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Human Resource Coordinator

Sarpy County locationPapillion, NE
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Web Mktg Technology Specialist

Sarpy County locationPapillion, NE
3 positions
info linkReport a probelm Originally Posted : April 07, 2021 | Expires : April 21, 2021

Details

Job Type
Full-time Employee Show Shift
Custom
Salary
Unspecified
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Job Location
Papillion, NE, United States

Description

ARPY COUNTY
invites applications for the position of:
Human Resource Coordinator
SALARY: $56,616.24 - $73,505.07 Annually
 
OPENING DATE: 04/07/21
 
CLOSING DATE: 04/14/21 11:59 PM
 

JOB OVERVIEW:

IMPORTANT INFORMATION: Please read PRIOR to applying~
A. Click HERE for Labor Law Posters~
B. Please be advised that if you advance in the application process, Sarpy County's Employment Policy requires that you submit to multiple background checks, including but not limited to a criminal history records check. Having a criminal history will not necessarily bar you from employment with Sarpy County as individual circumstances will be considered.
C. Sarpy County is a Drug-Free Workplace / Equal Opportunity Employer
D. Sarpy County participates in E-Verify.
E. Positions are subject to Veterans' Preference (not applicable to internal promotions and transfers)
F. The employment application is required and is the only source of information used to determine if you meet the minimum requirements of the job. The application form must be completed in its entirety. Your application form will be rejected if it is not complete. You have the option to attach a resume, although it will not be considered as part of your application.
G. NOTE: meeting the minimum requirements does not guarantee further consideration for the position for which you applied.
H.  Please be complete and accurate. You will not be allowed to change your application after you have applied for a position.
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

 

GENERAL PURPOSE   

 

Under the general direction of the Assistant Human Resources Director or designee, performs advanced administrative, technical, and analytical activities requiring considerable responsibility and independent judgment.  Responsible for HR programs and initiatives relating to recruitment, classification, compensation and performance management.  

 

 

ESSENTIAL FUNCTIONS, DUTIES AND RESPONSIBILITIES:

ESSENTIAL FUNCTIONS

 

Promote a positive image of the Human Resources (HR) Department by providing excellent customer service. 

Establish, and maintain, effective professional and cooperative working relationships with elected officials, department heads, supervisors, employees, attorneys, vendors, consultants, contractors, other governmental agencies, and the public.

Preserve and protect sensitive information and maintain confidentiality for the Human Resources Department. 

Ensure assigned initiatives and programs are in compliance with federal, state, and local employment laws and regulations, and county policies.

Prepare and present reports related to projects and area of responsibility.

Make recommendations and participate in the development of HR initiatives.

Conduct, coordinate, and participate in special projects or committees as assigned. 

Report to assigned worksite with regular, predictable, and consistent attendance.

Attend conferences and training to maintain up to date knowledge of employment laws and HR initiatives and best practices.

~Recruitment and Selection Duties~

Responsible for the recruitment and selection process for position vacancies. 

Collaborate with department managers to develop specific recruiting plans, promotional testing and assessments and conditional job offers.

Assist in the design, construction, analysis, and evaluation of written, verbal, and performance tests and other selection methods; and ensure job relatedness and content validity.

Maintain records and process reports associated with recruitment and hiring as required by law and County policy for record and statistical purposes. 

Ensure timely creation and submission of employee separation notices and related documentation, conduct exit interviews to determine reasons behind separations, and debrief interview results as needed/directed. 

 

~Classification, Compensation & Performance Management Duties~

Prepare and maintain job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents and FLSA classification; 

Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.

Prepare and maintain classification and salary schedules.

Conduct market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.

Evaluates and implements job analysis instruments and materials.

Prepare statistical reports, graphs, charts and other analytical reports for compensation data. 

Respond to requests for compensation data from internal departments and external organizations.  

Develop and execute programs and projects to evaluate, measure and improve employee performance.  Develop and implement training programs for employees and supervisors.

~Peripheral Duties~

Serve as a member of various employee committees as assigned.

Perform other duties as directed or assigned.   

 

 

MINIMUM QUALIFICATIONS:

MINIMUM REQUIRED QUALIFICATIONS

 

Education and Experience

Bachelor’s degree* in Human Resources, Business or Public Administration or a closely related field from an accredited college or university required.

PHR or SPHR certification or additional certifications (e.g. CEBS, CCP, PMP) desirable.

Five (5) years of progressively responsible experience in compensation/classification administration, to include job evaluation and analysis.  

Bona fide work experience with employee recruitment required. 

*Approved work experience beyond that required which provides equivalent knowledge, skills, and abilities may be considered and substituted for the stated education.

Special Requirements 

Must have and maintain throughout employment a valid Driver’s License, as well as meet eligibility requirements of “acceptable driver standards” as defined by the County.

 Necessary Knowledge, Skills and Abilities

Knowledge of:

Federal and State laws, statutes, rules, codes and regulations governing HR functions in the area of expertise;

Human Resources principles, practices, legal environment and trends; 

Human Resources principles and best practices in classification and compensation design, techniques, planning and management;

Compensation and classification system development and maintenance, including concepts and principles, analysis techniques, job evaluation techniques, structure development and maintenance, and salary survey methodology;

Knowledge of performance management strategies and tools;

Talent acquisition practices, web/internet market space, social media recruiting platforms and job boards;

Research methods, data collection, and report writing;

Adult learning models, multimedia instruction, and training evaluation techniques;

Skill in:

Analyzing HR issues, evaluating alternatives and developing recommendations and strategies;

Computerized systems for word processing, spreadsheet applications and data bases to retrieve and analyze data and/or create reports.  Must be fluent in Microsoft Office suite (e.g. Outlook, Word, Excel, PowerPoint);   

Establishing and maintaining effective working relationships;

Interpersonal communications, effective written and oral communications, listening, presentation, group facilitation, influencing and negotiations; 

Organization, project and time management.

