HR Business Partner jobs in Alaska

COOK INLET TRIBAL COUNCIL, INC.

JOB DESCRIPTION

Job Title:          HR Business Partner / Sr. HR Business Partner

Department:    Human Resources  

Reports To:      Manager, Human Resources  

Supervises:       None

FLSA Status:   Exempt

Pay Grade:       HR Business Partner (E4) / Sr. HR Business Partner (E5) 

Job Type:         Regular, Full-Time

AKBCU:            No         ICPA: No                                                                                

General Functions:

The Human Resources Business Partner (HRBP) and Sr. Human Resources Business Partner (SHRBP) support the Human Resources Department (HR) in all aspects of Human Resources. This position supports department objectives by providing services in employment processing, training and development, records management, and employee relations that provide an employee-oriented, high-performance culture emphasizing CITC’s core values.

Duties and Responsibilities:

HR Business Partner 

• Assist in the development and implementation of personnel policies and procedures.
• Participate in developing department goals, objectives, and strategies.
• Develop, write, and review job descriptions and interview questions.
• Improve manager and employee performance by identifying and clarifying problems, evaluating and implementing potential solutions, and providing training and counseling to supervisors and employees.
• Respond appropriately to supervisor and employee questions, comments, or concerns in a respectful and timely fashion and in alignment with the HR Team processes.
• Meet with departments regularly to provide current information and guidance, answer questions and build rapport. 
• Comply with federal, state, and local legal requirements by studying new legislation, anticipating legislation, enforcing adherence to requirements, and advising HR Leadership on needed actions. 
• Communicate Human Resources policies, procedures, current and pending legislation, standards, government regulations, and industry trends to employees, supervisors and managers, directors, and executive personnel. 
• Work with department leadership to ensure compliance with CITCs performance management procedure. 
• Conduct new-hire orientation and processes onboarding paperwork.
• Participate in staff meetings and training.
• Perform audits and quality assurance checks. 
• Provide training and backup for the HR Administrator, including reception desk coverage. 
• Work with the HR leadership to prepare HR-related data for reporting purposes.
• Take a lead role in HR-related processes and procedures evaluation and makes suggestions to improve efficiency and workflow.
• Provide HRIS support to customers and acts as a system resource – obtaining certification if available. 
• Prepare company-wide communications that involve employee-related strategic initiatives.
• Perform other related duties as needed and assigned.

Sr. Human Resources Business Partner 

• Perform all duties and responsibilities of the Human Resources Business Partner with an advanced level of proficiency.
• Perform as the step-up manager for HR if the manager is unavailable.
• Continuously examine processes and data to correct or improve processes. 
• Span of Control and Scope of Organizational Work - Assist program leadership with reports, data reporting, file reviews, scheduling, training, and bringing policy issues to the supervisor. 
• Teamwork - Assist program leadership in building relationships and establishing role-modeling relationships with the team. Is approachable and assists others with processes, and answers questions.
• Strategic/Systems Thinking - Solve problems and is resourceful with understanding policies and procedures to find solutions. Is resourceful when resolving day-to-day program process issues and analyzes and recognizes when to elevate issues. Innovates: generates new ideas; goes beyond the status quo; is open to process changes and suggests process improvements. Supports training initiatives.  
• Staff/Organizational Development – Is the subject matter expert in the role and will effectively train others and be a program resource. Sets an example for others to maintain professionalism, discretion, and confidentiality. Support supervisor and manager with a shared vision and change efforts; identifies complex issues and suggests solutions when applicable. 
• Relationship Management - Engage in big picture thinking and builds relationships inside and outside the program. Participate in org-wide initiatives and/or special projects when appropriate. Take the lead on projects when opportunities present.
• Self-Management and Emotional Intelligence – Incumbent is a high-level resource for the role and program and creates processes and best practices. Shares and presents information about role and program independently. Positive versus reactive. Act with integrity, demonstrating the organization’s core values of accountability, resilience, interdependence, and respect.

Job Responsibilities Related to Participant Privacy

• Employees are expected to actively participate in CITC privacy training and to protect the privacy of participant information in accordance with CITC's privacy policies, procedures and practices, as required by federal and state law.  Failure to comply with CITC's policies and procedures on participant privacy may result in disciplinary action up to and including termination of employment.
• Employees may access protected health information and other participant information only to the extent necessary to complete job duties.  Employees may only share such information on a need-to-know basis with others who have job responsibilities related to treatment, payment, or other CITC operations.
• Employees are encouraged and expected to report, without the threat of retaliation, any concerns regarding CITC's policies and procedures on participant privacy and any observed practices in violation of the policy to the designated Privacy Officer.

Job Specifications:

• Excellent verbal and written communication skills.
• Strong public speaking and organizational skills.
• Demonstrated high integrity, objectivity, and ability to make sound judgments.
• Demonstrated exceptional customer service skills and professional demeanor.
• Demonstrated ability to work as an active participant in a team environment  and/or with minimum supervision.
• Knowledge of the Privacy Act of 1974 to maintain and safeguard confidentially of medical and personnel records. 
• Strong working knowledge of word processing, spreadsheet, and HRIS database software.
• Demonstrated expertise in HRIS system navigation, including reporting and metrics.
• Demonstrated ability to maintain confidentiality at all times while displaying a professional disposition.
• Demonstrated ability for timeliness and ability to meet deadlines and changing priorities.
• Demonstrated knowledge and understanding of the social, health, educational, training, and cultural needs of the Alaska Native and American Indian community.
• Demonstrated ability to conduct group/team facilitation.
• Possess strong working knowledge and understanding of FMLA, EEO, ADA, and FLSA regulations and other federal and state labor and employment laws.

Minimum Core Competencies: CITC Values, Respectful Leadership, Professionalism, Emotional Intelligence, Problem Solving/Critical Thinking, Communication Skills 

Minimum Qualifications:

HR Business Partner

Sr. HR Business Partner

Minimum qualifications for all Levels:

Preferred Qualifications:

Physical Requirements: 

NATIVE PREFERENCE STATEMENT: Pursuant to the Indian Self-Determination and Education Assistance Act of 1975 (PL 93-638) and as further guided by CITC’s Native Preference Policy 6.120, CITC maintains preference in all phases of employment for Alaska Native, American Indian (AN/AI) and Native Hawaiian people, including direct lineal descendants and foster or traditionally adopted children. Also included are non-Native head of household members for Native families, which includes foster or traditionally adopted Native children.

Disclaimer

The information provided in this description has been designed to indicate the general nature and level of work performed by incumbents within this job. It is not designed to be interpreted as a comprehensive inventory of all duties, responsibilities, qualifications and working conditions required of employees assigned to this job. Management has sole discretion to add or modify duties of the job and to designate other functions as essential at any time. This job description is not an employment agreement or contract.

10/20/23