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Title: 232 - Wellness Coordinator

Organization: OD&HR: Safety and Risk Management

Department: Safety/Risk Management

Location: OD&HR

Rate of Pay: $49,589.04

Job Summary

The Wellness Coordinator is responsible for designing, coordinating, and implementing a comprehensive employee wellness program for the organization. This role integrates three core pillars: weight management, nutrition, and active fitness—into a cohesive strategy that supports employee health, engagement, and productivity.

Working within the Human Resources and Organizational Development framework, the Wellness Coordinator collaborates with healthcare providers, internal departments, and external partners to align existing benefits and wellness initiatives into a unified, accessible program for employees. 

Competencies

Ethical Practice

Time Management

Active Listening and Communication

Self-Motivation

Leadership Potential

Nutrition, Fitness, Weight Management Knowledge

Global & Cultural Awareness

Key Functions/Knowledge/Skills

Design and implement a holistic wellness program that incorporates weight loss, nutrition education, and physical activity.

Integrate services offered through the organization’s healthcare provider (e.g., health screenings, coaching, disease management programs) with internal wellness initiatives.

Assess current wellness offerings and identify gaps, redundancies, and opportunities for alignment.

Develop annual wellness plans with measurable goals and outcomes.

Promote wellness initiatives through workshops, campaigns, and targeted communications.

Provide education on healthy lifestyle practices, including nutrition, physical activity, and behavior change.

Coordinate challenges, group activities, and events that encourage participation across diverse employee populations.

Foster a culture of wellness and inclusion throughout the organization.

Serve as the primary liaison between the organization, healthcare providers, and community wellness partners.

Coordinate with vendors, fitness professionals, and nutrition experts to deliver programming.

Collaborate with department leaders to tailor wellness initiatives to workforce needs.

Track participation, engagement, and outcomes of wellness programs.

Analyze health and utilization data (in collaboration with providers/HR) to guide program improvements.

Prepare regular reports on program effectiveness, ROI, and employee impact.

Compliance & Best PracticesEnsure wellness programs comply with applicable laws and regulations (e.g., HIPAA, ADA, EEOC guidelines).

Maintain confidentiality of employee health information.

Stay current on trends and evidence-based practices in workplace wellness.

Performs other duties as assigned. 

Minimum Education & Experience

Bachelor’s degree in Public Health, Health Promotion, Nutrition, Exercise Science, or a related field. Two (2) –four (4) years of experience in wellness programming, health promotion, or employee benefits.

Experience coordinating programs or initiatives in a workplace or community setting. Certification in wellness or health coaching is preferred.

Special Certifications & Licenses

Valid Texas Driver’s License. 

Independence & Judgement

Noticeable judgment; must plan for long-term; must recognize and resolve problems and situations through appropriate means applying specific types of procedures to issues without indicated guidance or destination, addresses issues that need attention, etc.; involves freedom in selection of work methods among approved routines, setting of priorities, or sequencing of tasks within established schedules. 

Initiative & Ingenuity

General guidelines: occasionally requires interpretation of available options to apply to non-standard situations; day-to-day work drives priorities.

Supervisory & Responsibility

Does not supervise.

Financial Responsibility

Orders and picks up supplies (usually not more than $200.00); posts transactions but does not directly handle checks or cash; sends invoices for billing.

Level & Frequency of Outside Contact

Frequent contact with the public or other organizations; interactions may require obtaining cooperation of people; courtesy and tact are required when dealing with moderately difficult or sensitive issues. 

Physical Demands

Office job with little or occasional light physical effort 

Responsibility for Equipment & Property

Responsible for use of equipment/property such as office equipment, supplies, etc., which are used in office. 

 

Working Conditions

Office job, no adverse conditions. 

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol examination and a Background Check. 

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

The City of Brownsville offers a comprehensive benefits package designed to support its employees' well-being and future. Employees participate in a robust retirement plan through the Texas Municipal Retirement System (TMRS) City to Employee Matching Ratio 2:1, with eligibility for retirement after 5 years of service at age 60 or 20 years of service at any age.

The City provides exceptional health benefits, including medical, dental, and life insurance plans for employees and their families, along with vision coverage for employees enrolled in health insurance through MetLife. Employees and their dependents can also access care at Frontier Clinic at no cost when covered by the City's health plan. Additionally, pet insurance is available as a voluntary benefit.

Employees have access to deferred compensation plans through Equitable and supplemental insurance options from AFLAC and Colonial Life. Full-time employees accrue 10 sick days and 15 vacation days annually.

The City offers parental leave concurrent with FMLA for eligible employees, longevity pay, and 100% tuition assistance up to $5,000 annually. Furthermore, Brownsville observes 14 holidays per year, plus two floating holidays, giving employees a balanced and rewarding work-life experience.

Starting in fiscal year 2025, employees will have access to flexible scheduling options as part of our commitment to work-life balance.

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.