Calista Corporation
Regular
JOB SUMMARY:
The Vice President, Human Resources provides executive leadership and strategic direction for all aspects of Calista Corporation human resources operations including talent acquisition and workforce planning, organizational development, HRIS and technology, compensation and benefits, employee and labor relations, workforce development, risk management, corporate safety, and employment compliance.
This position reports to the Calista Corporation President/CEO and serves as a strategic business partner to the executive leadership and Holding Line leadership teams, providing enterprise-wide leadership and guidance on workforce strategy, workforce development, organizational effectiveness, leadership development, employee lifecycle management, employee engagement, succession planning, compensation, culture, and other matters affecting the Corporation’s people and business objectives.
The Vice President, Human Resources is responsible for establishing and executing a comprehensive human resources strategy that supports Calista Corporation and its subsidiaries in achieving their short- and long-term business objectives. This position provides strategic leadership across a complex, multi-business organization and ensures that HR practices, policies, systems, programs, and services are aligned with the Corporation’s overall strategy, values, and operational needs.
The position is also responsible for ensuring Calista Corporation and its subsidiaries maintain compliance with applicable federal, state, and local laws and regulations and for providing executive oversight of enterprise-wide HR risk, governance, and compliance.
This position is based in Anchorage, Alaska, and requires sustained, physical presence in the assigned office at Calista’s corporate offices at 5015 Business Park Boulevard, with occasional remote work allowed upon approval. Travel is required. Travel is not expected to exceed 10% of time annually.
ESSENTIAL FUNCTIONS:
- Provide executive leadership and strategic direction for the Corporation’s human resources function and ensure HR strategies are aligned with enterprise business objectives.
- Plan, develop and oversee HR operations of the Corporation ensuring compliance with all applicable laws and regulations, including:
- Manage a team of HR professionals in the delivery of relevant services;
- Lead the strategic planning of HR operations that are aligned with the Corporation’s goal and values;
- Oversee the development of all HR policies and procedures including the Corporation’s employment handbooks and related policies;
- Oversee the development and delivery of corporate training programs.
- Providing strategic guidance and support for Holding Line HR operations.
- Lead Corporation and subsidiary efforts to train, educate, hire, develop and promote qualified Shareholders and Alaskan Natives. Market and coordinate these programs to Holding Line HR Directors to increase qualified Shareholder and Alaska Native hire in all Calista companies.
- Oversee all employee relations at the Calista Corporate office and provide support as needed for Holding Line HR departments and subsidiaries.
- Negotiate, interpret, and administer labor contracts, ensuring compliance with terms, payroll requirements, laws, regulations, and standard benefit structures. Collaborate with Holding Line HR Directors in the alignment of collective bargaining agreements to ensure benefit and administrative processing capabilities.
- Ensure that initiatives to streamline or coordinate system-wide decisions, services and policies are developed in collaboration with Holding Lines and subsidiaries, including but not limited to:
- Development and implementation of all employee compensation, succession and performance recognition plans and programs.
- Benefits plan design, HRIS systems, Corporate policy development, application and development of programs addressing changes in labor laws, and risk management systems.
- Review of policies and handbooks to ensure compliance with Corporate goals and objectives, optimize standardization, and to achieve cost efficiencies.
- Coordinate audit inquiries and provide planning of audit record needs and communication with Holding Line HR teams.
- Management of the Corporation’s risk and claims activities including but not limited to unemployment, workers’ compensation, employment activity compliance and other related activities.
- Development of a long-term HR service strategy to support continuous organizational growth.
- Oversee 401(k) and other employee benefit plan administration including vendor relations, product analysis and benefit program delivery to establish competitive programs and ensure compliance with legal requirements.
- Oversee the development and maintenance of relationships between HR team members and managers, supervisors and employees of the Corporation and its subsidiaries.
- Oversee ethics and conduct grievances, reports, and investigations for the Corporation and assist Holding Lines as needed.
- Oversee the development and implementation of all employee compensation, succession and performance recognition plans and programs for the Corporation and in collaboration with Holding Line HR departments.
