POSITION SUMMARY

The primary purpose of this senior-level role is to provide strategic HR leadership, expert technical guidance, and comprehensive support across all functional areas of human resources. This position serves as a subject matter expert in leave administration, training and development, compensation analytics, performance management, investigations, and HRIS systems. The Senior HR Generalist independently manages complex projects, leads initiatives that impact the entire organization, and serves as a key advisor to management on sophisticated employee relations and compliance matters. This role requires advanced HR competencies, exceptional judgment, and the ability to balance strategic thinking with hands-on execution.

Safety, Health & Environmental Responsibilities AND Accountabilities

Include, but are not limited to:

• Complying with all necessary requirements put in place to prevent incidents, injuries or losses

• Ensuring the safety and health of themselves and others in the workplace by being responsible for their actions and taking due care while performing their work

• Identifying, eliminating, and reporting hazards as soon as practicable

• Reporting incidents and accidents as soon as practicable

• Disclosing all information regarding incidents and cooperating in incident investigations

• Assisting in the resolution of health and safety matters in a positive and timely manner

• Using and maintaining personal, protective equipment (PPE)

• Providing suggestions for improving work processes

• Assisting management by supporting change to achieve desired targets

• Ensuring that plant and equipment operate within their safe working limits

• Ensuring that correct equipment is used for the job

• Participating in risk assessment methodology

• Participating in safety initiatives

• Receiving training and instruction as required

• Maintaining good housekeeping standards

ESSENTIAL FUNCTIONS

Human Resource Competencies and Guiding Principles

• Honest and truthful in all our dealings

• Responsible and accountable when carrying out our job duties

• Fair and equitable in each relationship

• Respectful and mindful of the dignity of everyone

• Compassionate and caring in each situation

• Confidentiality—ability to always maintain and protect confidential information at the highest level. Must be trustworthy and discreet with sensitive matters

• Strategic thinking—ability to see the big picture, anticipate challenges, and develop long-term solutions

• Leadership—ability to influence, mentor, and guide others toward achieving organizational goals

• Problem solving—expertly identify and resolve complex problems in a timely manner, gather and analyze information skillfully, and develop innovative solutions

• Communication—speak clearly and persuasively in positive and difficult situations, edit work for spelling and grammar, present numerical data effectively, facilitate meetings and training sessions, and read and interpret complex written information

• Planning/organizing—expertly prioritize and plan work activities, use time efficiently, manage multiple complex projects simultaneously, and develop realistic strategic action plans

• Quality control—demonstrate exceptional accuracy and thoroughness, monitor own work and others' work to ensure quality, and implement quality improvement processes

• Adaptability—thrive in a complex and dynamic work environment and lead others through change

• Dependability—consistently exceed expectations, take initiative, respond proactively to management direction, and continuously seek feedback to improve performance

• Motivation—bring passion and energy to work daily and pursue goals with persistence and determination

• Decision-making—exercise sound judgment on complex matters with minimal supervision, weighing multiple perspectives and long-term implications

• Analytical skills—interpret data, identify trends, draw conclusions, and make data-driven recommendations

• Must possess exceptional organizational skills to plan, monitor, coordinate, and adjust to dynamic operating issues across multiple concurrent initiatives

• Must have excellent ability to create comprehensive reports, presentations, and documentation while maintaining organized and current files and systems

Strategic HR Leadership

• Serve as subject matter expert and advisor to management on complex HR matters including employee relations, compliance, compensation, and organizational development

• Lead strategic HR initiatives and projects that impact organizational effectiveness

• Participate in long-range planning for HR programs and systems

• Identify opportunities for process improvement and lead implementation of solutions

• Represent the HR department in cross-functional leadership meetings and committees

• Provide mentorship, guidance, and training to HR team members and supervisors

• Serve as backup to HR Manager and assume additional responsibilities as needed

Leave Administration (Primary Administrator)

• Serve as the primary expert and administrator for all leave programs including FMLA, Alaska Paid Sick Leave Act compliance, Personal Leave, Short-Term Disability, Long-Term Disability, and ADA coordination

• Provide authoritative advice and counsel to employees and supervisors on complex leave matters and regulatory requirements

• Invoke, track, and manage all aspects of leave entitlements, intermittent leave schedules, and leave interactions

• Ensure full compliance with federal and state leave laws including FMLA, ADA, Alaska statutes, and company policies

• Coordinate with medical providers, third-party administrators, and legal counsel on complex cases

• Monitor leave trends, prepare analytical reports, and make recommendations for policy improvements

