Human Resource Senior Coordinator

Provides Human Resources management for Wyoming Life Resource Center (WLRC) within the Wyoming Department of Health, supporting approximately 372 employees. With limited oversight, this position is responsible for overseeing and coordinating sensitive, complex, and critical HR matters. This includes leading HR programs and policies related to payroll, compensation, benefits, performance management, training, and employee relations. Serves as a liaison between agency management and employees, ensuring effective communication and implementation of HR practices.

Working for the State of Wyoming offers more than a paycheck. Our total compensation package includes:

• Comprehensive health, dental, and vision insurance
• Paid vacation, sick leave, FMLA, and holidays
• Retirement - Pension and 457B plans that help you build a secure future
• Flexible schedules and work-life balance options
• Meaningful work that makes a difference for Wyoming communities and MUCH MORE!

• Under limited guidance, advise facility managers, first-line supervisors, and employees on human resources functions, including the application and compliance of relevant policies, rules, and laws.
• Consult with A&I Human Resources Division (HRD), Employee Group Insurance (EGI), and the State Auditor’s Office on problem resolution, policy updates, and procedural changes to ensure compliance with federal and state requirements.
• Initiate and review human resource actions; approve actions within delegated authority and refer complex decisions when necessary.
• Recommend and implement procedural changes related to HR operations to improve efficiency and compliance.
• Gather organizational data and other relevant information to ensure job descriptions accurately reflect assigned duties.
• Ensure job evaluation practices align with agency management objectives and strategic goals.
• Coordinate classification and compensation decisions with the fiscal office to confirm budgetary approval for position allocations and reallocations.
• Collaborate with A&I central HR staff on all aspects of classification and compensation, proactively resolving any related issues.
• Facilitate and/or lead teams in identifying best practices for job classification and adapting to evolving roles within the organization.
• Develop and post vacancy announcements; work with and advise hiring supervisors on effective recruitment strategies, including the use of competencies and supplemental questions.
• Train supervisors on the Neo Gov system and serve as a point of contact for applicant inquiries.
• Maintain recruitment files, including recruitment packets, interview materials, and scoring documentation.
• Recommend appropriate classifications and reclassifications to central HR for positions within WDH facilities.
• Collaborate with HR Generalists, supervisors, and managers through the performance management process to define competencies and expectations for occupational groups.
• Facilitate meetings with employees, supervisors, and managers to review essential job duties and develop behavior- and competency-based expectations for each occupational group.
• Provide subject matter expertise in performance management, including the development of expectations using core and target competency language in PMI.
• Monitor the performance evaluation process; generate reports, reset passwords, and roll back evaluations as needed.
• Review performance evaluations to ensure ratings are appropriate and comply with FLSA, State Personnel, and HIPAA regulations.
• Support supervisors by recommending changes to evaluation comments and ratings and ensuring timely completion of evaluations.
• Provide supervisors with relevant competencies to support performance management goals.
• Oversee the payroll process for WLRC, offering guidance and support as needed.
• Advise the HR Manager on human resource rules, regulations, policies, and procedures in areas such as classification, compensation, performance management, training, reasonable accommodation, and agency structure and development needs.

• Advanced knowledge of State HR practices, programs, policies, and processes.
• Knowledge of management concepts, principles,…