DIRECTOR HUMAN RESOURCES


Ketchikan Indian Community (KIC) Overview:

Ketchikan, Alaska is a cozy coastal town, rich in community and culture. Ketchikan Indian Corporation has the honor to be the governing body for the Natives in the Ketchikan area. The Tribe began direct delivery services to the native residents with only two staff Members in 1975. The staff has grown to over 100 employees with the increased identification of the Tribal community needs. Beginning in 1992 KIC became a signatory in a compact of self-governance between Southeast Tribes and the United States of America, providing services to Tribal Members in a Government to Government Relationship, upholding Sovereignty for Tribal Members. The Tribal Council, as the established governing body, provides oversight and works in collaboration with the KIC staff, who focus on daily business operations to provide the highest quality of programs and services to Tribal Members. Traditional Southeast Tribal values drive KIC. The KIC mission is to preserve Tribal Member’s sovereignty, enhancing economic and cultural resources and promote self-sufficiency and self-governance for their citizens through collaboration, service, and advocacy. KIC partners with the community and Tribal Members to deliver services and provide assistance in improving the lives of all Tribal Members.

Work LOCATION: 201 Deermount Street, Ketchikan, AK, 99901

INDIAN PREFERENCE:

Consistent with Public Law 93-638 and other federal laws recognizing inherent right of the Tribe to exercise Indian Preference. Documentation of Tribal Enrollment must be included with application submission.

Purpose:

Ketchikan Indian Community (KIC) job descriptions are a management tool to help organize duties and provide employees with the employer’s expectations with regard to a specific job classification. The duties listed are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is a reasonable assignment for the position. This job description is not an employment agreement or contract. Management has the exclusive right to alter this job description at any time without notice.

Job Summary: 

Under the direction of the Tribal Administrator, the HR Director is responsible for strategically managing and leading the HR and employees benefit functions of the Tribe. Incumbent plans and implements HR and employee benefit policies and practices, and keeps them updated. Ensures that all organizational personnel actions are carried out properly, strictly adhering to tribal, federal, and state laws and ethical standards. Incumbent also ensures that employee benefits are actively managed and compliant. This position supervises all human resources staff and is a member of the senior team.

Essential Job Results:

MAINTAINS THE WORK STRUCTURE BY

  • Updating job requirements and job descriptions for all positions
  • Establishing and implementing personnel policies to facilitate attainment of the mission, goals and objectives of the organization;

MAINTAINS THE ORGANIZATIONAL STAFF BY

  • Establishing a recruiting, testing, and interviewing program;
  • Counseling managers on candidate selection;
  • Ensuring that appropriate licensure or certification requirements commensurate with job responsibilities;
  • Ascertaining applicant’s qualification by conducting background investigation when appropriate/required;
  • Establishing and conducting orientation and training to familiarize all personnel with the organizations policies, procedures, and facilities;
  • Conducting and analyzing exit interviews;
  • Recommending changes.

MAINTAINS A PAY PLAN BY

  • Conducting periodic pay surveys,
  • Recommending, planning, and implementing pay structure revisions.
  • Comparing recommended pay raises and incentives with budget; and
  • Notifying supervisors of variances.

MAINTAINS BENEFIT PLANS BY

  • Studying employee requirements and trends and developments in benefits offered by other organizations;
  • Analyzing benefit options and predicting future costs;
  • Studying programs and obtaining advice from consultants;
  • Establishing and maintaining working relationships with benefit providers;
  • Preparing and distributing benefit reports;
  • Preparing the benefits and wage operational budgets for each department.
  • Developing recordkeeping systems;
  • Initiating new-hire benefits;
  • Recording changes;
  • Assisting Finance to ensure timely submission of payments or reports to various outside agencies;
  • Properly discussing with new employees or those who are interested in health benefits plans.
  • Provide open enrollment during February or March for health care coverage and AFLAC.
  • Assisting employees with health care deductible reimbursements as needed.

