Job Opening



Bulletin Number: ODI-HR140600

POSITION Human Resources Administrator I, II
SALARY GRADE 18, 19
DIVISION Organizational Development & Innovation/Human Resources
CLOSE DATE Open Until Filled


NATURE OF WORK:

The Human Resources Administrator is responsible for directing the day-to-day performance and operations of the employee relations, recruitment, backgrounds and credentialing functions within the Human Resource Department.  The Administrator interprets company policy and objectives and develops plans necessary to achieve objectives.



KNOWLEDGE, SKILLS, AND ABILITIES:

Customer Care & Relationships:

  1. Creates, develops, and nurtures culturally appropriate interactions and connections with each other, customer-owners, and the community.
  2. Ensures quality customer service is provided to the identified customer groups by the employee relations, recruitment, front desk and background/credentialing teams
  3. Ensures that services provided are completed accurately and according to established timelines for completion
  4. Creates an open and welcoming environment for employees to seek advice and guidance on employee relations topics or workplace concerns
  5. Creates and develops relationships with partnering departments (Compliance, Quality Assurance, Corporate Counsel, Finance, etc.) and external customers
  6. Role models, follows, teaches and ensures the tenets of  SCF's Core Concepts
  7. Creates and maintains relationships which foster open communication between divisional and departmental leadership and Human Resources on employee relations, recruitment and background/credentialing topics
  8. Ensures that the employee relations team finds the balance between advocating for the employee and providing support for departmental leadership
  9. Directs the day to day performance and operation of the employee relations, recruitment and background/credentialing teams.

·               Directs the delivery of service.

·               Ensures readiness for accreditation at all times. 

·               Coordinates processes and activities of the assigned teams within Human Resources. 

·               Organizes work within the team areas in an effective manner.

·               Ensures adequate staffing.  

·               Ensures that all divisions are aware of regulations, policies, procedures and standards.

·               Establishes procedures and standards for the assigned areas are consistent with regulatory and other established standards. 

·               Evaluates, establishes, monitors and takes appropriate actions for follow up for dashboard and other performance measures.

·               Evaluates, and monitors the workload and productivity of the assigned areas and takes any necessary corrective action.

·               Directs the timely completion of all work assignments and the work of those under the work unit.

  1. Directs the human resource functions within the assigned areas. 

·               Ensures that timely and appropriate recognition and corrective action are given for all department employees. 

·               Establishes, monitors, and provides feedback for employee standards for all employees assigned.

·               Ensures the timely and meaningful performance evaluation of all department employees.

·               Monitors and develops improvement action items to improve employee satisfaction based on data and information.

·               Develops methods and processes to create a work environment that motivates and encourages all employees.  

·               Creates a positive and engaging work environment within the employee relations area.

·               Evaluates and monitors the recruitment and selection process within the employee relations area. 

·               Promotes Alaska Native hire and retention. 

·               Directs and ensures the effective application of the compensation strategy for SCF by actively engaging with managers throughout SCF  to establish salary offers for new hire employees.

  1. Demonstrated proficiency of effective Customer Service skills.

Communications & Teamwork:

  1. Shares and receives information, opinions, concerns, and feedback in a supportive manner.
  2. Works collaboratively by building bridges, and creating rapport with team members within departments and across the organization.
  3. Ensures employee status changes and terminations are processed in HR accurately and timely
  4. Partners with divisional leadership to coach, counsel and develop employees using performance management tools including: performance evaluations, performance development plans, performance improvement plans and corrective actions
  5. Partners with divisional leadership, Compliance, Quality Assurance, and Corporate Counsel to lead and conduct workplace investigations
  6. Manages the processes for the development of and changes to organizational charts and job descriptions
  7. Manages the recruitment team to recruit employees according to SCF's recruitment and compensation philosophy
  8. Represents Human Resources on corporate committees and workgroups
  9. Ensures the Human Resources teams work cooperatively to provide services to the customers
  10. Delegates work appropriately to team members and ensures appropriate follow-up and accuracy
  11. Leads the review of employee satisfaction results and assists in developing appropriate action plans with divisional leadership
  12. Ensures processes and systems for communication and exceptional customer service are in place.

