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SOUTHEAST ALASKA REGIONAL HEALTH CONSORTIUM Human Resources Generalist

Location: Juneau

Position Opens: 10/16/2013 Closes: Open Until Filled

Job Status: Full-time, Exempt Rate of Pay: $50,564 + DOE

We are a consortium of 18 Native communities in Southeast Alaska, and our highest priority is to be responsive to the

needs of those communities. Our board representatives are selected by the tribal governing body in each community.

We maintain strong ties to the communities, to our culture, and to our elders. Wherever possible we incorporate

traditional Native cultural practices and values into our health care delivery system. For more information on us please

visit our website at www.searhc.org. To speak to a recruiter directly about this position please contact Jessika Beam,

Tribal Recruitment Coordinator at (907)966-8903 or by email jessika.beam@searhc.org.

Position Summary: This position delivers a full range of Human Resources (HR) services to designated departments and/or divisions, and

acts as a business partner with management personnel and employees; this position will provide guidance and direction

with day-to-day HR functions.

Position Complexities:

Maintains and applies knowledge of legal requirements to human resource functions and ensures policies, procedures,

and hiring processes are in compliance. Is in partnership with managers and supervisors to effectively recruit, retain,

and provide training to staff. Position operates with limited supervision in a team environment. Work situations require

interpersonal tact and diplomacy, and the ability to influence and educate others on HR topics. Position consistently

handles information of a highly-confidential nature. Must possess a strong base of human resources related knowledge

and is capable of applying this knowledge on a day-to-day basis.

Financial Responsibilities:

Is the incumbent responsible for managing operating or capital budgets? Yes [ ] No [ X ] If the answer is “Yes”,

please indicate type and approximate amount of budget.

Record Retention Responsibility:

Is the incumbent responsible for records retention? Yes [ X ] No [ ] If yes, please describe. See attached HR retention

schedule.

Essential Duties/Responsibilities: In accordance with Section 101 of the Human Resource Manual advocates for Alaska Native/American Indian hiring

preference, works with Alaska Native/American Indian employees on career development, and creates mentorship or

developmental opportunities for Alaska Native/American Indian employees.

Duty/Responsibility #1 (20%): Works as a business partner with managers, assisting them in dealing with various HR related issues, including, but not

limited to position classification, FMLA requests, initiating recruitment needs, employee relations; partners with

employees and management to communicate various Human Resources policies, procedures, laws, standards and

government regulations.

Duty/Responsibility #2 (20%): Oversees all HR processes for assigned campuses including; new employee orientation, recruitment, new hire process,

fingerprinting, position control and benefits facilitation/communication. Supports recruitment efforts for all exempt and

non-exempt personnel, and serves as an advocate for employees to ensure fair treatment according to SEARHC policies.

Serves as an advocate for Native hire according to P.L. 93-638. May review applications and assist in interviewing

applicants to fill all levels of position openings. Provides project management facilitation and leadership.

Duty/Responsibility #3 (20%):

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Provides consultation to managers and employees on employee relations issues including employee complaints,

disciplinary actions, and harassment allegations. Facilitates and/or provides training (including orientation, customer

service and supervisory training) to the workforce, and other related duties as required and assigned.

Duty/Responsibility #4 (15%): Serves as a team member of the department, working to achieve the objectives laid out in the HR business plan. Assists

in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new

approaches, policies, and procedures to affect continual improvements in efficiency of department and services

performed.

Duty/Responsibility #5 (12.5%): Identifies key metrics to assist with tracking and improving agency effectiveness and department and Consortium

customer service.

Duty/Responsibility #6 (12.5%): Periodically audits files to ensure compliance with record keeping guidelines and archiving records. Other duties as

assigned or required.

Baseline Qualification Requirements: Bachelor’s Degree in Business Administration, Human Resources, Communications, Sociology or related field;

Relevant professional experience may be substituted for degree/education on a year-for-year basis.

Three (3) years to five (5) years of Human Resources experience.

Work towards obtaining a Professional in Human Resources (PHR) from the Human Resource Certification

Institute (HRCI) preferred; must obtain PHR or an equivalent certification within three (3) years of date of hire.

Knowledge, Skills & Abilities:

a) Knowledge is defined as a body of information applied directly to the performance of a duty.

1) Knowledge of the principles and practices of personnel administration and Human Resources

processes and guidelines.

2) Knowledge of employee benefits, including tax deferred savings plans, self and fully-insured health

care, and other Employee Retirement Income Security Act (ERISA) covered plans.

3) Knowledge of techniques in the professional development and supervision of employees.

b) Skill is defined as a present observable proficiency in performing a learned action.

1) Skilled at a teamwork approach in the delivery of HR services.

2) Skill in building positive relationships at all levels of the organization, leading by example and

influencing outcomes positively and effectively.

3) Skill in producing clear, sound, ethical messages (verbal and/or written) that are understood by various

audiences.

c) Ability is defines as the capacity to perform tasks to complete desired work products.

1) Ability to be a team player with the HR department and the Consortium.

2) Ability to independently trouble shoot and problem solve issues using a working knowledge of current

policies and practices of the Consortium.

3) Ability to research, analyze and resolve allegations, document results and prepare documents for

review.

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Supervision Exercised:

Does this position supervise others? [ X ] Yes [ ] No Note: A supervisor has the responsibility and authority to

hire, train, evaluate and discipline subordinates. A supervisor is distinguished from a lead person who assigns and

checks work, trains and schedules subordinates on a daily basis, and performs the same or more difficult duties

performed by the subordinates.

If yes, list each position # and its official title. State only those subordinate positions reporting directly to this

position (the listed positions should agree with the organizational chart):

Position #: TBD Title: Human Resources Assistant

Position #: TBD Title: Human Resources Assistant

Position #: TBD Title: Human Resources Information Specialist/Human Resources Assistant

Other Comments: Identify any additional factors such as environmental conditions, physical hazards, or working conditions that you

think are of importance include if this position is a covered position in accordance with the Indian Child Protection

Act (ICPA):

Fair Labor Standards Act (to be completed by Human Resources):

Nonexempt eligible for overtime: ___. Exempt from overtime: _X_. Category of exemption: Executive ___,

Administrative ___, Professional___, or Other ___. Reasons for this exemption: