HR Business Partner

Purpose of Position Support the Chief Human Resources Officer (CHRO) in delivering HR programs and initiatives across assigned business units. Partner with leaders and employees to execute core people processes, drive engagement, and ensure alignment with HR priorities and compliance standards. HR Program Delivery Execute HR processes across assigned business units and functions (e.g., performance management, compensation, engagement, development). Collaborate with HR teams (e.g., talent acquisition, compensation, benefits, development) and the CHRO to deliver consistent HR support and ensure compliance. Maintain confidentiality and ensure timely, accurate communication to leaders and employees. Identify proposed decisions inconsistent with company culture, values, or standards (to be validated with CHRO) and recommend corrective solutions. Workforce Support Partner with leaders to maintain accurate organization and talent data, assist with workforce planning, and monitor staffing needs. Take ownership of initiatives aimed at retaining critical and high‑potential talent within assigned business units. Provide recommendations on workforce, talent, and succession priorities. Assist in building a strong leadership pipeline by collaborating with leaders to identify critical roles and succession risks. Support leadership with workforce productivity and cost alignment to budget. Employee Relations Support employee inquiries, policy interpretation, and basic employee relations case management, ensuring timely, consistent, and risk‑mitigated outcomes. Conduct and oversee internal investigations, partnering with the CHRO, Compliance, and Legal functions where appropriate. Partner with HR performance management center of excellence and applicable business stakeholders to ensure fair and consistent application of GCI performance standards, including recommendations and support for supervisors, as necessary. Escalate complex or high‑risk matters to the CHRO for guidance. Engagement & Development Help implement engagement and development initiatives in partnership with HR teams. Proactively seek out opportunities to drive employee engagement and improve culture scores. Operational Support Provide coordination and reporting support for HR programs, data tracking, and communications across assigned business units. Identify opportunities and propose recommendations to improve HR operations and employee experience. Ability to influence without authority by demonstrating leadership skills, building trust, and maximizing relationships across the company. Excellent communication and interpersonal skills with the ability to patient‑ly and accurately articulate information to internal and external audiences, professionally handle inquiries and complaints, and communicate effectively with the team. Strong group presentation skills and ability to conduct effective meetings and training. Working knowledge of federal, state, and local regulations and the ability to accurately interpret company policies and procedures. Demonstrated HR technical knowledge and skills in recruiting and selection, employee and labor relations, compensation and benefits, personnel research, and organizational development. Demonstrated ability to apply judgment to the resolution of issues, including but not limited to complaint investigations, disciplinary actions, or other HR‑related concerns. Strong critical thinking skills to differentiate significant concerns from less relevant issues; anticipate possible outcomes; understand broad effects of decision making; read non‑verbal clues to gain meaning; and recognize underlying agendas. Strong conflict resolution skills with a neutral and balanced approach. Ability to adapt to a rapidly changing work environment and manage competing demands productively. Ability to identify and resolve problems timely, gather and analyze information, make sound decisions, and implement solutions. Ability to work independently and exercise strong decision‑making and prioritization skills when handling multiple routine employee relations issues, assigned projects, and performing other HRBP functions. Demonstrated knowledge of HRIS systems and data analytics tools. Competencies ACCOUNTABILITY – Takes ownership for actions, decisions, and results; openly accepts feedback and demonstrates a willingness to improve. BASIC PRINCIPLES – Interacts with people in a way that builds mutual trust, confidence, and respect; adheres to GCI’s Code of Conduct for Employees – the Basic Principles. COLLABORATION – Works effectively with others to accomplish common goals and objectives; maintains positive relationships even under difficult circumstances. COMMUNICATION – Conveys thoughts and expresses ideas appropriately and professionally. COMPLIANCE – Follows internal controls; protects confidential information; abides by GCI’s Code of Business Conduct & Ethics. CUSTOMER FOCUS – Demonstrates commitment to service excellence; gives high priority to customer satisfaction. RELIABILITY – Consistently follows through on assigned tasks as expected; demonstrates timely attendance at meetings, training, and other obligations. RESULTS – Uses a combination of job knowledge, initiative, sound decision‑making, innovation, adaptability, and problem solving. SAFETY & SECURITY – Supports a safe work environment by following all workplace safety rules and guidelines; complies with applicable security policies and procedures. TECHNICAL PROFICIENCY – Proficient computer skills and MS Office knowledge (e.g., Outlook, Teams, Word, Excel) to complete job duties effectively. Additional Job Requirements This is an intermediate level position within the discipline demonstrating strong working knowledge and proficiency in areas of responsibility. Performs moderately complex tasks and job duties, receiving general instruction on routine work and more detailed instruction on new assignments. Works under moderate supervision with latitude for independent judgment. Supports higher level staff in implementing more complex projects. Minimum Qualifications High School diploma or equivalent. Bachelor’s degree in human resources, business, management, labor relations, law, or relevant field. Minimum of four (4) years of progressively responsible professional level HR experience to include recruiting, compensation, benefits, employee relations, and/or labor relations. Including at least two (2) years of experience developing, interpreting, and applying HR policies, procedures, and applicable laws such as DOL Wage and Hour, Harassment Free Workplace, Substance Abuse, Absenteeism, FMLA and ADA. Preferred PHR, SPHR, SHRM‑CP, SHRM‑SCP, or equivalent professional level HR certification. Telecommunications experience. Other relevant telecom industry or job specific certifications. Driving Requirements This position may require access to reliable transportation for occasional travel between retail store locations, offices, worksites, or other locations as needed. Physical Requirements and Working Conditions Position is fast‑paced and subject to rapidly changing priorities, multiple deadlines and some stressful customer interactions. Travel to Alaska, pursuant to business needs, is required. Work is primarily sedentary, requiring daily routine computer usage. Ability to work shifts as assigned, work in standard office/home office setting, and operate standard office equipment. Ability to accurately communicate information and ideas to others effectively. Physical agility and effort sufficient to perform job duties safely and effectively. Ability to make valid judgments and decisions. Available to work additional time on weekends, holidays, before or after normal work hours when necessary. Must work well in a team environment and be able to work with a diverse group of people and customers. Virtual workers must comply with remote work policies and agreements. The company and its subsidiaries operate in a 24/7 environment providing critical services to Alaskans and may need to respond to public health and safety matters or other business emergencies. Due to business needs employees may be contacted outside of the core business hours to respond to the immediate emergency. As such, you will be requested to provide emergency after hours contact numbers, to include your home and cell phone numbers if you have those services. EEO Statement GCI is an equal opportunity employer. Qualified applicants are considered for employment without regard to race, color, religion, national origin, age, sex, sexual orientation, gender identity, marital status, mental or physical disability, veteran status, or any other status or classification protected under applicable state or federal law. Disclaimer The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. Company Mission and Principles All employees of GCI work in support of the GCI Mission Statement and Declaration of Principles which are located on the GCI Career page and Employee portal. #J-18808-Ljbffr GCI Communication Corp