Human Resources Specialist 1 - HR Business Partner

All Job Postings will close at 12:01 a.m. CT on the specified Closing Date (if designated).

Working Title:

Human Resources Specialist 1 - HR Business Partner

Institution:

Minnesota State University, Moorhead

Classification Title:

Human Resources Specialist 1

Bargaining Unit / Union:

217: Commissioner's Plan - Confidential

City:

Moorhead

FLSA:

Non Job Exempt

Full Time / Part Time:

Full time

Employment Condition:

Classified - Unlimited

Salary Range:

$22.94 - $33.30

The HR Business Partner provides advanced strategic human resources services within their designated campus units at Minnesota State University Moorhead including but not limited to: recruitment, staffing, benefits administration, classification, compensation, and employee/labor relations support. Assists with special projects and reports as well as provides support to the Campus Human Resources Officer, Assistant Director of Human Resources and entire HR team. Provide superior customer service to all clientele of the university.

Recruitment:

• This position coordinates the hiring for specified campus departments. This includes advising Hiring Managers and Search Committees to ensure adherence to best practices outlined in university search committee handbook. 

• Advise hiring authorities and committees on being welcoming and inclusive, challenging implicit bias, and consistent adherence to university processes that value diversity, equity, and belonging aligning with Equity 2030.

• Monitor applicant pools in accordance with Affirmative Action goals and submit quarterly reporting. 

• Ensure HR search process documentation is updated timely and creates new resources as appropriate.

• Create position postings and analyze appropriate knowledge, skills, and abilities.

• Manage reference checks for finalist candidates and consult with Hiring Managers to identify strengths and areas of improvement. Manage search expense budget by ensuring costs are allocated to the appropriate departments and track expenses incurred by each search. 

• Work with immigration attorneys to conduct special recruitment for permanent residence, ensure compliance with visa processing and work authorization for non- US citizens.

• Partner with CHRO and Assistant HR Director to evaluate recruitment techniques and recruitment dollars.

Staffing:

• Consult and advise employees on the need for leave, such as FMLA/Paid Parental Leave, leaves of absence, sabbatical, phased/AEP retirement, etc. Delegate and provide oversight of transactional processing of leaves to HR Coordinator. 

• Serve as a resource for employees retiring from the university including consultation on continuation of benefits process, retirement payouts, etc. Compile Board Early Separation Incentives (BESI) offers as directed by CHRO and in accordance with MinnState policy. 

• Assists with the fiscal year roll process, contract implementation, and range reassignments.

Benefits:

• Determine employee eligibility for insurance benefits, retirement plans (IRAP, TRA, MSRS, SRP), accrual of leave, HRA, HCSP, ACA, etc. according to the applicable contract, salary plan, benefit authority and/or statutory requirement. 

• Contact state agency/benefit authority as needed for additional information so benefit eligibility decisions are made accurately and timely. 

• Update D2L benefits orientation and benefits summaries for all bargaining units annually with revised insurance coverage rates, eligibility guidelines. 

• Function as one of the Designated Departmental Insurance Representative (DDIR) for MSUM. Receive and distribute insurance related information to employees as needed. 

• Attend insurance training sessions and arrange for information sessions for employees. Accurately refer employees to appropriate sources for additional information. Process monthly benefits billing on coordination with SEGIP.

Classification:

• Serve as a subject matter expert and advise supervisors on organizational and job design concepts and principles, classified and unclassified service issues, designation of supervisory and confidential positions, and making appropriate bargaining unit assignment, classification and compensation recommendations