Summary The Human Resources (HR) Program Administrator is responsible for creating and facilitating learning and development programs aimed at improving employee productivity; and, in collaboration with the Shareholder Career Path and Shareholder Enrichment teams, provides shareholder training and development opportunities. This position also assists with facilitating employee performance and engagement programs, and HR continuous process improvement initiatives. The salary range for this position is $69,545-$98,963/year, please note this is a tiered position. Essential Duties and Responsibilities HR Program Administrator II Collaborates with employees and management on identifying learning and development opportunities and assigning available training content Collaborates with Shareholder Career Path and Shareholder Enrichment to provide training content and learning opportunities align to further shareholder education, development, and career advancement Authors e-learning training content as directed; where applicable, assesses whether off-the-shelf training and/or Ahtna custom content are needed to meet training requirements Designs, implements, and evaluates learning and development programs; facilitates the needs assessment for employee learning and development programs to enhance the effectiveness of employee performance in achieving goals and objectives of the company Partners with organizational stakeholders to identify and create learning and development opportunities to strengthen Ahtna’s bench, including supporting Ahtna’s ability to fill positions with shareholders and internal candidates Assesses effectiveness of training in terms of participant reaction and learning Facilitates employee engagement and satisfaction surveys; supports and administers employee engagement, recognition, and productivity programs, as directed Administers performance appraisal programs; prepares reports, validates report accuracy, and ensures reports are sent per identified program schedule and distributed to identified leaders, administrators or other users Refines knowledge of progressive HR practices and key trends, specifically in employee learning and professional development HR Program Administrator III Promotes organizational programs and practices to foster a learning culture Researches, analyzes, and revitalizes employee learning, development, engagement, and recognition programs and activities, considering modes of delivery for the diverse workforce, including remote participants Assures effective communication, branding, and materials for employee learning, development, engagement, recognition, and performance programs; promotes and supports employee participation Leads the design, implementation, and evaluation of Ahtna’s learning and development programs Ensures employee performance appraisal programs Collaborates with leadership to design employee performance, engagement, recognition, and productivity programs; facilitates programs and identifies opportunities to further improve employee engagement, recognition and productivity Assesses effectiveness of employee programs in terms of participant behavior change and organizational results; assesses organizational employee program needs, identifies solutions and/or interventions, and facilitates moving plans forward from inception to implementation, as applicable Collaborates with leadership on workforce development, succession planning, and other organizational development and employee programs, as requested Supervision None HR Program Administrator II Minimum Qualifications Associate’s degree in human resources, organizational development, education, business administration or related field (experience may substitute for education on a year-for-year basis) Minimum four (4) years of experience in human resources, organizational development, program management, or database administration Preferred Qualifications Experience working in human resources, organizational development, or adult learning programs HR or learning professional certification Understanding of or certification in Kirkpatrick Four Levels ® or other learning evaluation model Experience and knowledge of Alaska Native cultures HR Program Administrator III Minimum Qualifications Bachelor’s degree in human resources, organizational development, education, business administration, or related field (experience may substitute for education on a year-for-year basis) Minimum five (5) years of experience in human resources, organizational development, program management, or database administration Preferred Qualifications Experience working in human resources, organizational development, or adult learning programs HR or learning professional certification Understanding of or certification in Kirkpatrick Four Levels ® or other learning evaluation model Experience and knowledge of Alaska Native cultures Core Competencies HR Program Administrator II Facilitation – Leads effective and efficient meetings Active Listening – Listens actively and empathetically to the views of others Critical Thinking – Applies critical thinking to information received from organizational stakeholders and evaluates what can be used for organizational success Decision Making – Makes sound decisions based on evaluation of available information HR Program Administrator III Strategic Agility – Demonstrates an understanding of the strategic relationship between effective business management and core business functions Analytic Reasoning – Analyzes specific business challenges involving the workforce and offers solutions based upon best practices or research Project Management – Generates specific organizational interventions to support organizational objectives Shareholder Preference Pursuant to PL 93-638, as amended, preference will be given to qualified Ahtna Native Corporation Shareholders, Descendants, and Spouses in all phases of employment. Physical Demands Frequent sitting for prolonged periods of time, using hands/fingers requiring dexterity and coordination to handle files and single pieces of paper, reaching with hands and arms for items above and below desk level, talking, hearing, and seeing (up close, at a distance, along the periphery, with depth perception, and the ability to adjust focus); walking from place to place within the office with occasional use of stairs and no elevator available; bending, pushing, pulling, and standing for up to 2 hours; occasional lifting of up to 25 pounds such as small office equipment, files, stacks of paper, and other materials. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work Environment Work is performed in an office setting with ability to speak and receive phone communications often. Work requires computer usage with strength, dexterity, coordination and visual acuity to use keyboard and video display terminal and other office equipment. Moderate travel required to shareholder communities, subsidiary offices and other locations as needed. Work Schedule: Monday – Friday, 8:00 to 5:00 Experience Required 4 year(s): Level II • Associate’s degree in human resources or related field (experience may substitute on a 1:1 basis) • Minimum four (4) years of experience in human resources, organizational development, program management, or database administration Level III • Bachelor’s degree in human resources or related field (experience may substitute on a 1:1 basis) • Minimum five (5) years of experience in human resources, organizational development, program management, or database administration Education Preferred Bachelors or better in Human Resources or related field Associates or better in Human Resources or related field Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)