Alaska Rural Healthcare Human Resources Leadership Opportunities

Rural Staffing Services•Alaska, AK

1d•Hybrid

About The Position

Alaska Rural Healthcare Human Resources Leadership Opportunities. This application may connect you with the specific opportunity you were viewing, as well as other current or upcoming rural healthcare positions that align with your experience and goals. By joining the Rural Staffing Services Talent Network, you are helping us build a more thoughtful and connected approach to rural recruitment, one that allows experienced human resources leaders and Alaska healthcare organizations to find one another more quickly when the right need arises. Every application helps strengthen a growing network of people who are willing to bring their experience, leadership, resourcefulness, and heart to rural, remote, and frontier communities. Rural Staffing Services partners with rural hospitals, clinics, Tribal health organizations, regional health systems, community health centers, long-term care providers, and healthcare organizations throughout Alaska to identify experienced human resources leaders who understand the importance of supporting both employees and the communities they serve. We are currently connecting with professionals who may be interested in active and upcoming human resources, talent acquisition, workforce development, employee relations, people and culture, and HR operations leadership opportunities across Alaska. In rural Alaska, human resources plays a central role in whether an organization can recruit, retain, develop, and support the people needed to care for its communities. Healthcare organizations may compete for talent across enormous geographic distances while also navigating limited housing, transportation challenges, workforce shortages, relocation needs, and hard-to-fill clinical and leadership positions. HR leaders often work across every department and help shape the employee experience from the first conversation through recruitment, relocation, onboarding, development, retention, and long-term engagement. The strongest rural HR leaders are approachable, thoughtful, fair, and trusted. They understand employment law, policy, compensation, benefits, and compliance, but they also understand people. They can support employees, advise leaders, navigate difficult situations, build trust, and help create a workplace where people feel respected, informed, and valued. In smaller or geographically dispersed organizations, HR leaders may have broad responsibility across recruitment, employee relations, benefits, compensation, leave administration, workforce housing, compliance, credentialing, workforce planning, and organizational culture. They may also support employees and leaders across multiple facilities or communities that are separated by significant distances.

Requirements

Progressive human resources leadership experience
Experience as an HR Director, HR Manager, HR Business Partner, People and Culture leader, Talent Acquisition leader, or comparable professional
Knowledge of employment law, employee relations, recruitment, benefits, compensation, leave administration, and HR compliance
Experience advising executives, managers, supervisors, and department leaders
Strong communication, discretion, judgment, relationship-building, and conflict-resolution skills
Experience building or improving HR policies, systems, processes, and employee programs
Experience supporting healthcare workforce challenges and hard-to-fill positions
Experience with relocation, workforce housing, regional recruitment, or geographically dispersed teams may be valuable
Experience leading through growth, restructuring, workforce shortages, leadership change, or organizational transition
The ability to collaborate across executive, clinical, operational, Tribal, and community teams
Experience with rural hospitals, Critical Access Hospitals, FQHCs, Tribal health organizations, regional health corporations, long-term care providers, or community healthcare organizations
A collaborative, fair, practical, culturally respectful, and relationship-focused leadership style
The ability to relocate, travel regionally, or work within a rotational structure when required

Nice To Haves

Experience working with Alaska Native communities, Tribal health organizations, Indian Health Service programs, or tribally operated systems may be highly valued for some opportunities
A bachelor's degree in human resources, business, healthcare administration, organizational leadership, or a related field
Relevant certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or another human resources credential may be preferred

Responsibilities

Providing strategic and operational leadership for human resources
Supporting recruitment, onboarding, retention, workforce planning, and succession planning
Building recruitment strategies for hard-to-fill rural, remote, clinical, technical, and executive positions
Supporting relocation, workforce housing, transportation, and community integration when applicable
Advising executives, managers, supervisors, and employees on workplace matters
Strengthening employee engagement, communication, trust, and organizational culture
Leading employee relations, investigations, corrective action, and conflict resolution
Overseeing compensation, benefits, payroll coordination, leave administration, and HR operations
Supporting performance management, coaching, leadership development, and succession planning
Developing and maintaining policies, procedures, job descriptions, and employee handbooks
Ensuring compliance with employment laws, regulations, organizational standards, and grant or contract requirements
Supporting labor relations or collective bargaining when applicable
Managing credentialing, background checks, licensing verification, onboarding, and workforce compliance processes
Improving HR systems, reporting, data accuracy, workflows, and documentation
Supporting employees and leaders across multiple facilities, clinics, or communities
Developing local workforce pathways, internships, apprenticeships, training programs, and community partnerships
Collaborating with Tribal organizations, schools, colleges, workforce agencies, public entities, and community partners
Supporting organizational change, restructuring, growth, mergers, service expansion, or leadership transitions
Helping leaders respond to workforce shortages, burnout, vacancies, and changing community needs
Creating an environment where employees and leaders feel informed, supported, accountable, and heard