• Partner with business leaders to develop and execute strategic people plans aligned with company objectives. • Drive organizational design, workforce planning, succession planning, and talent development initiatives. • Coach leaders on performance management, leadership effectiveness, employee relations, and team effectiveness. • Build and nurture a high-performance culture through robust feedback, development, and performance practices. • Lead engagement and retention initiatives that improve employee experience and strengthen company culture. • Use people analytics and HR data to identify trends, solve business challenges, and shape people strategy. • Champion organizational development initiatives, including capability building, leadership development, change management, and growth frameworks. • Leverage AI and innovative HR practices to improve productivity, decision-making, and employee outcomes. • Act as a strategic thought partner during periods of transformation, growth, and organizational change.

• Manage end-to-end onboarding and offboarding: offer letters, background checks, documentation, and induction coordination • Maintain accurate and up-to-date employee data in Brightedge’s HRIS systems • Ensure smooth coordination of employee confirmations, transfers, and exits • Continuously refine HR processes to ensure scalability and efficiency as the organization grow • Prepare, validate, and process monthly payroll inputs (attendance, variable pay, new joiners, exits, etc.) • Work with Finance and external partners to ensure accurate and timely payroll execution • Act as a trusted point of contact for employee queries related to HR processes or systems • Partner with the People & Culture team to build a positive, inclusive, and performance-oriented work environment

• Develop and implement global HR strategies that align with business objectives. • Provide leadership and guidance on organizational structure, workforce planning, and succession planning. • Act as a strategic advisor to senior leadership on human capital matters. • Drive initiatives for cultural alignment across regions. • Partner with legal and compliance teams for global risk mitigation. • Develop recruitment strategies to attract and retain top global talent. • Oversee onboarding programs to integrate employees across various geographies. • Implement training and development initiatives to upskill employees. • Manage performance appraisal processes and ensure consistency in evaluations. • Create and execute employee engagement programs to improve satisfaction and retention. • Resolve employee grievances and handle complex employee relations issues across regions. • Design and manage competitive global compensation and benefits programs. • Ensure compliance with local labor laws and tax regulations. • Monitor changes in employment law and update policies as needed. • Oversee office administration across global locations to ensure smooth operations. • Manage budgets for HR and administrative functions. • Implement and oversee global HR information systems (HRIS).

Role Description This position is open to Alaska Residents only. Please check our residency definition to determine if you qualify. As part of the Equal Employment Opportunity Program (EEOP) team: - Conduct complex formal and informal EEO investigations, analyzing evidence, interviewing witnesses, and preparing detailed findings and official position statements. - Serve as a resource and subject matter expert to agencies and HR staff on EEO matters, providing guidance, consultation, and support on discrimination complaints and related issues. - Deliver EEO and professional development training, support outreach efforts to enhance workforce diversity, and assist employees in understanding and carrying out their EEO responsibilities. - Prepare specialized EEO reports using statewide HR and payroll systems and maintain accurate, organized investigative case files. - Lead or support special projects, provide litigation support when needed, and assist with resolving sensitive or complex EEO concerns. Qualifications - Investigation: The ability to plan and conduct thorough, unbiased investigations; gather and analyze evidence; interview parties and witnesses; draw accurate factual conclusions; and clearly communicate findings. - Labor Law: Knowledge of federal and state employment laws, regulations, and legal precedents related to equal employment opportunity, discrimination, and workplace rights, and the ability to accurately interpret and apply these requirements in complex situations. - Oral and Written Communication: Skill in presenting information clearly and effectively in both written and verbal formats, especially when addressing sensitive, technical, or complex topics; preparing formal reports and position statements; and delivering EEO training and guidance to diverse audiences. Requirements - Accountability: Accepts responsibility for own actions and decisions and demonstrates commitment to accomplish work in an ethical, efficient, and cost-effective manner. - Decision Making: Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change. - 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. - Influence: Asserts own ideas and persuades others, gaining support and commitment from others; mobilizes people to act, using creative approaches to motivate others to meet organization goals. - Personnel and Human Resources: Knowledge of hiring, classification, benefits, labor relations, negotiation, and State and federal employment regulations. - Problem Solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations. Benefits - The mission of the Division of Personnel (DOP) is to provide policy, consultative guidance and direct human resource services to State of Alaska Executive Branch agencies. - In alignment with DOP mission to provide direct human resource services to the Executive Branch, the EEOP is a centralized resource offering expertise and tools empowering State of Alaska employees to prevent and resolve personnel issues. - When the need arises, we handle personnel matters in a manner that enables a culture of accountability and respect. - We build partnerships to seek holistic solutions that deliver both operational and proactive results. Working Environment The EEOP offices are located either in the Atwood Building in Downtown Anchorage. The office is a secure space with open concept work stations and great views. In Anchorage, you have a view of downtown, Turnagain Arm, and the Anchorage Bowl. Additional Required Information Please read the below information carefully. This applies to your application submission. - THIS RECRUITMENT IS FOR ALASKA RESIDENTS ONLY. Please be sure to check our residency definition to determine if you qualify. - If post-secondary education is required to meet the minimum qualifications, you must fill in the Education section of the application. - If you have not obtained a degree, please indicate the number of units completed. Copies of transcripts are required to verify educational credentials if used to meet the minimum qualifications for a position. - If using work experience not already documented in your application, also provide the employer’s name, your job title, dates of employment, and whether full-or part-time. - Applications will be reviewed to determine if the responses are supported and minimum qualifications are clearly met.