Human Resource Consultant 4 (HR Business Partner - 01351X)

Administration; Juneau (AK); Hybrid; USD 90,000 - 120,000; Full time

Benefits offered by this job

Hybrid teleworking

Free parking in building

Job summary

The Department of Administration in Alaska is seeking an HR Business Partner (HRBP) to lead strategic workforce planning, employee engagement, and talent acquisition while balancing day-to-day HR oversight.

Based in Juneau, this role supports performance evaluations, delivers training, and guides change management to strengthen organizational capability and workforce readiness for state government. Candidates should understand state HR regulations and partner with agency leadership.

Qualifications

• Develops the ability of others through ongoing feedback and learning opportunities.
• Demonstrates strong interpersonal skills, tact, empathy, and cultural sensitivity.
• Shows organizational awareness of mission, programs, and procedures.
• Knowledge of hiring, benefits, labor regulations, and HR best practices.
• Plans and evaluates work with clear priorities and resource management.
• Maintains a long-term vision to advance organizational objectives.

Responsibilities

• HRBP role with responsibilities in strategic workforce planning, employee engagement and talent acquisition.
• Manages performance evaluation processes, delivers training and supports change management.

Job description

Job Description

This position is open to Alaska Residents only. Please check our residency definition to determine if you qualify.

What You Will Be Doing

The Department of Administration is seeking an HR professional to fill our Human Resource Business Partner (HRBP) role. The HRBP will be engaged in a wide variety of work including strategic workforce planning, employee engagement and talent acquisition. This position also manages the department’s performance evaluation process, delivers training, and supports organizational change through change management. This position requires balancing day-to-day HR oversight with long-term strategic planning to strengthen organizational capability and workforce readiness.

Our Organization, Mission, and Culture

The Division of Administrative Services provides budget, accounting, financial, IT, and administrative support that helps the Department of Administration's programs successfully serve state agencies and Alaskans. We value accountability, adaptability, communication, problem solving, reliability, and a positive attitude.

The Benefits of Joining Our Team

Working in Division of Administrative Services offers an opportunity for professional growth and learning through collaboration with department leadership, program managers, employees with HR programs, services, and subject matter experts. As a State of Alaska employee, you will have access to generous medical, dental, and vision benefits, personal leave accrual that increases with service, 12 paid holidays annually, retirement benefits, and the possibility of hybrid teleworking.

The Working Environment You Can Expect

The position is based in the State Office Building located in downtown Juneau, offering convenient access to shops, dining, and the scenic waterfront. State of Alaska employees have free parking in the parking garage in the State Office Building.

Who We Are Looking For

We are interested in candidates who possess some or all of the following position specific competencies:

Strategic Thinking: Formulates objectives and priorities; implements plans consistent with the long-term interests of the organization in a global environment. Capitalizes on opportunities and manages risks.

Workforce Planning: Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals.

Minimum Qualifications

This job class uses competency based minimum qualifications.

Competency Description

The competency description(s) listed below have been designed to promote a common understanding of the essential elements of the job class. They highlight the more general and customary knowledge, skills, abilities (KSAs), tasks, and behaviors used to describe the competency. They typically list expectations, as opposed to specific tasks, and are to be used only as parameters and guidelines. A competency’s description is not intended to exclusively define every KSA, task, and behavior needed to successfully meet the competency, but rather to provide the manager/agency with a broad reference of options as to how an applicant can meet the job expectation.

Any combination of education and/or experience that provides the applicant with competencies in:

Developing Others: Develops the ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods.

Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.

Organizational Awareness: Knows the organization's mission and functions, and how its social, political, and technological systems work and operates effectively within them; this includes the programs, policies, procedures, rules, and regulations of the organization.

Personnel and Human Resources: Knowledge of hiring, classification, benefits, labor relations, negotiation, and State and federal employment regulations.

Planning and Evaluating: Organizes work, sets priorities, and determines resource requirements; determines short- or long-term goals and strategies to achieve them; coordinates with other organizations or parts of the organization to accomplish goals; monitors progress and evaluates outcomes.

Vision: Understands where the organization is headed and how to make a contribution; takes a long‑term view and recognizes opportunities to help the organization accomplish its objectives or move toward the vision.

Equivalent to those typically gained by:

Training in human resource management, business administration, or organizational leadership and progressively responsible professional experience in human resources (such as recruitment, payroll, classification and compensation, employee and labor-management relations, employer provided benefit programs, employment law compliance, or employee training).

“Competencies” means a combination of interrelated knowledge, skills, abilities, and behaviors that enable a person to act effectively in a job or situation.

“Professional experience” means work that is creative, analytical, evaluative, and interpretive; requires a range and depth of specialized knowledge of the profession's principles, concepts, theories, and practices; and is performed with the power or right to decide or act according to one's own judgment.

“Progressively responsible” means indicating growth and/or advancement in complexity, difficulty, or level of responsibility.

“Training” and “education” in this guidance are synonyms for the process of acquiring knowledge and skills through instruction. It includes instruction through formal and informal methods (such as classroom, on-line, self-study, and on-the-job), from accredited and unaccredited sources, and long-duration (such as a post-secondary degree) and short-duration (such as a seminar) programs.

“Typically gained by” means the prevalent, usual method of gaining the competencies expected for entry into the job.