires to all required units (IMS, payroll, etc).

　　Downloads and processes new hire documentation into central payroll (CPPS).

　　Creates personnel files for new staff and includes all new hire paperwork. This includes obtaining files from other agencies should the new hire be a transfer from another state agency.

　　Create offers for internal promotions and position changes.

　　Processes and tracks Personnel Actions Forms (PAFs) for all personnel actions.

　　Submits all new hire and PAFs to payroll for their records.

　　Conducts NEO meetings with new staff as needed, and upon request of the HR Supervisor.

　　Assists the Talent Acquisition Manager in routing new and closing out old requisitions in the Applicant Tracking System (ATS).

　　Offboarding- Collaborates with the HR Supervisor on processing and/or gathering information about off-boarding of resignations, retirees, transfers, or other employee separations.

　　Responsible for completing off-boarding activities, including providing instructions/next steps to supervisors and the employee, and ensuring coordination of the supervisor/employee, and notifications to Payroll, Helpdesk, and Building security. This may include immediate notice and deactivation of building access codes.

　　Provides Payroll with applicable leave balance payouts for all separated employees.

　　Transfers personnel files to other state agencies for employee transfers.

　　Ensures data entry, system updates, and information/paperwork s submitted to separate the employee in all applicable systems.

　　Manage offboarding exit interviews, including the employee receives the exit survey, and responses are collected and tracked.

　　Personnel Records and Compliance

　　New Hire Actions:

　　Downloads and processes new hire documentation into our central payroll system (CPPS).

　　Creates personnel files for new staff and includes all new hire paperwork. This includes obtaining files from other agencies should the new hire be a transfer from another state agency.

　　I9 completion and compliance.

　　Create offers for internal promotions and position changes.

　　Routes, tracks and processes all Personnel Actions Forms (PAFs) for all personnel actions.

　　Submits all PAFs to payroll for their records.

　　Updates the applicable trackers for new hires and PAF’s

　　Provides timely notification to IMS and Help Desk of all new hires.

　　Conducts periodic audits of personnel information including personnel files and personnel information in CPPS.

　　Separating Employee Actions:

　　Collaborates with HR Supervisor on processing and/or gathering information about off-boarding of resignations, retirees, transfers, or other exiting employees.

　　Provides separation instructions/next steps to supervisors and the employee.

　　Provides timely notification to IMS and Help Desk of all employee separations.

　　Provides payroll with applicable leave balance payouts for all separated employees in a timely manner.

　　Transfers personnel files to other state agencies for employee transfers upon request.

　　Ensures data entry, system updates, and information/paperwork submitted to separate the employee in all applicable systems.

　　Manage exit interview data collection by ensuring all separating employees receive an exit survey and responses are tracked.

　　Collaborates with the Talent Acquisition Manager consistently to ensure data in CPPS aligns with vacancies.

　　Responds to all unemployment insurance claims.

　　Responds to all verification of employment inquiries

　　Coordination and Facilitation of HR Email Communications

　　Monitors the central HR and PAF inboxes each day. Including, but not limited to, delegation of the email to the appropriate HR staff as necessary based on topic.

　　Provides the necessary follow-up on delegated emails to ensure responses have been made in a timely fashion.

　　Responds to emails in each of these boxes, if possible and appropriate, based on the topic of the email.

　　Escalates issues to the next level supervisor as needed should delegated email responses do not meet the timeline expectations provided.

　　Provides updates to the HR Supervisor regarding observed trends in emails received in the HR inbox.

　　Takes the lead in responding to all PAF emails, including, but not limited to, ensuring the accuracy of the information, logging on the applicable tracker, routing for approvals, and processing in CPPS based on the established timelines/deadlines.

　　Customer Experience Reporting and Advisory

　　Data collection on onboarding, exit interviews, and recruitment.

　　Develop surveys and data collection processes to gauge customer experiences related to onboarding, exit interviews, and recruitment.

　　Compile, analyze, and present data to the HR team, along with recommendations for improvements.

　　Actively participate and support the HR team in executing various projects, including creating forms and reports and supporting communication, education, and implementation activities.

　　Actively engage in process improvements and provide insights to how we can work smarter, not harder, within the HR team.

　　Assist with CDE-wide programs such as providing reports for Years of Service for quarterly all-staff meetings and monthly new hire reports for the Commissioner.

　　Core Competencies

　　As public servants to the State of Colorado, we share a common set of competencies that all agencies consider “core” and essential for all staff. These competencies correlate to our values and include, but are not limited to, our values related to service, quality, teamwork, and equity, diversity, and inclusion.

