Human Resources Business Partner

Description

• Track and maintain shareholder and employment data to support corporate HR reporting requirements.
• Partner with leadership to manage employee relations matters including supervisor coaching, employee counseling, conflict resolution, union relations, grievance handling, discipline, corrective action plans, and internal investigations.
• Serve as a strategic consultant and trusted advisor to managers and executives, influencing decisions with HR best practices, creative problem-solving, and adaptable approaches aligned with company goals.
• Maintain and update employee handbooks, company policies, performance evaluation systems, merit and bonus programs, and ensure company-wide communication and understanding of changes.
• Oversee the end-to-end recruitment and onboarding processes, including job postings, candidate screening, new hire paperwork, benefits communication/enrollment, and coordination of training programs.
• Collaborate in workforce planning and scalability efforts to support operational needs, including forecasting, staffing analysis, and talent development initiatives.
• Administer drug and alcohol testing programs, including pre-employment screening, random testing, post-accident investigations, and reasonable suspicion assessments, in partnership with the Director of Safety and Risk.
• Coordinate with payroll systems (Spectrum, Deltek & Costpoint) to ensure accurate and compliant processing of employee compensation and benefit records.
• Maintain expert knowledge of federal, state, and local employment laws, including specialized regulations such as Davis-Bacon Act, Alaska Native corporation requirements, OFCCP, VETS, EEO, and other federal contracting mandates. Proactively research and apply legal updates affecting multiple jurisdictions and work sites.
• Manage and ensure accuracy of personnel records, maintaining compliance with recordkeeping standards across geographically dispersed locations.
• Prepare, submit, and maintain required federal and state employment reports such as OFCCP compliance, VETS, EEO-1, and other federal contracting reporting.
• Support development, coordination, and delivery of employee training programs related to compliance, leadership, and skills development.
• Conduct internal wage analyses and compensation reviews; assist in standardizing job pricing procedures and ensure competitive and compliant wage structures.
• Participate actively as a core member of the Human Resources team to drive continuous improvement, knowledge sharing, and alignment with organizational priorities.
• Oversee benefit deduction calculations, ensuring accurate payroll deduction entries and reconciliation; manage 401(k) plan entry, eligibility verification, compliance, and reporting in partnership with vendors and payroll.
• Draft, review, and update comprehensive job descriptions, ensuring alignment with organizational needs and compliance with job classification standards.
• Assist in managing workers’ compensation claims by collaborating closely with the Director of Safety and Risk to ensure timely and effective claim resolution.

Requirements

• Competency in performing benefit deduction calculations, wage analysis, and interpreting quantitative data such as rates, ratios, and trend graphs to inform decision-making.
• Ability to pass drug, driving, and background screenings required.
• Proficiency with Workday Human Resource Information Systems (HRIS), payroll platforms (e.g., Spectrum, Deltek & Costpoint), and applicant tracking systems, ensuring accurate and efficient data management.
• Excellent verbal and written communication skills, with the ability to deliver clear, concise, and professional messages across diverse audiences.
• Prior Workday experience preferred.
• HS Diploma or GED equivalent required.
• Previous experience working in Spectrum Deltek and Costpoint preferred.
• Willingness and ability to travel as required to support multiple company locations across the U.S.
• Ability to work independently, exercise sound judgment, and adapt in a fast-changing environment required.
• Experience working in construction, industrial, or multi-state operations is highly desirable.
• Strong understanding of recruitment, selection, training, and employee development processes, with proven ability to design and implement effective talent strategies aligned to business goals.
• 0-2 years 15 days
• Comprehensive knowledge of business management principles, including strategic planning, resource allocation, organizational development, leadership techniques, and coordination of people and operational resources.
• Ability to thrive in a Native Corporation multi-business environment, demonstrating cultural awareness and sensitivity.
• 10-14 years 30 days
• Advanced knowledge of human resource management principles and best practices, including administration, workforce planning, talent management, compensation and benefits, labor relations, and HR compliance in complex, multi-state environments.
• Bachelor’s degree in Human Resources Management or related field preferred; 5 years or more of advanced HR experience may be accepted in lieu of a degree.
• Strong background in collective bargaining, grievance resolution, and labor contract administration required.
• 6-9 years 27 days
• Demonstrated ability to manage complex compliance requirements and maintain confidentiality and professionalism required.
• Valid state driver’s license and qualified to operate a vehicle under the conditions of the Company’s Driving Policy required.
• PHR/SPHR (or SHRM-CP/SHRM-SCP) or equivalent preferred.
• Strong analytical and problem-solving abilities, capable of addressing complex business and employee relations challenges using both logical reasoning and emotional intelligence.
• Exceptional consultative and interpersonal skills, enabling effective coaching, mentoring, and partnering with leaders and employees at all levels.
• Flexibility and adaptability to work varying schedules and respond to evolving business needs.
• Advanced computer skills, including Microsoft Office Suite (Word, Excel, Outlook), data analytics, and report generation for workforce metrics and benefit calculations.
• Effective facilitation skills, capable of leading meetings, training sessions, and collaborative problem-solving discussions.
• In-depth knowledge of federal, state, and local employment laws and regulations, including specialized requirements related to Alaska Native Regional Corporation practices, Davis-Bacon Act, OFCCP compliance, and other federal contracting mandates.
• 15-19 years 33 days
• 3-5 years 23 days
• 20 or more years 37.5 days
• Proven leadership skills with the ability to motivate and guide teams in alignment with Calista Brice’s strategic goals and values.
• Demonstrated change management skills, with the ability to lead and support organizational transformation in a dynamic environment.
• Minimum of 5-7 years progressive HR experience with full HR lifecycle responsibilities, including union labor relations, employee relations, benefits management, and federal contracting compliance required.
• Valid driver’s license and demonstrated safe driving record, enabling safe and efficient travel between sites.

Benefits

• FSA health care and/or dependent care/HSA with HDHP.
• Company paid Life Insurance, AD&D, LTD.
• Voluntary paid Life Insurance and AD&D as well as STD, Accident, Cancer/Critical illness, and Whole Life Insurance.
• Tuition reimbursement.
• Health insurance through the Federal Employee Benefit Program (FEHB) with many plans to choose from with ridiculously low employee premiums.
• Paid time off (based on an employee having 2080 paid regular hours per year (40 hours per week). May increase per years of service in eligible status.)
• Employee Assistance Program for you and your family.
• 401(K) match at $0.50 on the dollar up to 6% of your contribution.
• 10 Regular Holidays, 1 Bonus – Work Anniversary “Floating” Holiday. Eligible after 1 year of service, must be taken within the calendar year.
• Mentorship Program designed for employees to formalize a working relationship between seasoned professionals and young professionals to develop specific areas of knowledge to grow their careers within the family of companies.
• Dental and Vision Insurance.
• Competitive wages and bonus programs – We believe in developing our employees to progressively advance in their careers. We achieve this by providing you with annual performance reviews with recommendations on training to achieve your goals.

Training + Development

Interview process

Visa Sponsorship

Security clearance