·               Ensures compliance with established customer service standards.

·               Remains visible and available to employees at all times in order to facilitate communication.

·               Utilizes customer satisfaction data and information to develop, implement and measures changes in customer service strategies. 

·               Promotes a customer driven approach to service delivery that is culturally appropriate and based on customer input and feedback.

·               Evaluates, develops, and implements changes in policy, procedures, regulations and standards throughout human resources.

·               Takes a leadership role on functional committees. 

·               Ensures the development, implementation and monitoring of communication methods in order to keep employees up to date on what is happening throughout SCF and within the area assigned.

·               Builds effective interpersonal relationships with all departments across all divisions and throughout SCF.

·               Uses effective oral and written communication skills. 

·               Ensures that all required reporting and documentation processes are completed timely and accurately.

·               Facilitates and leads teams effectively.

·               Leads and participates on committees and work groups throughout SCF.

·               Resolves complaints and conflicts timely and appropriately according to standards and established guidelines.

  1. Demonstrated skill in facilitating groups, committees and meetings.

Improvement & Innovation:

  1. Makes meaningful improvement to services, program, and processes and/or organizational effectiveness that creates new value for customer-owners and employees.
  2. Brings new ideas and processes to the organization for recruitment, retention and workforce development
  3. Ensures that departmental dashboards, corporate balanced scorecards, and annual plans are communicated and acted upon by the employee relations, recruitment and background/credentialing teams in order to successfully meet goals and deadlines
  4. Leads departmental and committee work plan initiatives using the model for improvement and improvement tools
  5. Ensures the work of HR teams are audited for accuracy and implements plans for improvement if the results of the audit fall below the targeted measure
  6. Keeps up to date with changes in employment law and ensures human resources processes change to meet new regulations
  7. Partners with divisional leadership to design operational work units so they are able to meet their strategic goals
  8. Provides strategic advice to divisional leadership regarding employee satisfaction
  9. Directs the development, education and training of the employee relations team.

·               Ensures that all employees have training and development goals and plans in place.

·               Provides training and education by conducting training courses.

·               Ensures that all employees in job progression and moving forward in achieving milestones in order to progress. 

·               Develops, implements and monitors the development of Alaska Native employees within the employee relations area.

·               Oversees the process for succession planning.

·               Ensures the effectiveness of the department orientation process.

·               Mentors others for continued growth and development.

·               Provides on the job training, mentoring and development for all supervised.

  1. Manages the strategic planning and improvement processes for his/her area. 

·               Ensures alignment with the Mission, Vision, Key Points and Operational Principles of SCF. 

·               Develops and implements long range and short range strategic initiatives and work plans using the SCF strategic planning process and tools. 

·               Monitors progress to work plans and reports on progress using the annual planning tool.

·               Uses improvement tools and methods in the day to day work and ensures use of these tools in all departments assigned.

·               Develops, implements and monitors Balanced Scorecard measures to effectively oversee the long term initiatives of the departments assigned. 

·               Monitors outcomes of effectiveness and develop work plans for improvement and change across all departments assigned. 

·               Trains, educates and deploys improvement tools, methods and processes throughout the departments assigned. 

·               Participates in the corporate strategic planning processes and on improvement work groups and committees. 

  1. Demonstrated proficiency using improvement tools and principles.
  2. Demonstrated proficiency in working in a rapidly changing and innovative healthcare system.
  3. Demonstrated proficiency in the use of strategic planning and decision making processes.
  4. Demonstrated proficiency to work in a multi-disciplinary team environment.

