Human Resources Business Partner - Beacon (Anchorage, AK)

International SOS•Anchorage, AK

7d•Onsite

About The Position

The Senior Human Resource Business Partner is responsible for leading the HR function for International SOS business across Beacon OHSS, Inc. The Senior Human Resources Business Partner provides advice, guidance, and coaching to business leaders and employees on issues pertaining to internal communication, employee engagement, recruitment, organizational development, performance management, talent management and development, compensation, and benefits. The incumbent will play a critical role in shaping and driving the people agenda to enable the organization to deliver its business objectives. This is a full-time Monday to Friday in-person position (Fridays are work from home days) based out of our Anchorage head office. The hours are 8:00 am to 5:00 pm.

Requirements

Experience supporting and interacting with leadership at both the client and internal level
Ability to work independently with integrity and courage
Ability to work across cultural boundaries and achieve positive results
Practical experience with ADP or an equivalent HRIS system including vendor management
Excellent Microsoft Office skills in Excel, Word and PowerPoint
Excellent presentation skills and experience presenting to a variety of audience on HR initiatives and programs to management, clients and employees
Strong customer service skills
Experienced negotiator with demonstrated dispute resolution competency
Self-starter, team player
High level of energy needed for a fast-paced environment where multiple initiatives are happening simultaneously
Excellent communication skills
Ensures legal compliance by monitoring and implementing applicable employment labor laws and maintaining confidential records
Stays on top of trends impacting the total rewards provision in the sector and in Alaska working in conjunction with the Americas region to provide affordable programs
Knowledge and understanding of existing and proposed state and federal laws/regulations affecting human resources management
Maintains strict confidentiality of all employee related matters
At least 5-7 years’ experience of working as a HR Business Partner or HR Manager
2-3 year of management experience
Experience of advising business and functional leaders on a range of people matters (e.g. employee relations, performance management, talent management; change management)
Working knowledge of multiple human resource disciplines including compensation practices, benefits administration, organizational development, employee relations, performance management, local state and federal respective employment laws
Experience of implementing new initiatives and rolling out new approaches to enhance the working environment
Ideally have operated in a multi-site HR role
Bachelor’s degree in human resources or related field
Good command of English is required

Nice To Haves

Relevant experience in medical, rescue or professional services is a plus but not essential
HR Certification preferred or working towards accreditation

Responsibilities

Under the guidance of the General Manager, manages internal communication practices for sharing organizational changes and people updates
Develops the tone and “brand” for internal communications, and supports GM with crafting content that is value- centric and audience-specific
Maintains a positive employee working environment through regular and proactive engagement across the organization
Drives and supports the implementation of various employee engagement initiatives
Organizing townhalls on quarterly basis to promote employee engagement
Captures organizational design discussions and ensures changes are accurately reflected in the organizational charts
Assists the GM with assessing organizational risks and devises organizational design recommendations that minimize risk impact
Works together with the department heads to look optimal organizational design and to drive individual talent/development plans.
Ensure process and policy improvements and update HR policy documents to reflect the same
Supports the GM with driving change management initiatives
Drives the HR digital transformation agenda and ensures alignment with HRD MS to support Group HR digital initiatives
Drives the workforce planning process and evaluates workforce requirements to meet ongoing business objectives
Coordinates with Finance to provide accurate workforce projections for budgeting purposes
Works closely with Recruiting and business leaders to ensure recruitment is delivered on time, and within budget
Assist recruiting team with developing strategies for a strong talent pipeline to cover future vacancies
Supports the onboarding process of newly hired staff
Work with the recruiting team to provide reporting, detailing recruitment status, promotions, and transfers
Investigates alternative talent acquisition avenues like temporary foreign worker programs, partnering up with colleges of paramedics/nurses, newcomers of Alaska and similar.
Executes talent, retention and succession planning initiatives
Leads the talent management practices, and drives the annual talent review process using International SOS set of standardized talent tools and practices
Works with Talent & Development team to establish succession plans for key leaders and critical roles, to ensure business continuity.
In partnership with business leaders, conduct training need analysis to prioritize development and training requirements for key roles
Provides training for newly hired staff
Provides support in tracking talent across projects and geographic locations
Drives and manages the development and implementation of performance management practices and approaches, in accordance with Group HR standards
Assist leaders with establishing key performance metrics, aligned with business objectives, to accurately define the competencies and skills required for each role/department, along with individual performance mapping
Provide support and guidance to leaders and employees on the performance management and review process
Work closely with T&D Team for performance capability building workshops to enhance performance management skills of line managers
Ensures the smooth delivery of the monthly payroll cycle
Leads the job evaluation process, in accordance with Group HR guidelines
Conducts salary benchmarking exercises
Supports the rollout of Group HR compensation policies and procedures
Evaluates and reports annual increments for approval from Group HR
Work closely with Compensation and Benefits team on annual compensation review projects.
Ensure data integrity is maintained in HRIS system and payroll system
Good understanding of HRIS systems and how to input new employees
Experience with system interfaces and testing of data to ensure accuracy
Where required, supports Group HR global project initiatives and rollout
Works with key decision makers to identify projects which will support and improve HR functional activities
Collaborate with business leaders to ensure alignment on the delivery of functional HR projects
Creates an actionable project plan which defines roles and responsibilities, measures of success and mitigates risks associated with the project
Coordinates the activities of project team members, to ensure the achievement of key milestones and agreed timelines
Ensures employment policies are up to date, to comply with local and federal labor laws
Coordinates with legal team to review employment cases that required legal consultation and input