HR Business Partner l/ll/lll

3 weeks ago

Anchorage, United States Ahtna Full time
Summary

Directly oversees and supports a group of subsidiaries that provide services to commercial and government clients in Alaska and the lower 48 states. The HR Business Partner assists with the administration of the day-to-day operations of the human resources functions and duties for a group of subsidiaries. The HR Business Partner carries out responsibilities in some or all of the following functional areas: policy interpretation, labor/employee relations, compensation & benefits, strategy, safety, labor compliance, and recruitment.

The pay rate for this position is $28.90/hour-$106,880/year, please note this is a tiered position.

Essential Duties and Responsibilities

  • Function as a key HR strategic business partner to develop and execute critical business and organizational strategies.
  • Work closely with the client group Leadership Team to define people and HR implications of business plans and develop appropriate interventions to address them.
  • Provide HR support to managers, which will ensure that HR operations deliver the talent and performance necessary for achieving business goals. Ensure the effective implementation of HR policies, methodologies and guidelines within the organization is supported.
  • Be a credible coach and trusted business partner to leaders, as well as a strong employee advocate.
  • Participate and/or lead HR efforts including performance management, recruiting, organization design, work redesign, team building, succession planning, problem solving and meeting facilitation.
  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance, partnering with the legal department as needed/required.
  • Provide expert advice in the areas of employee relations and federal & state labor law compliance. Also advises in the areas of operational & strategic HR.
  • Act as the lead person on all employee relations issues including complaints, investigations, grievances, policy interpretations and compliance.
  • Act as the lead HR person to manage the entire life cycle of personnel coordination/administration in regards to the startup of a newly awarded contract for work.
  • Act as the subject matter expert with regard to the different types of complex labor agreements within Ahtna, such as Collective Bargaining Agreements (CBA), Service Contract Act (SCA), Davis-Bacon (DB) Wage Determinations.
  • Serves as unbiased resource in the corrective action process by coaching, counseling, and guiding managers. Coach and guide management in handling employee relations counseling, outplacement counseling, and exit interviewing within the client group.
  • Build and maintain strong, cooperative relationships with other HRBPs in order to share best practices, support each other, develop competencies and promote the role of the HRPB in the service delivery model.
  • Assist in the development, policy guidance and interpretation of Employee Handbooks. Research state and federal employment laws and update employee handbooks to ensure compliance with federal and state laws. Distribute updates to all employees and maintain records of distributions.
  • Respond to requests for unemployment claims information, employment verification and wage verification/garnishments requests from outside agencies and employees.
  • Travel 0 - 10% for significant onboarding and off boarding projects, investigations and training
  • Support special projects such as process improvement, performance appraisal implementation, internal service offering redesign, and development and roll-out of new HR products/services to internal customers.
  • All other duties as assigned.


Supervision

None

Minimum Qualifications

Level I
  • A minimum of three (3) years of progressively responsible human resource, payroll, office management or related experience that demonstrate ability to meet core competency requirements
  • Associate Degree in business administration or related discipline required or experience equivalent to a 2-year degree (1:1).
  • Driver's License and clean driving record
Level II
  • A minimum of four (4) years of progressively responsible human resource, or related experience that demonstrate ability to meet core competency requirements
  • Bachelor's Degree in business administration or related discipline required or experience equivalent to a 4 year degree (1:1).
  • Driver's License and clean driving record
Level III
  • A minimum of seven (7) years of progressively responsible human resource or related experience that demonstrate ability to meet core competency requirements
  • Bachelor's Degree in business administration or related discipline required or experience equivalent to a 4 year degree (1:1).
  • Driver's License and clean driving record
Preferred Qualifications
  • HR Certification such Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR), or SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) preferred
  • Experience in Deltek Costpoint Accounting system preferred
  • Experience in IBM BrassRing system preferred
  • Experience and knowledge of Alaska Native cultures preferred
  • Preference will be given to shareholders, descendants and/or shareholder spouses
Core Competencies

HR Business Partner I
  • Time Management - Uses time effectively to ensure work completion
  • Teamwork - Develops relationships and works cooperatively with others to accomplish work goals
  • Attention to Detail - Processes detailed information effectively and consistently
  • Technology Oriented - Demonstrates proficiency in use and understanding of technology (hardware, software, information systems, and processes)
  • Customer Service Oriented - Provides customer services to organizational stakeholders
  • Verbal & Written Communication - Provides clear, concise information to others in verbal, written, electronic and other communication formats for organizational or public consumption
HR Business Partner II
  • Facilitation - Leads effective and efficient meetings
  • Active Listening - Listens actively and empathetically to the views of others
  • Problem Solving - Applies creative problem-solving to address business needs and issues
  • Critical Thinking - Applies critical thinking to information received from organizational stakeholders and evaluates what can be used for organizational success
  • Decision Making - Makes sound decisions based on evaluation of available information
HR Business Partner III (Senior)
  • Strategic Agility - Demonstrates an understanding of the strategic relationship between effective business management and core business functions
  • Analytic Reasoning - Analyzes specific business challenges involving the workforce and offers solutions based upon best practices or research
  • Project Management - Generates specific organizational interventions to support organizational objectives


Shareholder Preference

Pursuant to PL 93-638, as amended, preference will be given to qualified Ahtna Native Corporation Shareholders, Descendants, and Spouses in all phases of employment.

Physical Demands

Frequently talk and hear. Frequently sit and reach with hands and arms. Occasionally stand and walk

Occasional light lifting (1-25 lbs.) is required.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

Work Schedule: Monday - Friday (8 AM to 5 PM) variable hours as required

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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