ESTABLISHES INTERNAL EQUITY BY

  • Developing and maintaining a job evaluation system;
  • Evaluating and ranking positions;
  • Requiring periodic appraisal of each person’s job performance, including current competence;
  • Requiring periodic review of employee compensation.

RESOLVES MANAGER AND EMPLOYEE DISSATISFACTION BY

  • Training managers to coach and discipline employees;
  • Advising employees and supervisors on interpretations of the KIC Personnel Policy;
  • Investigating complaints and concerns;
  • Answering questions; explaining policies and procedures;
  • Evaluating and offering possible courses of action;
  • Providing advice, guidance, and direction;
  • Monitoring actions in progress and assure proper procedures, thoroughness of documentation and proper considerations of merit are complete;
  • Encouraging resolving employee complaints and grievances at the lowest level possible;
  • Ensuring the employee complaint and grievance process are followed as outlined in Ordinance 8;
  • Provide checklists for supervisors to ensure they are following proper discipline procedures.

ACHIEVES FINANCIAL EFFECIENCY OBJECTIVES BY

  • Assisting managers in preparing annual employment and advertising budget
  • Studying proportion of pay, benefits, incentives, and intangibles;
  • Recommending program budget adjustments;
  • Preparing the benefits and wage operational budgets for each department.

ENSURES COMPLIANCE BY

  • Complying with Federal and state laws and regulations regarding the protection of the health of employees and provide for appropriate occupational health services for those employees
  • Comply with full background screening for sensitive positions within KIC
  • Provide data entry into the State of Alaska background system for KIC employees
  • Provide fingerprinting for sensitive positions for State of Alaska background system
  • Utilize other background companies for background checks for certain employees such as in the finance department, locum physicians, and positions that work with all ages such as the Housing department, patient registration, etc..
  • Studying existing and new legislation;
  • Advising management on needed action;
  • Establishing controls relating to the custody of the personnel documents of the organization
  • Maintaining the confidentiality, security, and physical safety of data on staff.
  • Providing information for employees requesting services from unemployment, child care, heating and rental assistance, mortgage/loan verifications, and employment verifications for employees seeking work outside of KIC.

MAINTAINS PROFESSIONAL AND TECHNICAL KNOWLEDGE BY

  • Attending educational workshops/conferences;
  • Establishing personal networks;
  • Participating in professional societies.

MAINTAINS EMPLOYEE DRUG SCREENING BY

  • Creating and implementing drug and alcohol testing for KIC employee, Tribal Council and Committee members;
  • Completing drug screen procedure with new-hire employee;
  • Providing monthly employee list to off-site provider list for random drug screening;
  • Maintaining the drug/alcohol screening record for all KIC employees;
  • Counseling employees with a positive result to use KIC’s Employee Assistance Program (EAP);
  • Monitoring employee Treatment Plan status and completion.

PREPARES MONTHLY HUMAN RESOURCES REPORT BY

  • Collecting, analyzing, and summarizing staff information and trends.
  • Gathering information from payroll status forms
  • Gathering information from employee verifications for various outside assistance services

CONTRIBUTES TO TEAM EFFORT BY

  • Initiating and directing training programs and in-services for new employees;
  • Offering information and opinions as a member of senior management team;
  • Demonstrating continuous initiatives for improvement of department operations;
  • Taking a systems approach to problem solving and process improvement, which involves staff;
  • Performing other related duties as directed by supervisor.

Additional Job Duties: 

  • Assists in accreditation standards requirements relative to Human Resources;
  • Provide native hire and turnover rate quarterly/annual reports;
  • Represent KIC with local, state, and federal law enforcement as required;
  • Understands the Tribe’s and employees needs by demonstrating courtesy, diplomacy and tact during interactions with internal and external parties.

SAFETY

  • Works with supervisors to ensure paperwork is completed for reporting of accidents and injuries;
  • Submits Worker’s Compensation claims in a timely fashion;
  • Assists supervisors in enforcement of safety;
  • In coordination with the Building Superintendent, distribute/collect appropriate key/proximity cards to personnel;
  • Cooperates with Maintenance department to assure work environment is safe and implement any necessary changes to assure staff/client safety.

