VP Human Resources

About the Role

The Vice President, Human Resources provides executive leadership and strategic direction for all aspects of Calista Corporation's human resources operations. 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, offering enterprise-wide guidance on workforce strategy, organizational effectiveness, leadership development, employee lifecycle management, and other matters affecting the Corporation’s people and business objectives.

The role is based in Anchorage, Alaska, with sustained physical presence required at Calista’s corporate offices. Occasional remote work may be approved, and travel is required, not exceeding 10% of time annually.

Responsibilities

• Provide executive leadership and strategic direction for the Corporation’s human resources function, ensuring alignment with enterprise business objectives.
• Plan, develop, and oversee HR operations, ensuring compliance with all applicable laws and regulations, including:
  • Managing a team of HR professionals in delivering relevant services.
  • Leading strategic planning of HR operations aligned with the Corporation’s goals and values.
  • Overseeing the development of HR policies, procedures, and employment handbooks.
  • Overseeing the development and delivery of corporate training programs.
• Provide strategic guidance and support for Holding Line HR operations, focusing on training, hiring, developing, and promoting qualified Shareholders and Alaskan Natives.
• Oversee all employee relations at the Calista Corporate office and support Holding Line HR departments and subsidiaries as needed.
• Negotiate, interpret, and administer labor contracts, ensuring compliance with terms, payroll requirements, laws, regulations, and standard benefit structures.
• Collaborate with Holding Line HR Directors to align collective bargaining agreements and streamline system-wide decisions, services, and policies, including:
  • Development and implementation of employee compensation, succession, and performance recognition plans.
  • Benefits plan design, HRIS systems, and corporate policy development.
  • Application of programs addressing changes in labor laws and risk management systems.
  • Review of policies and handbooks to ensure compliance, standardization, and cost efficiencies.
• Coordinate audit inquiries and plan audit record needs in collaboration with Holding Line HR teams.
• Manage the Corporation’s risk and claims activities, including unemployment, workers’ compensation, and employment activity compliance.
• Develop 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 compliance with legal requirements.
• Oversee the development and maintenance of relationships between HR team members, managers, supervisors, and employees across the Corporation and its subsidiaries.
• Oversee ethics and conduct grievances, reports, and investigations for the Corporation and assist Holding Lines as needed.
• Review and analyze changes to state and federal employment laws in coordination with the Legal Department, reporting 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 the Corporate Safety Committee and functions.
• Perform other duties as directed.

Supervisory Responsibilities

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.

Requirements

• Bachelor’s Degree in Human Resources or related discipline required; Master’s Degree preferred.
• Ten or more years of progressive human resources leadership experience, including at least five years in an executive-level HR role (e.g., Chief Human Resources Officer, Vice President of Human Resources).
• Demonstrated executive-level experience leading or supporting the human resources function within an organization with annual revenues of $1 billion or greater.
• 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 (e.g., PHR/SPHR, SHRM-CP/SHRM-SCP) strongly preferred; CEBS, CPLP desired.
• Valid state driver’s license and ability to pass drug, driving, credit, and background screening.

Skills

• 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, 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.
• 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 techniques, and coordination of people and resources.
• Advanced knowledge of government contracting, including Service Contract Act and Davis-Bacon.
• Knowledge of HRIS technology, preferably Workday, including data analytics, system implementation, integration, and optimization.
• 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 lead and develop a high-performing HR organization.
• Ability to work both independently and collaboratively in a complex organizational environment.
• Ability to analyze and resolve complex issues, both logical and interpersonal.
• Proficiency in standard business applications (e.g., Microsoft Office) and ability to compute rates, ratios, percentages, and interpret graphs.
• Ability to travel and operate a motor vehicle safely and efficiently.
• Ability to work in a Native Corporation multi-business environment.