Summary 

Under the direction of the Vice President of Administration, this position will effectively manage all HR processes, administer ASNA employment practices, recruit and hire qualified candidates, manage new employee orientation, communicate with all levels of management and employees, act as a resource for other departments with issues regarding personnel, and oversee compensation practices and benefit programs. The director will develop and recommend HR practices and procedures to assist in the growth of the organization while adhering to all regulatory agency requirements and accrediting body standards: CMS, The Joint Commission, etc.

Qualification

To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.       

Essential Job Functions

·         Demonstrate thorough knowledge of the organization’s history, mission, services and organizational structure.

·         Consult with all levels of the administration including legal counsel.

·         Formulate a budget that is efficient and cost effective for the Human Resources Department.

·         Develop and update ASNA’s Master Staffing Plan to ensure staff efficiency and effectiveness.

·         Develop, maintain, and update all position descriptions in coordination with department and executive-level managers.

·         Continuously evaluate recruiting resources and strategies.

·         Participate in job fairs, hospital tours, and other events as needed.

·         In coordination with department and executive-level managers, oversee the hiring process for selection of permanent professional and ancillary staff.

·         Maintain a list of qualified applicants and placement agencies for temporary workers.

·         Assess staff development, orientation, and training needs; select learning strategies, customize material, train staff and evaluate the effectiveness of development programs.

·         Manage ASNA’s comprehensive compensation plan and review the plan annually; analyze relevant market factors and report data and proposed changes to administration and related policies and procedures.

·         Manage ASNA’s employee benefit plans to include evaluating current plans, working with broker to obtain new plan bids, renegotiate plans as necessary, coordinate open enrollment meetings, and provide oversight of open-enrollment meetings and paperwork administration.

·         Coordinate with Employee Housing Administration to assist with the onboarding of housing benefitted eligible employees with appropriate staff living quarters assignments.

·         Mediate conflicts between employees to resolve misunderstandings; facilitate communication to promote positive employee relations and grievance handling.

·         Administer the implementation of individual performance improvement plans, letters of discipline, and other remedial actions required to enhance or correct performance; facilitate termination.

·         Develop, review, and revise ASNA’s Personnel Policies Manual.

·         Participate in performance improvement, continuous quality improvement (CQI) and Joint Commission activities.

·         Work directly with department and executive-level managers to assist in carrying out responsibilities related to human resources matters.

·         Manage workers’ compensation processes, maintain documentation and follow-up with insurance carrier.

·         Ensure all mandatory federal and state reports are complete and submitted. Responsible for public postings of any required notices, such as OSHA 300A log and Employer’s Notice of Insurance.

·         Ensure continuity and successful delivery of functional services to staff throughout the organization.

·         Interact regularly with Payroll regarding benefits.

·         Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices.

Education & Experience

·         Bachelor’s degree in Human Resources, Finance, Business Administration or similar field required.

·         Masters in related field preferred. 

·         Five to seven years of progressive experience in human resources required.

·         Three years of supervisory experience required.

·         Three years of senior leadership in an organization with a minimum of 150 employees preferred.

·         Experienced leader who is well organized, self-directed and capable of a broad range of managerial tasks.

·         Knowledge of healthcare management principles, practices and procedures is preferred.

·         Senior Professional Human Resources (SPHR) and/or Professional Human Resources (PHR) certification preferred.

·         Experience with Kronos Systems preferred.

·         Experience in senior leadership correspondence preparation and report writing required.

·         Working knowledge of EEO, FMLA, and COBRA is required.

·         Working knowledge of PL 93-638 Tribal Self-Determination is strongly preferred.

·         Working experience of engaging with regulatory auditing organizations is required.

·         Working experience with The Joint Commission and Centers for Medicare and Medicaid Services is strongly preferred.

·         Proficiency with retirement plan administration strongly preferred.

·         Prior experience working in Tribal Health care or other tribally affiliated organizations preferred.

Arctic Slope Native Association, Ltd.:  Exercises its rights in Native Hire Preference, Contracting/Subcontracting and Employment Practices applicable by law Is committed to maintaining a drug free, smoke free workplace.