KIC Competencies:

Cultural Competency: To be respectful and responsive to the health beliefs, practices, and cultural and linguistic needs of KIC Tribal Members. Developing cultural competence is an evolving, dynamic process that takes time and occurs along a continuum.

Commitment: To serve Tribal Members and set a high standard for yourself in your performance; strive for results and success; convey a sense of urgency and bring issues to closure; and stay persistent despite obstacles and opposition. 

Customer Service: Meet/exceed the expectations and requirements of internal and external customers; identify, understand, and monitor the needs of both internal and external customers, always talk and act with customers in mind; and recognize working colleagues as customers.

Effective Communication: Ensure important information is passed to those who need to know; convey necessary information with respect, clearly and effectively orally or in writing

Responsiveness and Accountability: Demonstrate a high level of conscientiousness; hold oneself personally responsible for one's own work; and do the required fair share of work.

KNOWLEDGE, SKILLS, AND ABILITIES

  • Knowledge and educational preparation in the theories, methods, practices in administration of human resources;
  • Knowledge of the organization, function and operations of the activity services and higher management directives;
  • Knowledge of office equipment and limited maintenance;
  • Knowledge of word processing and spreadsheet computer application skills;
  • Knowledge and ability to carry out rules of Health Insurance Portability and Accountability Act (HIPAA), which protects employee rights;
  • Knowledge of AAAHC accreditation standards relevant to Human Resources and Facilities & Environment;
  • Skill in writing as would be required for reports, plans, grants proposals, program justifications, etc.
  • Ability to read, analyze, and interpret the most complex documents;
  • Ability to respond effectively to the most sensitive inquiries or complaints;
  • Ability to make effective and persuasive speeches and presentation on controversial or complete topics both external/internal parties;
  • Ability to communicate professionally over the telephone and in person in a positive and clear manner;
  • Ability to communicate orally, and in writing to staff members from a variety of backgrounds - professionals, technicians, and clerical;
  • Ability to manage simultaneously multiple tasks, including telephone, computer operations and in-person visits;
  • Ability to be flexible in order to perform at the highest level as a team player;
  • Ability to utilize maximum degree of professionalism and diplomacy with those who may be experiencing a high degree of stress both mentally and/or physically;
  • Ability to gather, assemble, and analyze facts, draw conclusions and devise solutions to management problems;
  • Ability to maintain confidentiality of all Tribal operations and staff.

PHYSICAL ACTIVITIES INCLUDE

Must be able to hear. Specific vision abilities include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.  Ability to use hands to finger, handle, or operate objects tools, or controls; reach with hands and arms; climb or balance; stoop, kneel, crouch; and taste or smell. Each of the listed activities also requires standing, sitting, walking, bending, and stooping,

Writing by hand and using a personal computer. Long hours in front of computer screen. Frequently required to work extended hours. Attending evening and lunch time meetings as requested by the supervisor. Traveling occasionally, using air and/or water transportation, to out-of-town meetings and functions.

LICENSES

Possess a current and valid State of Alaska driver's license with a record acceptable to KIC’s Insurance carrier.

EDUCATION AND EXPERIENCE

Bachelor’s degree with emphasis in management or human resources plus minimum four years mid-level management experience preferred. Relevant experience may substitute for bachelor’s degree.

Any combination of related education and/or related experience will be considered if the candidate possesses the demonstrated ability.

WORKING ENVIRONMENT

The environment involves the usual risks and stress of an office environment. The employee is occasionally subject to verbal abuse, threats, and physical violence from angry, hostile, or disgruntled employees and/or family members. A high stress position due to complex issues and crises involving staff employment decisions.

This job description is not an employment agreement or contract. Management has the exclusive right to alter this job description at any time without prior notice.

Ketchikan, AK

1 month(s) ago