HR Coordinator (Part-Time)

Last Updated: 01/07/2026

HR Coordinator

SUMMARY: The HR Coordinator supports the daily operations and transactional activity of human resources for a team of 35-45 employees. This role reports to the VP of Finance and Administration and is responsible for coordination of employee hiring activities, onboarding, compensation, feedback, and terminations. This role fields basic HR concerns and escalates to manager as appropriate for resolution. 

POSITION CLASSIFICATION: 

• FLSA Exemption Status: Non-exempt
• Work Schedule: 12-month, Part-Time, M-F, 24-30 hrs/wk
• Location: In-Office (Edina)
• Basis of Pay: Hourly, $26-32/hr
• Department: Finance and Administration
• Benefits: Youth Frontiers offers a robust benefit offering, including 403(b) retirement savings with employer matching, generous PTO, paid volunteer time, and much more!

KEY ACCOUNTABILITIES & DUTIES: 

Employee Hiring and Onboarding

• Respond to hiring requests from managers and leadership. Ensure all aspects of the hiring request, including FLSA status, work schedule, and compensation range, are reasonable and vetted with executive leadership. Post approved positions and confirm publication. 
• Coordinate in-bound candidates that have applied for open positions. Ensure referred candidates are directed to the application portal to complete formal application. Hold hiring managers accountable to candidate review and confirm interview teams.
• Screen approved candidates for work eligibility, minimum qualifications, cultural fitness, and mission alignment via telephone. Respectfully communicate rejection to disqualified candidates and schedule interviews for qualified candidates with the interview team. Solicit and compile interviewer feedback.
• Create accurate employment offers for selected candidates. Collaborate with hiring manager and leadership team to confirm details of the offer and escalate variances from approved hiring request. Extend offers verbally via phone and send electronic documentation to candidate. Collect signed offers from candidates, confirm background check authorization, and call references as needed to resolve contingent offers. 
• Initiate on-boarding for all new employees upon receipt of signed offer letter. Communicate instructions for arrival to office and confirm training schedule is finalized by hiring manager prior to first day of employment. Create the employee file and confirm receipt of work eligibility and compensation documents, access to necessary software and documents, and completion of onboarding checklist. 

Benefits Management

• Enroll employees in qualified benefits. Manage user access to benefit vendor platforms and train employees on how to access benefit documents and self-service options.
• Support the annual open enrollment process.  Work with leadership and insurance brokers to review and recommend benefit changes. Ensure employees are supplied with documentation necessary to select benefits in a timely manner. 
• Process benefits deductions in payroll software and confirm deductions match employee selections.

Payroll Processing 

• Process payroll on a bi-weekly basis. Ensure managers have reviewed and approved employee timesheets. Make necessary adjustments to ensure employees are scheduled to be paid correctly and on time. Submit payroll to payroll vendor upon approval. 
• Ensure state and federal taxes, retirement contributions, elective savings contributions, garnishments, and any other payroll deductions are paid to respective vendors immediately upon submission of payroll.
• Collaborate with accounting team to confirm accurate totals of payroll expenses and payroll liability account balances. 
• Ensure employee timesheets align with schedule expectations. Publish scheduled holidays on an annual basis, monitor PTO balances on a regular basis, and escalate variances between hours scheduled and worked to the appropriate manager. 

Employee Relations

• Serve as a support for all employment-related employee needs. Meet regularly with employees to prevent and address any potential concerns. Assist employees in their navigation of the organization, its resources, and its policies. Monitor employee relationships with colleagues and mediate as needed.
• Initiate and coordinate the employee review process. Communicate deadlines and expectations for employee feedback and documentation to managers. Review employee feedback and intervene as appropriate.
• Hold managers accountable to correct documentation of employee feedback. Review written warnings and performance improvement plans before delivery to employees. 
• Coordinate compensation adjustments, position changes, and leaves of absence with leadership and management. Update payroll and benefits vendors as needed with any changes in status. 
• Appropriately respond to and coordinate any grievance filings, worker compensation claims, reasonable accommodation requests, unemployment claims, garnishment orders, or any other requests or claims as soon as possible. Confer with leadership to ensure legal compliance with all actions.
• Remain up-to-date on any local, state, and federal legislation that may impact employee relations, compensation, or retreat delivery. Recommend adjustments to the employee handbook or operating procedures to leadership accordingly. 

Employee Terminations

• Initiate termination checklist for all terminations. Confirm physical and proprietary company assets are recovered from the employee. Confirm restriction of employee access to any company-managed software, office, vehicles, files, or any other company resources. Determine eligibility for rehire and collect contact information. 
• Schedule and conduct exit interviews for voluntary terminations. Document feedback and communicate insights and recommendations to leadership as appropriate. 
• Schedule and coordinate involuntary terminations. Confer with leadership and legal counsel prior to involuntary terminations to understand risks of dismissal. Prepare termination letter for delivery and severance packages when applicable. Ensure safe, discrete, and appropriate dismissal of employees. 

All positions at Youth Frontiers may perform other duties as assigned. 

MINIMUM QUALIFICATIONS: 

• AA degree
• Experience with online portals to manage HR duties (recruitment, payroll, benefits, etc) and Google Workspace
• Extreme level of organization, detail, and execution. 
• Strong verbal and written communication skills, organizational skills, and ability to meet deadlines and work as part of a team
• 2-3 years of experience in HR, payroll, accounting, or as an executive assistant

PREFERRED QUALIFICATIONS:

• Bachelor’s degree
• Combination of for-profit and non-profit work experience
• Previous experience processing payroll
• Previous experience managing open enrollment
• Previous experience with Gusto, Jazz HR, Employee Navigator

Youth Frontiers seeks to hire from a diverse pool of applicants and encourages people from all backgrounds to apply. Youth Frontiers will not discriminate against any employee or applicant for employment because of race, color, creed, religion, ancestry, national origin, sex, sexual orientation, disability, age, marital or familial status, public assistance status or any other legally protected status.

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