Human Resources Business Partner - Beacon (Anchorage, AK)

At International SOS, we are in the business of protecting and saving lives. For 40 years, we have delivered customised security risk management, health, and wellbeing solutions to organisations worldwide. With a presence in 90 countries and a team of nearly 13,000 experts, we provide 24/7 support to help organisations fulfil their Duty of Care responsibilities.

Now, we’re looking for talented individuals to join our team and make a difference.

About the role

The Senior Human Resource Business Partner is responsible for leading the HR function for International SOS business across Beacon OHSS, Inc. The Senior Human Resources Business Partner provides advice, guidance, and coaching to business leaders and employees on issues pertaining to internal communication, employee engagement, recruitment, organizational development, performance management, talent management and development, compensation, and benefits. The incumbent will play a critical role in shaping and driving the people agenda to enable the organization to deliver its business objectives.

 

This is a full-time Monday to Friday in-person position (Fridays are work from home days) based out of our Anchorage head office. The hours are 8:00 am to 5:00 pm.

Key responsibilities

Internal Communications & Engagement

• Under the guidance of the General Manager, manages internal communication practices for sharing organizational changes and people updates;
• Develops the tone and “brand” for internal communications, and supports GM with crafting content that is value- centric and audience-specific;
• Maintains a positive employee working environment through regular and proactive engagement across the organization;
• Drives and supports the implementation of various employee engagement initiatives
• Organizing townhalls on quarterly basis to promote employee engagement

Organizational Development

• Captures organizational design discussions and ensures changes are accurately reflected in the organizational charts;
• Assists the GM with assessing organizational risks and devises organizational design recommendations that minimize risk impact;
• Works together with the department heads to look optimal organizational design and to drive individual talent/development plans.
• Ensure process and policy improvements and update HR policy documents to reflect the same;
• Supports the GM with driving change management initiatives;
• Drives the HR digital transformation agenda and ensures alignment with HRD MS to support Group HR digital initiatives;

 

Recruitment

• Drives the workforce planning process and evaluates workforce requirements to meet ongoing business objectives;
• Coordinates with Finance to provide accurate workforce projections for budgeting purposes;
• Works closely with Recruiting and business leaders to ensure recruitment is delivered on time, and within budget;
• Assist recruiting team with developing strategies for a strong talent pipeline to cover future vacancies;
• Supports the onboarding process of newly hired staff;
• Work with the recruiting team to provide reporting, detailing recruitment status, promotions, and transfers;
• Investigates alternative talent acquisition avenues like temporary foreign worker programs, partnering up with colleges of paramedics/nurses, newcomers of Alaska and similar.

Talent Management

• Executes talent, retention and succession planning initiatives;
• Leads the talent management practices, and drives the annual talent review process using International SOS set of standardized talent tools and practices;
• Works with Talent & Development team to establish succession plans for key leaders and critical roles, to ensure business continuity.
• In partnership with business leaders, conduct training need analysis to prioritize development and training requirements for key roles;
• Provides training for newly hired staff;
• Provides support in tracking talent across projects and geographic locations;

Performance Management

• Drives and manages the development and implementation of performance management practices and approaches, in accordance with Group HR standards;
• Assist leaders with establishing key performance metrics, aligned with business objectives, to accurately define the competencies and skills required for each role/department, along with individual performance mapping;
• Provide support  and guidance to leader