Director of Human Resources

Essential Duties and Responsibilities

1. Adheres to and demonstrates Assets, Inc. core values, mission, policies, procedures and compliance plan in the performance of all aspects of this position.


2. Functions as a strategic business advisor regarding key organizational and management issues.


3. Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.

• Consults legal counsel to ensure that policies comply with federal/state law.


• Oversees the analysis, maintenance, and communication of records required by law, local governing bodies, or other departments in the organization.

1. Develops and maintains a human resources information system (HRIS) that meets top management information needs.

• Works with the HRIS customer service team to facilitate further development and implementation of HR needs in ADP/HR Perspectives.

1. Leads staffing initiatives that support the company’s goals and needs:

• Develops and implements recruitment, screening and interviewing practices and procedures.


• Anticipates personnel requirements and ensures a well-balanced and well-integrated staff.

1. Oversees the Assets Training Program and supports the organization in the development and delivery of employee training and development initiatives.

• Coordinates supervisory training on interviewing, hiring, progressive discipline and terminations, promotions, performance review, safety, sexual harassment, and other HR related issues.

1. Administers performance review appraisal system to ensure effectiveness, compliance, timeliness and equity within organization.


2. Oversees the administration of the Assets benefit portfolio including medical, dental, life, disability, health and welfare, 401(K), etc. Works with company brokers to ensure competitive and well negotiated renewals.


3. Manages worker’s compensation claims and works with insurance carrier in the management of all claims. Acts as liaison between various insurance carriers and management.


4. Provides input for the preparation of the budget of human resources operations.


5. Prepares reports and recommends procedures to reduce absenteeism and turnover.


6. Responsible for handling the following employee relations activities:

• Coaches, consults and acts as advocate to management and employees in performance management and progressive discipline.


• Reviews warnings, separation notices and related documentation.


• Assists in the problem-resolution process.


• Conducts fact-finding investigations independently, or in partnership with the department director/supervisor, on the full range of employee performance issues, alleged misconduct, complaints and grievances, etc.


• Represents organization at personnel-related hearings and investigations.


• Coordinates all formal and informal grievance activity.


• Oversees issues related to the Family and Medical Leave Act (FMLA).


• Conducts exit interviews and analyzes patterns and trends to determine turnover and to enhance the company’s overall work environment.

1. Ensures that Assets Employee Handbook is kept current. Analyzes the effectiveness of personnel policies and practices.  Recommends suitable revisions to management based on results of analysis.  Ensures that employees are informed of personnel policies and employee benefit programs on a continuing basis.


2. Facilitates the compensation program administration.


3. Coordinates an ongoing review of job descriptions, ensuring that each employee has a current job description.


4. Functions as a member of the Leadership Team and communicates with the Board of Directors as requested by the Executive Director.


5. Other duties as assigned by the Executive Director.

Supervisory Responsibilities

Directly supervises four (4) HR personnel.  Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws.  Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Minimum Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  The requirements listed below are representatives of the knowledge, skill, and/or ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience:

• Bachelor’s degree in Human Resources, Business Administration or related field from an accredited four-year college or university; and


• Two (2) to three (3) years of progressively responsible professional level human resource experience; or


• OR equivalent combination of education and experience. 


• Professional in Human Resource (PHR) certification strongly preferred.


• Previous supervisory experience preferred.

Language Skills:    Ability to read, analyze, and interpret common human resource journals, financial reports, and legal documents.  Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community.  Ability to effectively present information to top management, public groups, and/or boards of directors.

Mathematical Skills:     Ability to work with mathematical concepts such as probability and statistical inference.  Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

Reasoning Ability:    Ability to define problems, collect data, establish facts, and draw valid conclusions.

Certificates, Licenses, Registrations: Professional in Human Resource (PHR) certification strongly preferred. Valid Alaska drivers license, insured vehicle or alternate means of transportation.  Must be able to pass a criminal background check under state regulations. Must provide proof of educational credentials (if applicable) at time of hire.

Desired Skills and Abilities

1. Desire to create a productive work environment for all HR Team members and Assets employees through an open and respectful exchange of ideas; able to both lead and facilitate positive interactions that produce documented and executable results.


2. Exceptional oral and written communication skills and a desire to work in a team environment.

1. Experience with implementing a more enhanced HRIS system.

1. Ability to exercise common sense and good judgment across a variety of situations.


2. Ability to communicate difficult subject matters to diverse groups.


3. Ability to establish and maintain effective working relationships with employees, community contacts and customers.


4. Ability to work with individuals with mental illness or developmental disabilities.


5. Demonstrated proficiency working with the Microsoft Office suite, to include Work, Excel, Access, Outlook and PowerPoint.

Physical Demands

 The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; talk or hear.  The employee is occasionally required to stand; walk; and stoop, kneel, crouch, or crawl.  The employee must occasionally lift and/or move up to 25 pounds.  Specific vision abilities required by this job include close vision, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The job risks exposure to no significant environmental hazards. May be exposed to physical and verbal altercations with served individuals. The noise level in the work environment is usually moderate.

Assets, Inc. is an equal opportunity affirmative action employer and administers all personnel practices without regard to race, color, religion, sex, age, national origin, disability, sexual orientation, gender identity or expression, marital status, protected veteran status, genetics, or any other category protected under applicable law.