Problem-solving and statistical analysis  

Ability to:

Analyze specific data elements and draw logical conclusions;

Exercise discretion and independent judgement;

Work under pressure and/or with frequent interruptions;

Complete advanced mathematical calculations;

Navigate stressful situations while maintaining composure;

Interact with individuals of diverse cultural and socio-economic backgrounds;

Understand and follow exacting verbal and written instructions;

Prioritize work and carry out assigned tasks to completion within time constraints and with a high degree of accuracy;

Manage and protect confidential and sensitive information and situations;

Work independently or as part of a team;

Operate standard office equipment and other equipment necessary to successfully perform essential functions;   

Quickly learn applicant tracking software or other recruitment systems;

Develop and conduct presentations.

 

 

PHYSICAL DEMANDS AND WORKING CONDITIONS:

PHYSICAL DEMANDS AND WORK ENVIRONMENT

The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential tasks.

While performing the duties of this job, the employee is frequently required to sit/remain stationary, talk, and hear (i.e. communicate / exchange information), and operate/manipulate equipment (e.g. use hands to finger, handle, or feel objects, tools, or controls).  The employee is occasionally required to walk/move about, stand (i.e. remain upright), stoop, bend, climb, kneel (i.e. position self), and reach. The employee must occasionally lift and/or move up to 30 pounds. 

Required sensory abilities include vision and hearing.  Visual abilities, correctable to normal ranges, include close and color vision as well as the ability to adjust focus.  Communication abilities include the ability to talk (i.e. verbal exchange / exchange information) and hear (i.e. exchange information accurately) within normal ranges.  Incumbent must be able to exert sustained concentration for several hours at a time.

Work is generally performed indoors in an office setting.  Work hours may include early mornings, evenings, weekends, call-ins, and holidays.  Work may be fast-paced when dealing with multiple priorities and time constraints.   The noise level is typically moderate.

 

SELECTION GUIDELINES

Formal application, rating of education and experience, interview, reference checks, successful completion of a national criminal background check, successful completion of a pre-employment drug screen, and other job related tests or checks as may be required.

 

DISCLAIMER

The job description is current as of the date signed.  Any omission of specific statements does not exclude them from the position if they are similar, related, or a logical assignment to the position. 

The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.  


 
 
APPLICATIONS MAY BE FILED ONLINE AT:
http://www.sarpy.com

1261 Golden Gate Drive, Suite 4E
Papillion, NE 68046
402-593-4485
402-593-4486

humanresources@sarpy.com
Position #00691
HUMAN RESOURCE COORDINATOR
KP

 

Human Resource Coordinator Supplemental Questionnaire
 
* 1. What is the highest level of education you have achieved?
  Checkbox No high school
Checkbox High School or GED
Checkbox One year of college
Checkbox Up to 2 years of college
Checkbox Up to 3 years of college
Checkbox Bachelor's degree
Checkbox Master's degree
Checkbox Advanced Degree beyond Master's degree
* 2. How many years of bona fide Human Resources experience have you obtained working in compensation and classification administration
  Checkbox 1 year of experience
Checkbox 2 years of experience
Checkbox 3 years of experience
Checkbox 4 years of experience
Checkbox 5 years of experience
Checkbox 6 or more years of experience
* 3. Please explain your experience working in compensation/classification administration and recruitment. Do not answer "see resume."

 
* 4. Are you able to perform the essential functions of this position with or without accommodation?
  Yes Yes    No No
 
* 5. Are you able to meet the physical demands and work environment requirements of this job with or without accommodation?
  Yes Yes    No No
 
* 6. Do you have a valid Drivers' License?
  Yes Yes    No No
 
* 7. This position requires the operation of a motor vehicle and/or other types of equipment. To meet the 'acceptable driver standards', you CANNOT have any of the below: a) Three or more 'at fault' accidents in the latest three-year period; or b) Five or more moving violations in the latest three-year period; or c) Any combination of 'at fault accidents or moving violations totaling five or more; or d) A DUI/DWI conviction in the latest five year period when viewed in conjunction with past driving record. Do you have ANY of the above? If your answer is YES, please know that you are not eligible for this position. Please answer NO if none of the circumstances above apply to you.
  Yes Yes    No No
 
* 8. The hours of this position are usually 8:00 a.m. to 5:00 p.m., M-F. Occasionally due to business need, there will be weekend and evening hours. Do you accept the hours for this position.
  Yes Yes    No No
 
* 9. Are you requesting Veterans Preference as stipulated in Nebraska Statutes § 48-225 to 48-231? Such preference includes initial employment or a return to employment with the State of Nebraska or its governmental subdivisions if termination of previous employment was for other than disciplinary reasons.
  Yes Yes    No No
 
* 10. Sarpy County complies with Nebraska Veterans' Preference Laws. If you are claiming Veterans' Preference you must attach Form DD214 (prefer member form 4) and if applicable, documents showing you receive or are eligible to receive benefits from the U.S. Dept. of Veterans Affairs. The spouse of a 100% disable veteran may claim preference by providing the Form DD214, Proof of Disability and a marriage certificate. The spouse of a service member may claim preference and is limited to the time the service member is on active duty and up to 180 days after discharge/separation from service. DO YOU UNDERSTAND AND ACCEPT THESE STIPULATIONS?
  Checkbox Yes
Checkbox No
Checkbox N/A - does not apply
* Required Question

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Sarpy County

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