Human Resources Coordinator

Overview

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: mmcd.org

POSITION TITLE:

Human Resources Coordinator

DEPARTMENT:
Administration

REPORTS TO:

Business Office Manager

FLSA STATUS:
Full Time, Exempt

ANNUAL SALARY: $74,214.40 - $

Accepting Applications:
Open until filled

First review date: 2/4/2026

Resume & Cover Letter Required

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

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.

Multi-Agency Support & Coordination:

• Serve as an HR point of contact for two agencies, developing a deep understanding of each organization's unique mission, culture, and workforce needs.
• Navigate and harmonize different organizational structures, policies, and practices while respecting each agency's distinct identity.
• Build effective relationships with leadership teams across agencies.
• Identify opportunities to standardize HR processes where beneficial while maintaining necessary 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 sets required across agencies.
• Maintain job descriptions that accurately reflect the unique aspects of positions within each organization.
• Improve onboarding 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 and provide strategic 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 agency's 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…