Workforce Development Skills & Abilities:

  1. Seeks out additional learning opportunities to continue to develop the technical and professional skills needed now and in the future.
  2. Takes responsibility for all work activities and personal actions by following through on commitments.
  3. Participates in Development Center trainings of which HR is not the subject matter expert (Core Concepts, Learning Development Sessions, and Manager Meetings)
  4. Maintains an open and receptive approach to receiving performance feedback
  5. Provides input into their own personal performance development plan
  6. Improves their own skills and develops new skills in human resources, compliance, quality assurance, finance, risk management and operational management
  7. Mentors, trains, develops and acts as a resource to all employees on employee relations, recruitment and background/credentialing topics
  8. Creates and implements development plans for employees directly supervised so they may function at highest level of position and be ready for next step in career path
  9. Shares employment best practices and updates to human resource laws and practices  with the department and organization
  10. Collaborates with the Development Center to develop and provide training and development curriculum as the subject matter expert
  11. Develops, maintains and supports a process by which employees can develop within the organization through progressions, promotions and career ladders
  12. Develops, maintains, and supports a process by which an employee’s performance is measured, strengths and opportunities for improvement are identified and mechanisms are in place for employees to improve
  13. Acts as the subject matter expert in employee relations, recruitment and background/credentialing
  14. Collaborates with the Director of Human Resources to oversee the HR budget including revenues and expenditures timely and effectively.

·               Establishes budget targets for revenues and expenditures each year.

·               Monitors budget expenditures and revenues on a regular basis in order to achieve established budget targets.

·               Develops and implements processes and methods to improve revenues and reduce expenditures.

  1. Knowledge of the principles, practices and procedures of human resources administration in the areas of employment, compensation, classification, performance management, employee development and training.
  2. Knowledge of state and federal statutes and applicable rules and regulations related to the management of human resources.
  3. Demonstrated proficiency to efficiently and effectively manage multiple responsibilities.
  4. Demonstrated proficiency to maintain quality, safety, and infection control standards.
  5. Demonstrated skill in the use of computers and appropriate software.
  6. Demonstrated proficiency to effectively and efficiently make decisions independently.
  7. Demonstrated ability to perform job independently.
  8. Demonstrated ability to meet production standards.
  9. Knowledge and compliance with all applicable laws, policies, procedures, bylaws, regulatory requirements, and best practice guidelines regarding Privacy of Healthcare Information, Corporate and Healthcare Compliance. 

 



QUALIFICATIONS:

SCF programs are established for the purpose of serving a primary population comprised of Alaska Natives who are affiliated with the Cook Inlet Region Inc. (CIRI), and Alaska Natives and American Indians within SCF’s geographical service area.  Employees should have a thorough understanding of the cultures and the needs of the CIRI members, and of the general culture and needs of Alaska Natives and American Indians.  Such knowledge is critical in order to ensure the achievement of the mission and vision of SCF: working together with the Native community to provide the best services with Native staff who value the family and family wellness as the heart of the Native community.

  1. Bachelor’s Degree plus 4 years  professional HR experience or experience at Manager Level II or equivalent combination of education and experience. 
  2. PHR/SPHR is preferable or to be obtained within one (1) year of date of hire.

Additional Qualifications for Human Resources Administrator II: Meets all requirements of Human Resources Administrator I in addition to the following:

1.      Demonstrated proficiency as a Human Resources Administrator I at Southcentral Foundation.

 

Working Environment:

·               Employee may be exposed to: none.

·               Noise level: Moderate noise (i.e. business office with computers and printers, light traffic).

 Physical Demands:

·               Position requires: stand (under 1/3 time); walk (under 1/3 time); sit (over 2/3 time); use hands to finger, handle or feel (over 2/3 time); reach with hands and arms (under 1/3 time); talk or hear (over 2/3 time).

·               Weight lifted or force exerted: Up to 10 pounds (over 2/3 time), Up to 25 pounds (under 1/3 time).

·               Special vision requirements: Close vision (clear vision at 20 inches or less), Distance Vision (clear vision at 20 feet or more).

·               Additional physical demands: this position requires driving; travel may be required.

Age and Customer-Owner Population(s) Served:

Age of Customer-Owner Population Served

Population

·         This position does not provide direct customer-owner care

 

·         This position does not provide direct customer-owner care

 



INTERESTED APPLICATIONS:
Please complete an online application by clicking the 'Apply' button at the top/bottom of this page. For more information contact SCF Human Resources by Email or (907) 729-4977 or Toll free at 1-800-478-3343

NATIVE PREFERENCE UNDER P.L. 93-638.
Preference will not be given unless certification is submitted to Human Resources (a copy is acceptable).