Yulista Holding LLC

Regular

Primary Function

The Human Resources Manager is responsible for the supervision and management of day-to-day human resource generalist functions for Yulista Holding and assigned subsidiaries. This includes employee relations, implementation and administration of human resources programs, policies and procedures, employee recordkeeping, training, and compliance. Additionally the HR Manager will collaborate with the HR Director and HR Compliance Manager to ensure that policies and procedures are adequate and This position will also have other duties as assigned by the Human Resources Director to support strategic human resource initiatives. 

Essential Duties

• Provide day-to-day supervision and management to the Yulista Human Resources Business Partners and Coordinators (HRBPs and HRCs).

• Maintain knowledge and ensure compliance with employment-related laws and regulations.

• Oversee the maintenance of all personnel files and HRIS data, I-9 records, drug and alcohol screening and background investigation results, and other personnel records.  Ensure the company follows all laws and regulations and demonstrates “best practices” regarding personnel information management.  

• Assist in creating and maintaining, equitable and competitive compensation, incentive and recognition programs. 

• Assist in the development and management of a corporate succession planning project. 

• Assist in the development and implementation of human resources programs and policies. This includes updates to corporate and subsidiary employee handbooks and other policies. 

• Work with management on matters involving employee relations. Serve as a resource for departments and assigned subsidiaries in the handling of employee issues and assist them in coaching employees, conducting job evaluations, staff training, providing effective conflict resolution, employee offboarding and other human resources related issues.

• Assist with the development and implementation of human resource technology initiatives.

• Assist with the planning and scheduling of employee development and training programs.

• Supervise the preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies.

• Review and analyze changes to state and federal laws pertaining to employment and reports as required.  Advises management on upcoming or pending changes as applicable.

• Monitor and produce regular reports detailing HR metrics such as turnover rates, exit interview feedback, employee roster

• Collaborate with HR Director, Compliance Manager and Benefits Manager to ensure that company compensation packages and benefits remain competitive and compliant with all regulations.

• Ensure that HR-related training programs are effectively administered

• Collaborate with HR Director to align HR strategies with business goals, ensuring that our growth is sustainable and compliant.

• Promote and sustain our company culture, ensuring that our values are reflected in every HR initiative and decision.

• Collaborate with HR Director and other managers to develop and maintain internal SOPs and department processes.

• Monitor and guide HRBP’s in resolving complex employee relations issues.

• Collaborate with the Compliance Manager in ensuring job descriptions are mapped correctly to compensation mapping.

• Guide and mentor direct reports in all areas of employee relations, including but not limited to, terminations, disciplinary actions, compliance requirements, the company’s processes and procedures, effective communication, etc. 

Supervisory Responsibilities

• Oversees HRBPs and HRCs, as well as provide oversight for policies and procedures related to HR.

Desired Knowledge, Skills & Abilities 

• Strong knowledge of principles and procedures for training, compensation, and benefits, employee relations, and HRIS.

• Knowledge of the principles and practices of human resource management administration.

• Ability to coach and mentor others.

• Strong knowledge of local, federal, and state employment laws and regulations.

• Ability to apply consultative skills in a business environment.

• Ability to provide leadership, counsel, motivation, and constructive performance reviews to staff, securing their commitment to Yulista’s goals.

• Knowledge of human resources information systems (HRIS) programs and ability to implement such programs.

• Trustworthy in managing sensitive situations and information; discrete, professional and possess excellent judgement.

• Experience in a SCA and union environment preferred.

• Experience using an HRIS system, Deltek, and Workday experience preferred.

• Excellent analytical skills with the ability to evaluate data and consider decision impact across multiple areas.

• Must have a strong attention to detail and follow through, use of independent judgment, and excellent communication and people management skills.

Required Qualifications

• BS/BA degree in Human Resource Management or related field plus a minimum of 10 years’ progressive Human Resource experience in Federal Contractor environment OR any appropriate combination equal to 14+ years of human resource experience and education in a Federal Contractor Environment.

• Minimum 5 years’ supervisory experience required.

• PHR/SPHR, SHRM-CP/SHRM-SCP preferred.

PREFERENCE STATEMENT
Preference will be given to Calista shareholders and their descendants and to spouses of Calista shareholders, and to shareholders of other corporations created pursuant to the Alaska Native Claims Settlement Act, in accordance with Title 43 U.S. Code 1626(g).

EEO STATEMENT
Additionally, it is our policy to select, place, train and promote the most qualified individuals based upon relevant factors such as work quality, attitude and experience, so as to provide equal employment opportunity for all employees in compliance with applicable local, state and federal laws and without regard to non-work related factors such as race, color, religion/creed, sex, national origin, age, disability, marital status, veteran status, pregnancy, sexual orientation, gender identity, citizenship, genetic information, or other protected status. When applicable, our policy of non-discrimination applies to all terms and conditions of employment, including but not limited to, recruiting, hiring, training, transfer, promotion, placement, layoff, compensation, termination, reduction in force and benefits.
 
REASONABLE ACCOMMODATION
It is Calista and Subsidiaries' business philosophy and practice to provide reasonable accommodations, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities.
 
The statements contained in this job description are intended to describe the general content and requirements for performance of this job.  It is not intended to be an exhaustive list of all job duties, responsibilities, and requirements.
 
This job description is not an employment agreement or contract. Management has the exclusive right to alter the scope of work within the framework of this job description at any time without prior notice.