Job Description
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 leaders and employees on the performance management and review process;
Work closely with T&D Team for performance capability building workshops to enhance performance management skills of line managers;
Compensation and pay
Ensures the smooth delivery of the monthly payroll cycle;
Leads the job evaluation process, in accordance with Group HR guidelines;
Conducts salary benchmarking exercises;
Supports the rollout of Group HR compensation policies and procedures;
Evaluates and reports annual increments for approval from Group HR;
Work closely with Compensation and Benefits team on annual compensation review projects.
HRIS
Ensure data integrity is maintained in HRIS system and payroll system
Good understanding of HRIS systems and how to input new employees
Experience with system interfaces and testing of data to ensure accuracy
Project Management
Where required, supports Group HR global project initiatives and rollout;
Works with key decision makers to identify projects which will support and improve HR functional activities;
Collaborate with business leaders to ensure alignment on the delivery of functional HR projects;
Creates an actionable project plan which defines roles and responsibilities, measures of success and mitigates risks associated with the project;
Coordinates the activities of project team members, to ensure the achievement of key milestones and agreed timelines;
Legal and Compliance Practices
Ensures employment policies are up to date, to comply with local and federal labor laws;
Coordinates with legal team to review employment cases that required legal consultation and input;
About you
Required Skills and Knowledge
Experience supporting and interacting with leadership at both the client and internal level;
Ability to work independently with integrity and courage;
Ability to work across cultural boundaries and achieve positive results;
Practical experience with ADP or an equivalent HRIS system including vendor management;
Excellent Microsoft Office skills in Excel, Word and PowerPoint;
Excellent presentation skills and experience presenting to a variety of audience on HR initiatives and programs to management, clients and employees;
Strong customer service skills;
Experienced negotiator with demonstrated dispute resolution competency;
Self-starter, team player;
High level of energy needed for a fast-paced environment where multiple initiatives are happening simultaneously;
Excellent communication skills;
Ensures legal compliance by monitoring and implementing applicable employment labor laws and maintaining confidential records;
Stays on top of trends impacting the total rewards provision in the sector and in Alaska working in conjunction with the Americas region to provide affordable programs;
Knowledge and understanding of existing and proposed state and federal laws/regulations affecting human resources management;
Maintains strict confidentiality of all employee related matters
Required Work Experience
At least 5-7 years’ experience of working as a HR Business Partner or HR Manager;
2-3 year of management experience
Experience of advising business and functional leaders on a range of people matters (e.g. employee relations, performance management, talent management; change management);
Working knowledge of multiple human resource disciplines including compensation practices, benefits administration, organizational development, employee relations, performance management, local state and federal respective employment laws;
Experience of implementing new initiatives and rolling out new approaches to enhance the working environment;
Ideally have operated in a multi-site HR role;
Relevant experience in medical, rescue or professional services is a plus but not essential;
Required Qualifications
Bachelor’s degree in human resources or related field;
HR Certification preferred or working towards accreditation;
Required Languages
Good command of English is required;
Travel / Rotation Requirements
Predominantly office based but with travel to other geographies for training, conferences and to work on global initiatives;
Periodic visits to key sites as required;
Benefits
Position is eligible for comprehensive benefits, paid time off and bonus.
By joining International SOS, you will contribute to a global network dedicated to protecting people and organisations. We offer a dynamic and respectful workplace where expertise, innovation, and collaboration drive our success.
13,000 experts | 1,200+ locations | 90 countries | 110+ languages
Start your journey with us today. Apply now!
Pay: $105,000.00 - $115,000.00 per year
Benefits:
401(k) matching
Dental insurance
Employee assistance program
Health insurance
Paid time off
Relocation assistance
Vision insurance
Work Location: Hybrid remote in Anchorage, AK 99503
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 leaders and employees on the performance management and review process;
Work closely with T&D Team for performance capability building workshops to enhance performance management skills of line managers;
Compensation and pay
Ensures the smooth delivery of the monthly payroll cycle;
Leads the job evaluation process, in accordance with Group HR guidelines;
Conducts salary benchmarking exercises;
Supports the rollout of Group HR compensation policies and procedures;
Evaluates and reports annual increments for approval from Group HR;
Work closely with Compensation and Benefits team on annual compensation review projects.
HRIS
Ensure data integrity is maintained in HRIS system and payroll system
Good understanding of HRIS systems and how to input new employees
Experience with system interfaces and testing of data to ensure accuracy
Project Management
Where required, supports Group HR global project initiatives and rollout;
Works with key decision makers to identify projects which will support and improve HR functional activities;
Collaborate with business leaders to ensure alignment on the delivery of functional HR projects;
Creates an actionable project plan which defines roles and responsibilities, measures of success and mitigates risks associated with the project;
Coordinates the activities of project team members, to ensure the achievement of key milestones and agreed timelines;
Legal and Compliance Practices
Ensures employment policies are up to date, to comply with local and federal labor laws;
Coordinates with legal team to review employment cases that required legal consultation and input;
About you
Required Skills and Knowledge
Experience supporting and interacting with leadership at both the client and internal level;
Ability to work independently with integrity and courage;
Ability to work across cultural boundaries and achieve positive results;
Practical experience with ADP or an equivalent HRIS system including vendor management;
Excellent Microsoft Office skills in Excel, Word and PowerPoint;
Excellent presentation skills and experience presenting to a variety of audience on HR initiatives and programs to management, clients and employees;
Strong customer service skills;
Experienced negotiator with demonstrated dispute resolution competency;
Self-starter, team player;
High level of energy needed for a fast-paced environment where multiple initiatives are happening simultaneously;
Excellent communication skills;
Ensures legal compliance by monitoring and implementing applicable employment labor laws and maintaining confidential records;
Stays on top of trends impacting the total rewards provision in the sector and in Alaska working in conjunction with the Americas region to provide affordable programs;
Knowledge and understanding of existing and proposed state and federal laws/regulations affecting human resources management;
Maintains strict confidentiality of all employee related matters
Required Work Experience
At least 5-7 years’ experience of working as a HR Business Partner or HR Manager;
2-3 year of management experience
Experience of advising business and functional leaders on a range of people matters (e.g. employee relations, performance management, talent management; change management);
Working knowledge of multiple human resource disciplines including compensation practices, benefits administration, organizational development, employee relations, performance management, local state and federal respective employment laws;
Experience of implementing new initiatives and rolling out new approaches to enhance the working environment;
Ideally have operated in a multi-site HR role;
Relevant experience in medical, rescue or professional services is a plus but not essential;
Required Qualifications
Bachelor’s degree in human resources or related field;
HR Certification preferred or working towards accreditation;
Required Languages
Good command of English is required;
Travel / Rotation Requirements
Predominantly office based but with travel to other geographies for training, conferences and to work on global initiatives;
Periodic visits to key sites as required;
Benefits
Position is eligible for comprehensive benefits, paid time off and bonus.
By joining International SOS, you will contribute to a global network dedicated to protecting people and organisations. We offer a dynamic and respectful workplace where expertise, innovation, and collaboration drive our success.
13,000 experts | 1,200+ locations | 90 countries | 110+ languages
Start your journey with us today. Apply now!
Pay: $105,000.00 - $115,000.00 per year
Benefits:
401(k) matching
Dental insurance
Employee assistance program
Health insurance
Paid time off
Relocation assistance
Vision insurance
Work Location: Hybrid remote in Anchorage, AK 99503
💡 Quick Summary
Seeking a career-building opportunity? The Human Resources Business Partner position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Anchorage offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