　　Communications: Communicates effectively and professionally in a variety of modalities (phone, e-mails, virtual and in-person meetings, etc.); produces quality written documents; appropriately communicates with all levels of employees and customers; asks appropriate questions to resolve problems and issues; maintains open and honest communication; pursues opportunities to improve communications. Engages in and supports respectful dialogue and courageous conversations about diversity, equity, and inclusion in the workplace.

　　Interpersonal Skills, Integrity, and Teamwork: Recognizes their role as an employee of the State and the responsibility to act with integrity. Values and leverages the expertise, diversity, skills, and knowledge of colleagues and the communities we serve. Takes initiative to help/support others within and outside of their team. Actively makes connections across the organization to advance the goals of CDE. Contributes and supports change and improvements in CDE's operations. Co-creates a welcoming, supporting, safe, affirming, and respectful environment for co-workers and customers. Recognizes value in all individuals' contributions, values, beliefs, principles, and lived experiences.

　　Customer Service: Projects a positive attitude and expresses behaviors that promote the values, vision, and mission of CDE. Provides timely, responsive, respectful, and effective service to internal and external customers. Provides service that strives to not only meet but also exceed customer expectations. Keeps calm and effectively diffuses difficult interactions.

　　Accountability, Results, Action, and Leadership: Demonstrates leadership by taking responsibility and ownership for outcomes and actions. Uses data and collaboration to make informed decisions and seek out ways to improve continually. Takes action, meets deadlines, removes barriers, and finds innovative solutions to problems. Demonstrates accountability for work outcomes and focuses on results. Recognizes the need for and applies a transparent approach to work. Exhibits willingness and an open mind to work towards self-awareness and self-reflection in equity, diversity, and inclusion and participates in continuous learning.

　　Job Knowledge and Application: Demonstrates required skills and knowledge to perform all components of the job effectively and efficiently. Shares job knowledge and assists with problem-solving. Self-identifies areas for improvement. Identifies and acts on innovative or creative ideas or solutions. Uses technology effectively as required for the job and increases efficiencies.

　　Minimum Qualifications, Substitutions, Conditions of Employment & Appeal Rights

　　Minimum Qualifications:

　　Bachelor's degree from an accredited institution in Business, Human Resources, Organizational Development, or a field of study related to the work assignment.

　　AND

　　One (1) year of professional experience primarily focused on Human Resources actions.

　　This experience must include specific experience in:

　　Benefits administration

　　Leave tracking and management

　　Full-cycle Recruitment

　　HRIS processing for personnel and position actions

　　Experience with employee onboarding

　　Experience with BenefitsSolver, CPPS, and NeoGov

　　Substitution Requirements

　　Five (5) years of experience in human resources administration will substitute for minimum education, but not the Specific experience.

　　A Master's degree will substitute for the Bachelor's degree and One (1) year of HR experience, but not the Specific experience.

　　Preferred Qualifications

　　State employment experience in the HR field is highly preferred.

　　APPEAL RIGHTS:

　　If you receive notice that you have been eliminated from consideration for this position, you may file an appeal with the State Personnel Board or request a review by the State Personnel Director.

　　An appeal or review must be submitted on the official appeal form, signed by you or your representative. This form must be delivered to the State Personnel Board by email, US Mail, faxed or hand-delivered within ten (10) calendar days from your receipt of notice or acknowledgment of the department’s action.

　　For more information about the appeals process, the official appeal form, and how to deliver it to the State Personnel Board go to spb.colorado.gov or refer to 4 Colorado Code of Regulations (CCR) 801-1, State Personnel Board Rules and Personnel Director's Administrative Procedures, Chapter 8, Resolution of Appeals and Disputes, at spb.colorado.gov under Rules.

　　Supplemental Information

　　How to Apply:

　　Applicants MUST submit an online application. Applications left blank or marked "See Resume" will not be accepted.

　　Only complete applications submitted by this announcement's closing date will be considered.

　　Equal Opportunity Employment

　　The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply. The State of Colorado is an equal opportunity employer committed to building inclusive, innovative work environments with employees who reflect our communities and enthusiastically serve them. Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status (with preference given to military veterans), or any other protected status in accordance with applicable law.

　　The Colorado Department of Education is committed to the full inclusion of all qualified individuals. As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, completing any pre-employment testing, participating in the employee selection process, and/or performing essential job functions where the requested accommodation does not impose an undue hardship. If you have a disability and require a reasonable accommodation to ensure you have a positive experience applying or interviewing for this position, please direct your inquiries to our ADAAA Coordinator at [email protected] or call 303-815-7247.