SUMMARY
Teya Development Company, LLC (“Teya” or “Company”) is currently hiring an HR Business Partner in Anchorage, AK. The HR Business Partner supports the Company and HR Manager in carrying out daily HR activities, managing relationships with internal and external partners, building and improving processes, and special projects and initiatives. The incumbent is expected to partner with operations supervisors and managers of all levels and/or partner departments. Must be willing to travel.
Teya offers a comprehensive benefits package, including Federal Employee Health Benefits (FEHB) medical insurance, Dental, Vision, Life and AD&D Insurance, Short-Term Disability, 401k with company match, generous PTO and 11 paid Holidays per year.
ESSENTIAL DUTIES & RESPONSIBILITIES.
The Essential Duties and Responsibilities are intended to present a descriptive list of the range of duties performed for this position and are not intended to reflect all duties performed within the job. Other duties may be assigned.
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Partners with Operations Mangers to support contracts, and operations for all HR activities. Monitors key contract dates, including CBA’s, for HR compliance. Includes reviewing and understanding contracts, CBA’s, policy documents, and creatin/maintaining processes to maintain timely HR actions and HR compliance.
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Advises employees and supervisors/managers on questions regarding employee relations, regulatory compliance, recruitment and staffing, compensation & benefits, education/training, and development. Helps to interpret organizational policy. Educates employees on human resources policies, procedures, and performance development plans, emphasizing their role in providing and maintaining the goals of the organization.
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Conduct employee investigations, assist with facilitating manager/HR follow-up actions as necessary per contract or company policy and procedure, escalate difficult or complex cases to the Manager/Director when appropriate.
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Present investigation findings and recommendations to informal disciplinary committees as required and provides feedback to the reporter(s) upon completion of the investigation. Maintains all relevant documentation and tracks trends in regards to employee issues or concerns.
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Reviews and actions all on-boarding, off-boarding and employee changes for assigned contracts - for legal compliance, consistent best practice and company policies, and can provide supervisors and managers with solutions and proactive planning.
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Assists in recruitment and staffing, ensuring fair recruitment and selection and encouraging a high level of retention; updates job descriptions; reviews and screens applicants; organizes qualified pools of applicants for referral to hiring managers; advises applicants on hiring process; assists with reference checks and interviews.
- Guides new employees through the training process. Assists in the calculation and review of compensation for new hires by ensuring fair practices, compliance with CBAs/Wage Determinations and/or market data.
- Creates reports, metrics, decisions, regulatory requirements, and results of department in relation to established goals.
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Work with key leaders within the organization on various HR projects and objectives.
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Partner with other departments to continually improve processes and service.
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Lead specific projects or initiatives to ensure timely and accurate completion.
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Maintains HRIS system to organize and analyze information used in varied human resources functions. Compiles and analyzes data. Prepares and processes special and recurring reports and administrative records.
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Creates and updates policies, procedures, and processes to ensure efficient operations and compliance with regulatory requirements.
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Audits and assesses human resources processes and practices; identifies, researches, and resolves problems; coordinates policies with organizational goals.
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To the extent required - assist in the development and maintenance of affirmative action program, annual filing of EEO-1 and VETS100 reports, and maintains other records, reports, and logs to conform to EEO regulations.
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Update, coordinate and facilitate new employee orientation to foster understanding about the company and organizational objectives.
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Understanding of the drug programs including DOT and Non-DOT random testing, rules, and regulations.
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- Coordinate and maintain current understanding of rules, regulations, and best practices regarding pre- or post- employment requirements, including drug testing to set pre-employment, post-accident, reasonable cause and any other required tests for new hires and current employees, background checks, site/contract requirements, and/or physicals.
- Reconcile HR billings and submit for payment.
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Partner with Operations to manage leave and often train managers regarding rules, regulations, best practices, and process for FMLA, Military Leave, sick leave, leave without pay, administrative leave, bereavement leave, and any other type of leave allowable by the company.
- Assists HR Manager in building workflows, templates, verbiage documents, and anything else needed.
- Ensures workflows, templates, and developed procedures are consistent with Teya objectives, mission/vision/values, and processes in partnership with HR and other department staff.
QUALIFICATIONS - EXPERIENCE, EDUCATION AND CERTIFICATION
To perform this job successfully, an individual must be able to satisfactorily perform each essential duty. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Required (Minimum) Qualifications
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Five (5) or more years of progressive experience in Human Resources positions in several functional areas, including experience in Employee Relations/Investigations.