• Develop and deliver training to supervisors and employees on leave policies and procedures

• Properly communicate wage continuation benefits and coordinate return-to-work processes

• Maintain comprehensive leave documentation and ensure accurate record-keeping

• Notify HR Manager of significant leave issues, compliance risks, or when employees' leave entitlement is nearing exhaustion

Training and Development Programs

• Design, develop, and implement comprehensive training programs for all employee populations including new hire orientation, regulatory compliance training, leadership development, and technical skills training

• Create engaging and effective training materials using advanced learning platforms such as iSpring Suite, articulate 360, and Learning Management Systems (LMS)

• Conduct training needs assessments and developing annual training plans aligned with organizational goals

• Facilitate training sessions and workshops for groups ranging from small teams to all-company meetings

• Evaluate training effectiveness through assessments, surveys, and performance metrics

• Manage and optimize Learning Management Systems including content management, user administration, and reporting

• Oversee and administer the Education Assistance program including eligibility determination, approvals, and compliance tracking

• Partner with subject matter experts to develop specialized technical training content

• Stay current on adult learning principles, instructional design best practices, and emerging training technologies

• Develop and maintain training documentation, standard operating procedures, and training records

• Coordinate with external training vendors and consultants as needed

Recruitment and Talent Acquisition

• Lead full-cycle recruitment for both exempt and non-exempt positions with strategic sourcing approaches

• Partner with hiring managers to understand position requirements, develop recruitment strategies, and build robust talent pipelines

• Create compelling job postings and manage job boards, recruitment advertising, and external recruitment partnerships

• Screen and evaluate candidates, coordinate interview logistics including travel arrangements, and ensure positive candidate experience

• Generate accurate job descriptions, maintain job description database, and ensure alignment with market standards

• Prepare comprehensive offer packages including salary recommendations based on market analysis

• Maintain new hire and applicant tracking systems with high attention to data integrity

• Guide candidates through hiring process, conduct pre-employment screenings, and create individualized training schedules

• Represent the organization at job fairs, career events, and recruitment activities

• Analyze recruitment metrics, identify improvement opportunities, and implement process enhancements

Compensation Analytics and Administration

• Analyze compensation data, identify trends, and develop data-driven recommendations for salary adjustments, promotional increases, and market corrections

• Participate in compensation surveys and benchmark studies

• Prepare detailed compensation analysis and justification documentation for management review

• Support merit increase and promotion processes including budget analysis and pay equity reviews

• Reconcile and audit quarterly performance bonus eligibility, travel stipend eligibility, and other compensation program reports

• Assist in the development and communication of compensation structures, pay grades, and incentive programs

• Provide guidance to managers on compensation decisions and pay philosophy

• Ensure compliance with wage and hour laws including FLSA, overtime regulations, and state requirements

• Monitor compensation practices for internal equity and external competitiveness

Performance Management Systems

• Oversee and administer performance management cycles including goal-setting, mid-year reviews, and annual evaluations

• Conduct complex performance investigations including attendance issues, policy violations, and performance deficiencies

• Coach managers and supervisors on delivering effective feedback, conducting difficult conversations, and managing performance issues

• Research, develop, and implement performance improvement plans and corrective action strategies

• Ensure consistency and fairness in performance evaluation processes across all departments

• Complete comprehensive 45-day and 90-day new hire reviews to assess onboarding effectiveness and identify development needs

• Analyze performance trends and provide recommendations for process improvements

• Train managers on performance management tools, systems, and best practices

Workplace Investigations

• Lead sensitive and complex workplace investigations including harassment, discrimination, retaliation, policy violations, and employee relations concerns

• Conduct thorough and objective fact-finding including witness interviews, evidence collection, and documentation review

• Prepare comprehensive investigation reports with findings, conclusions, and recommendations

• Ensure investigations comply with legal requirements and company policies

• Coordinate with legal counsel on high-risk investigations and litigation matters

• Recommend and implement appropriate corrective actions and follow-up measures

• Maintain strict confidentiality and handle sensitive information with utmost discretion

HRIS Systems Development and Super User

• Serve as HRIS subject matter expert and super user for ADP Workforce Now and other HR technology platforms

• Lead HRIS system implementations, upgrades, and optimization projects

• Design and develop custom reports, dashboards, and analytics to support data-driven decision-making

• Configure system workflows, business processes, and automation to improve efficiency

• Troubleshoot complex technical issues and serve as liaison between HR users and IT/vendors

