HR Business Manager

The HR Business Manager (HRBM) serves as the primary HR point of contact for the designated ASRC departments and/or business units assigned. The HRBM performs professional work of considerable difficulty overseeing and coordinating a range of services and functions related to human resource management and administration, including employee development and customer service; training employees and supervisors and performing related work as required. Depending upon the HRBM’s specific assignment, some supervision of other staff and/or collaborative team projects may be required.  This position primarily works out of ASRC’s Anchorage corporate offices, but some travel is required.

• Plans, directs, and administers various Human Resource programs.
• Ensures that the Human Resources services delivered to the assigned business unit(s), are aligned with the policies, hiring priorities and the mandated goals set by the Human Resources Department as well as the ASRC Board of Directors on Shareholder Hire and Employee Development.
• Provides advice and counsel to the business unit(s) assigned, including Senior Leadership, department heads, managers and/or staff to ensure all organizational policy and process requirements are met and goals are achieved.
• Monitors and tracks necessary aspects of issues and processes of Human Resource services and support to ensure accuracy and completion. 
• Ensures proper and complete documentation of employee files and takes a lead in any archiving or audits necessary.  Manages and maintains confidentiality and integrity of HRIS databases (employee personnel records), personnel information, reporting, and other Human Resources documentation.
• Communicates and coordinates with other members of the Human Resources team, other enterprise departments and/or business units to ensure efficient and excellent customer service in recruitment, onboarding and other personnel processes, including but not limited, benefits enrollment, performance evaluation and leave management.
• Develops and recommends revisions of policies, procedures and other organizational requirements.
• Develops and delivers HR-related training based on client requirements.
• Ensures that all job descriptions are developed, current and approved.  Writes and revises job descriptions as requested. 
• Research information, analyzes data, and prepares reports related to all aspects of Human Resources consistent with any appropriate policy, program and/or technical government regulation.
• Analyzes current programs to ensure they align with the business strategy and ensure that the programs optimize their ability to attract top talent. 
• Ensures that project communications meet stakeholders’ needs. This includes, but is not limited to, high-level, professional and succinct program updated, project team briefings, and presentations to management. 
• Performs Human Resources support and services for other business unit(s) in the absence of another Human Resources Manager, as requested and approved.

Carry out managerial responsibilities in accordance with the organization's policies and applicable laws. Supervise employees within the retirement, compliance, and project management. Responsibilities include: interviewing, hiring, disciplining, coaching and training, addressing and resolving employee concerns, planning, assigning, directing work and assessing job performance.

ASRC’s Core competencies include Leading Self, Leading People and Leading the Organization. In addition to our core competency model, our framework includes competencies specific to the various levels of positions within our company. For more information on our core competencies please contact the HR Department and reference the ASRC Leadership Framework.

Customer Focus

• Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.

Drive for Results

• Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.  

Problem Solving

• Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn't stop at the first answers.

Timely Decision Making

• Makes decisions in a timely manner, sometimes with incomplete information and under tight deadlines and pressure.

Delegation

• Trusts people to perform through clear delegation of both routine and important tasks and decisions.

• Bachelor’s degree in human resources, Business Administration or another related field.
• Additional experience may substitute on a year-for-year basis. 
• Five (5) years’ experience in an HR leadership role that includes experience managing the delivery of HR services and providing employee relations support to a workforce of more than 100.
• Knowledge of employment law and regulations. 
• Proficient in the use of Microsoft Excel, Word, and PowerPoint at an intermediate level.
• Strong time management skills are required and experience supporting a rotational and/or unionized workforce preferred. 

Preferred Qualifications

• Professional HR certification preferred. 

Strong business and financial acumen is also required. Must understand drivers of shareholder value and relevant business models, and how to translate these into appropriate management actions.  Will have the ability to share these drivers and planned management actions with upper management.

Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of employees or customers.

Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.

Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.

The physical demands described herein are representative of those that must be met by an employee to successfully perform the essential functions of this position.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk or hear.  The employee is frequently required to sit; reach with hands and arms; and to use hands to finger, handle, or feel.  The employee is occasionally required to stand, walk, climb or balance.  The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.   Specific vision abilities required by this job includes the ability to adjust focus.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The work environment is in a busy office setting.  The noise level in the work environment is usually moderate. While performing the duties of this job, the employee may be occasionally exposed to outside weather conditions and may be required to travel in small and large commercial aircraft or by motor vehicle for extended periods of time for overnight and/or multi-day trips.

NOTE: This document does not create an employment contract, implied or otherwise. The statements contained herein are intended to describe the principal functions of this position, the level of knowledge and skill typically required, and the scope of responsibilities, but should not be considered an all-inclusive listing of work requirements.