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Associates degree in a related field; bachelor’s is preferred. Four (4) years progressive experience in Human Resources may substitute for a degree.
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Must have familiarity with federal and state employment laws, processes, and procedures and have a desire to deepen both knowledge and experience including but not limited to federal contracting, the Service Contract Act, and union relations.
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Previous experience in a multi-company environment doing business with the federal government. Government contracting experience related to HR & benefits will be strongly preferred.
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Proficient with computers, especially Microsoft Suite (i.e., Word, Excel, Outlook, PowerPoint).
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Project management experience and associated software applications strongly preferred.
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HRIS experience required. Costpoint experience preferred.
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Employees must be able to work at the Anchorage, Alaska location and open to travel as necessary for employee issues or contract onboarding, etc.
Knowledge, Skills and Abilities
- Excellent verbal and written communication skills, including emails, reports, investigations, and preparation of letters.
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Must be able to effectively communicate with employees and outside vendors.
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Excellent interpersonal, customer service, and motivational skills
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Excellent organizational skills and pays very close attention to detail.
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Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
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Strong analytical and problem-solving skills.
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Ability to work in a fast-paced environment managing a multitude of tasks. Strong time and project management skills with the ability to prioritize and deliver projects on schedule.
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Ability to meet day-to-day tasks and overarching project deadlines.
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Self-starter able to work independently with limited oversight. Ability to independently research HR questions and issues and provide solutions.
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Ability to maintain strict confidentiality of sensitive and proprietary data.
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Thorough knowledge of the Human Resources disciplines and best practices; applicable Federal and state employment law such as Title VII, EEOC, ADEA, FMLA, SCA, DBA, US DOL Wage & Hour, USERRA, ADA, ERISA, and FLSA.
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Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders and agency rules.
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Maintain a thorough understanding of employment regulations, industry trends, current practices, new developments, applicable laws, and employment legislation pertaining to all personnel matters and various federal requirements and ability to apply knowledge accordingly
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Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
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Use logic and reasoning to identify strengths and weaknesses of alternative solutions and provide conclusions or approaches to the job.
- Knowledge of principles and procedures for recruitment, talent management, selection, training, compensation and benefits, and human resources information systems.
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Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
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Must be able to discover and see compliance problems that may arise in the corporation and bring the concern to management’s attention for action.
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Must be able to interpret complex documents and formulate an opinion, such as federal contracts or Collective Bargaining Agreements.
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Must have the ability to listen and understand employee concerns and formulate a decision to resolve the issues.
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Ability to work effectively with a diverse population of employees including all levels of executive, management, and staff.
- Excellent oral and written communication skills.
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Familiar with DOT regulations and drug testing regulations.
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Proficient with HR related systems and technology, including administrator role, reporting writing, etc.
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Proficient with Microsoft Office Suite or related software.
Preferred
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Professional in Human Resources (PHR) certification.
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Prior experience with HRIS data management, preferably Deltek CostPoint.
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Prior experience of dealing with or working in a union environment.
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Prior experience working with an Alaska Native Corporation or ample knowledge of Alaska Native culture.
Physical Demands and Working Conditions:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Employee must maintain a constant state of mental alertness at all times. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Essential and marginal functions may require maintaining physical condition necessary for bending, stooping, sitting, walking or standing for prolonged periods of time; most of time is spent sitting in a comfortable position with frequent opportunity to move about.
Additional Position Duties:
This position description is intended to describe the general content and requirements for performance of this job. It is not intended to be an exhaustive list of all job duties, responsibilities, and requirements. Other duties may be assigned, and the company reserves the right to modify, interpret, and apply the job description as necessary. This position description is not a contract for employment and employment is “at-will” unless otherwise stated in a Union contract, employment agreement, or where prohibited by local, state, or federal regulations.
EEO Statement:
It is the company’s policy to select, place, train and promote the most qualified individuals based upon relevant factors such as work quality, attitude, and experience, to provide Equal Employment Opportunity for all employees in compliance with applicable local, state and federal laws and without regard to non-work-related factors such as race, color, religion/creed, sex, national origin, age, disability, marital status, veteran status, pregnancy, sexual orientation, gender identity, or other protected status. When applicable, the company’s policy of non-discrimination applies to all terms and conditions of employment, including but not limited to, recruiting, hiring, training, transfer, promotion, placement, layoff, compensation, termination, reduction in force, and benefits. It is the company’s business philosophy and practice to provide reasonable accommodation, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities.