• Conduct system audits to ensure data integrity, accuracy, and compliance

• Train HR staff and end users on system functionality and best practices

• Maintain system documentation including user guides, process flows, and standard operating procedures

• Evaluate new HR technology solutions and make recommendations for system enhancements

• Manage system security, user access, and data privacy protocols

• Coordinate payroll system interfaces and conduct payroll audits to ensure accurate data entry

• Participate on technology committees and continuous improvement initiatives

Policy Development and Compliance

• Research, draft, and recommend new or revised HR policies, procedures, and employee handbook content

• Ensure HR policies and practices comply with federal, state, and local employment laws including MSHA, OSHA, FMLA, ADA, Title VII, wage and hour laws, and Alaska-specific regulations

• Monitor legislative and regulatory changes and assess impact on organizational policies

• Interpret and explain human resources policies and procedures to supervisors and employees

• Assist in resolving complex policy interpretation questions and recommend solutions

• Conduct policy compliance audits and develop corrective action plans

• Stay current with legal updates, compliance issues, and HR trends through continuing education and professional development

• Partner with legal counsel on employment law matters and policy updates

Benefits Administration

• Serve as primary administrator for employee benefits programs including health, dental, vision, life insurance, disability, 401(k), and supplemental benefits

• Lead and coordinate annual Open Enrollment process including planning timeline, developing communications, conducting employee meetings and presentations, processing enrollment data, and ensuring smooth implementation

• Provide expert guidance and counseling to employees on benefits eligibility, plan options, coverage details, life events, and enrollment processes

• Process benefits changes including new hires, terminations, life events, and annual enrollments with accuracy and timeliness

• Develop and deliver benefits training and education programs for employees and supervisors

• Maintain benefits documentation including summary plan descriptions, plan documents, and employee communications

• Manage benefits data in HRIS and ensure integration with payroll systems

• Stay current on benefits trends, regulations, and best practices through continuing education

Employee Relations and Support

• Serve as a trusted advisor and resource to employees and managers on complex HR matters

• Respond professionally and accurately to escalated HR inquiries including sensitive employee relations issues

• Mediate conflicts and facilitate resolution of workplace disputes

• Conduct and analyze exit interviews to identify trends and recommend retention strategies

• Support employee engagement initiatives and company events

• Handle confidential employee matters with discretion and appropriate urgency

Administrative and Reporting

• Maintain HRIS databases, applicant tracking system, onboarding software, and other HR systems with exceptional attention to detail

• Generate complex reports and analytics for management decision-making

• Audit data entry processes and payroll reports to ensure accuracy and compliance

• Process check requests, purchase orders, and invoice approvals

• Maintain comprehensive HR files, documentation, and record-keeping systems

• Prepare presentations and reports for leadership on HR metrics, trends, and initiatives

• Participate on cross-functional committees for software upgrades and continuous improvement projects

• Complete special projects and assignments as directed by HR Manager

Education and/or Experience

• Bachelor’s degree in human resources, Business Administration, or related field required

• Minimum 8 years of progressive human resources experience required with demonstrated expertise across multiple HR functional areas

• Proven experience in a generalist or specialist role with increasing responsibility and complexity

• Experience in mining, manufacturing, or other industrial/remote operations highly preferred

• Supervisory or lead experience strongly preferred

• Demonstrated track record of successfully leading HR projects and initiatives

• Expert knowledge of federal and state employment laws and regulations

• Advanced proficiency with HRIS systems and HR technology platforms

• Proven ability to work independently with minimal supervision while exercising sound judgment

• Strong analytical skills with experience in compensation analysis and HR metrics

• Excellent project management capabilities with ability to manage multiple priorities simultaneously

• Exceptional interpersonal skills with ability to build relationships at all organizational levels

• Advanced critical thinking, problem-solving, and decision-making abilities

• Work product consistently at the highest professional level with ability to self-edit and quality-check

Technical Skills

• Advanced proficiency with HRIS systems (ADP Workforce Now experience strongly preferred) including system configuration, reporting, and administration

• Expert-level skills in Microsoft Office Suite including advanced Excel (pivot tables, VLOOKUP, complex formulas, data analysis)

• Experience with Learning Management Systems (LMS) and e-learning development tools (iSpring Suite, Articulate 360, or similar platforms)

• Proficiency with applicant tracking systems and onboarding platforms

• Strong data analysis and reporting capabilities

• Excellent written and verbal communication skills including ability to create professional presentations and training materials

• Demonstrated ability to learn new systems quickly and serve as subject matter expert