- In coordination with Legal Department, review and analyze changes to state and federal laws pertaining to employment and report necessary or suggested changes to executive management.
- Cultivate a collaborative work environment with other Corporation departments and with Holding Line and subsidiary leadership.
- Ensure Corporate federal and state reporting requirements are completed.
- Serve as Corporate Safety Officer and oversee Corporate Safety Committee and functions.
- Work in a constant state of alertness and in a safe manner.
- Perform other duties as directed.
SUPERVISORY FUNCTIONS:
This position directly supervises the Calista HR staff and provides strategic leadership, direction, and oversight to HR leadership and professionals supporting Holding Lines and subsidiaries.
KNOWLEDGE, SKILLS, & ABILITIES:
- Advanced knowledge of executive-level human resources management, including talent acquisition, workforce planning, organizational development, compensation and benefits, employee and labor relations, succession planning, performance management, employee engagement, and HR technology. Advanced knowledge of federal, state, and local employment laws and regulations, including Alaska Regional Native Corporation practices.
- Demonstrated understanding of business strategy, financial management, organizational performance, resource allocation, and the relationship between people strategy and business results.
- Demonstrated ability to lead HR strategy within a complex, multi-business organization.
- Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources
- Advanced knowledge of government contracting including Service Contract Act, and Davis-Bacon.
- Knowledge of HRIS technology, preferably Workday, data analytics, system implementation, integration, and optimization. Previous experience implementing and managing HRIS technology is strongly preferred.
- Demonstrated ability to manage sensitive, complex, and high-risk employee and organizational matters with sound judgment, discretion, and confidentiality.
- Exceptional executive communication, presentation, negotiation, and relationship-building skills.
- Ability to build trust and effectively influence executives, managers, employees, Boards, and other stakeholders.
- Ability to coach, develop, and mentor HR professionals and executive leaders.
- Ability to effectively lead and develop a high-performing HR organization.
- ·Ability to work both independently and collaboratively in a complex organizational environment.
- Ability to effectively direct human resources staff, including ability to assess needs of the team.
- Ability to analyze and resolve complex issues, both logical and interpersonal.
- Ability to professionally communicate with other using verbal and written methods.
- Ability to provide leadership, counsel, motivation, and constructive performance reviews to staff, securing their commitment to Calista’s goals.
- Ability to participate in and facilitate group meetings.
- Work requires willingness to work a flexible schedule.
- Ability to use a computer or laptop with proficient knowledge of standard business applications, such as Microsoft Office.
- Ability to compute rates, ratios, percentages and to draw and interpret graphs.
- Ability to travel.
- Ability to operate a motor vehicle in a safe and efficient manner.
- Ability to work in a Native Corporation multi-business environment.
MINIMUM QUALIFICATIONS:
- Bachelor’s Degree in Human Resources or related discipline required; Master’s Degree preferred.
- Ten or more years’ progressive human resources leadership experience, including at least five years or more years serving in an executive-level HR role, such as Chief Human Resources Officer, Vice President of Human Resources, Senior Vice President of Human Resources or equivalent.
- Demonstrated executive-level experience leading or supporting the human resources function within an organization with annual revenues of $1 billion or greater required.
- Experience with a multi-business Native corporation, government contracting company, or a government services firm with more than 4,000 employees preferred.
- Experience working directly with a Board of Directors, executive leadership team, or equivalent governing body strongly preferred.
- Demonstrated experience leading enterprise-wide organizational transformation, change management, workforce strategy, or significant organizational initiatives preferred.
- Professional HR Certification, such as PHR/SPHR SHRM-CP/SHRM-SCP, strongly preferred, CEBS, CPLP, desired.
- Valid state driver’s license and qualified to operate a vehicle under the conditions of the Company’s Driving Policy.
- Ability to pass drug, driving, credit and background screening.
WORKING ENVIRONMENT:
The work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Calista has a fast-paced multi-tasking office environment requiring a high degree of efficient and effective performance.
PHYSICAL/VISUAL/MENTAL/ENVIRONMENTAL DEMANDS:
The demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
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.
