Summary:

The experienced Human Resource Business Partner (HRBP) will serve as a strategic advisor and partner to designated business units within Goldbelt, Inc. The HRBP will lead and support a team of Human Resource Generalists and Talent Acquisition Specialists, align HR and recruiting practices with business objectives, providing guidance in areas such as employee relations, talent management, performance management, and organizational development. The HRBP will have strong problem-solving skills, a deep understanding of HR best practices, and the ability to build effective relationships at all levels of the organization.

Necessary Skills and Knowledge:

• Strong understanding of HR best practices, employment law, and compliance
• Proven ability to influence and build relationships at all levels of the organization
• Ability to embrace change, learn quickly, and thrive in a dynamic corporate environment
• Skill in working harmoniously within cross-functional teams to achieve common objectives
• Ability to prioritize tasks, manage multiple projects, and meet deadlines
• Possesses attention to detail and effective problem-solving skills
• Must have the ability to communicate effectively and diplomatically, both verbally and in writing, with co-workers and with outside agencies, partners, shareholders, and business associates
• Strong cultural awareness and sensitivity, with the ability to adapt messages and strategies for diverse audiences
• Proficiency in HRIS systems
• Basic understanding of relevant software, tools, and systems used in the corporate environment. This includes a proficiency in standard software applications, including Windows and MS Office Suite (Outlook, Word, PowerPoint, and Excel)

Minimum Qualifications:

• Bachelor’s degree in human resources, Business Administration, or a related field required
• Minimum 5+ years of experience in human resources, with at least 2 years in an HR Business Partner or similar role
• Minimum of 2 years supporting human resources functions within a government contracting environment (GovCon)
• Experience supporting multiple business units or working in a complex, matrixed organization
• Ability to travel up to 10% of the time

Preferred Qualifications:

• Advanced HR Certifications such as SHRM-SCP, SPHR, or GPHR
• Previous experience working with Alaska Native Corporations (ANCs)

Pay and Benefits

The salary range for this position is $100,000.00-$125,000.00 annually

At Goldbelt, we value and reward our team's dedication and hard work. We provide a competitive base salary commensurate with your qualifications and experience. Our annual incentive compensation plan is designed to reward your contributions to Goldbelt's success. It's a profit-sharing initiative tied to our strategic objectives, demonstrating that your efforts directly impact our achievements. As an employee, you'll also enjoy a comprehensive benefits package, including medical, dental, and vision insurance, a 401(k) plan with company matching, tax-deferred savings options, supplementary benefits, paid time off, and professional development opportunities.

Essential Job Functions:

• Strategic HR Partnership:
  • Serve as the primary HR contact for assigned business units, understanding their needs and aligning HR strategies to support business goals
  • Partner with business leaders to address workforce challenges, identify talent gaps, and develop succession planning strategies
  • Provide expert advice on organizational design, change management, and workforce planning
• Employee Relations & Performance Management:
  • Act as a trusted advisor to managers and employees on employee relations issues, conflict resolution, and HR policy interpretation
  • Manage and resolve complex employee relations issues, conducting thorough investigations when necessary
  • Guide managers in the performance management process, providing coaching and support to ensure effective employee development and accountability
• Talent Acquisition & Development:
  • Manage the Talent Acquisition team to ensure effective recruitment strategies for assigned business units
  • Identify training and development needs and work with HR and business leaders to implement programs that enhance skills and career growth
• HR Program Implementation:
  • Support the implementation of HR programs and initiatives
  • Monitor the effectiveness of HR policies and programs, making recommendations for improvements or adjustments
  • Ensure compliance with federal, state, and local employment laws and regulations, as well as company policies and procedures