At Alaska Communications, we’re committed to putting our team first, always being customer focused, having a can-do attitude, owning our results and always acting with integrity. This is what we hire for and what our team members exhibit each day. Want to make an impact with us?
We are unable to support remote international applicants or routinely sponsor work visas.
The compensation range for this job is:
$62,986.00 - $79,402.00
Specialist Level: $73,832 - $108,877
This role is offered at an Associate or Specialist level, depending on experience.
The Employee Relations Specialist position is an entry to mid-level role with room to develop. We are looking for a candidate who has a working knowledge of human resources policies and practices.
This role performs work in support of a wide variety of Human Resources activities within the Company, with significant emphasis on employee and labor relations contract management and administration, grievance administration, performance management, discipline administration, employment law compliance, and worker health and safety.
Reasonable Accommodations Statement
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable Accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.
Examples of Job Duties
Maintains records to ensure compliance with federal drug testing program, CDL/Medical Card management, Family and Medical Leave, ADA, and other related programs. In partnership with the Senior Manager of Labor and Employee Relations, assists employees and managers in navigating FMLA and ADA issues.
In partnership with the Sr. Manager, explains and applies terms of the Collective Bargaining Agreement (CBA) and Human Resource related policies and procedures to employees and managers.
Educates managers on fundamentals of progressive discipline and complaint and grievance procedures. Engages with the Chief Stewards to resolve grievances at the Step 1 level. Assists the Senior Manager with grievances above Step 1. Resolve conflicts when appropriate by obtaining Union concurrence, developing LOAs, MOUs, or grievance resolutions, in consultation with the Senior Manager.
Independently, or in partnership with the manager, conducts fact-finding investigations on the full range of employee performance issues, alleged misconduct, and complaints and grievances, regularly including issues involving the potential for discipline (e.g., suspension, demotion, etc.) or termination or issues that may involve filing with outside compliance agencies or a court of law. In partnership with the Senior Manager and the relevant line manager, determines appropriate outcome and assists in the delivery of investigative and disciplinary and/or dismissal reports and letters.
Assists with the development and implementation of programs to enhance employee satisfaction, engagement and retention using tools such as Peakon and Workday.
May develop focused, formal structured training materials, modules and courses; revise and update existing materials; may deliver courses in-person or virtually.
In partnership with the Senior Manager, gather information and solicit recommendations for new or revised policies and procedures and draft new or revised policies and procedures.
Other duties as required.
Competency Statement(s)
Detail Oriented - Ability to pay attention to the minute details of a project or task.
Initiative - Ability to make decisions or take actions to solve a problem or reach a goal.
Judgment - The ability to formulate a sound decision using the available information.
Autonomy - Ability to work independently with appropriate awareness of when to bring things to the next level.
Conflict Resolution - Ability to deal with others in an antagonistic situation.
Decision Making - Ability to make sound decisions while following company procedures.
Problem Solving - Ability to find a solution for or to deal proactively with work-related problems.
Assertiveness - Ability to act in a self-confident manner to facilitate completion of a work assignment or to defend a position or idea.
Education and Experience Required
Associate Level:
Associate’s Degree in Human Resources, Business Administration, or a closely related field. Equivalent education, experience, and training may be substituted for the degree requirement on a year-for year basis.
At least one year of human resources experience in one or more of the following areas: application and interpretation of collective bargaining agreements, investigations, development or implementation of human resources policies and procedures, application of employment laws (e.g., ADA, EEO, FMLA, FLSA, OSHA, etc.), grievance processing or administration. Equivalent education and training may be substituted for experience on a year-to-year basis.
Specialist level:
Bachelor's Degree in Human Resources, Business Administration, or a closely related field. Equivalent education, experience, and training may be substituted for the degree requirement on a year-for year basis.
At least two (2) years of human resources experience in one or more of the following areas: application and interpretation of collective bargaining agreements, investigations, development or implementation of human resources policies and procedures, application of employment laws (e.g., ADA, EEO, FMLA, FLSA, OSHA, etc.), grievance processing or administration. Equivalent education and training may be substituted for experience on a year-to-year basis.
Computer Skills
Demonstrated proficiency working with the Microsoft Office Suite, to include Word, Excel, Access, Outlook and PowerPoint.
Preferred
Experience using Workday HCM
Additional Requirements
Knowledge of federal, state and local regulations/laws human resources and employment law related areas.
Ability to maintain effective working relationships with a wide variety of individuals.
Ability to effectively communicate complex information to a variety of individuals.
We hope you’ll join us as we change lives through technology.
