Job Summary:

This position is responsible for providing support for the GPTLHB Human Resource Department and for the coordination of all administrative aspects of the human resource department.

Essential Functions:

• Requirements and government reporting regulations affecting human resource functions and ensures that policies, procedures, and reporting are in compliance.
• As a member of the HR team, assist in managing the human resource projects and programs in areas including recruitment and employment, employee relations, policy administration, compensation and benefits, training, rewards and recognitions, retention, employee development and team building.
• Coordinates and refines recruitment and hiring processes; assists in the development of interview questions, creates postings, and evaluates applicants for eligibility.
• Uses strategic development skills to develop and evaluate on-boarding process and coordinates the on-boarding of new personnel, processes new hire paperwork, coordinates and/or conducts new employee orientation and performs termination process.
• Participates in coordination and follow-through of evaluation processes and required training.
• Maintains expertise in new regulations, laws, and accreditation standards that impact medical staff credentialing and privileging.
• Process recruitment requisitions and post to appropriate sites.
• Perform all PANs for New Hires, Annual Evaluations, and Terminations and file.
• File annual evaluations.
• Establish and maintain all personnel files.
• Responds to a variety of HR related questions and requests.
• Collaborates with co-workers to respond to internal and external requests; serves as back-up and provides office coverage in the absence of other personnel or as needed.
• Assists the Director of Human Resources with drafting and revising human resource related policies and procedures.
• Must comply with federal laws and regulations as required by the Health Insurance Portability and Accountability Act (HIPAA).
• Performs related duties.

Professional Behavior

• Effectively plan, organize workload and schedule time to meet the demands of the position.
• Work in a cooperative and professional manner with OHC and GPTLHB staff.
• Treat Great Plains tribes and collaborators with dignity and respect.
• Utilize effective verbal and written communication skills.
• Advance personal educational development by attending training sessions and seminars as appropriate.
• Exemplify excellent customer service with tribal stakeholders, health board colleagues, program partners, service recipients, visitors and guests.
• Foster a work environment of wellness, courtesy, friendliness, helpfulness and respect.
• Relate well and work collaboratively with coworkers and all levels of staff in a professional manner.
• Consistently demonstrate respect for and acceptance of differing capabilities, cultures, gender, age, sexual orientation and/or personalities.
• Maintain and ensure organizational privacy and confidentiality.
• Handle crisis and tolerate stress professionally.
• Be self-directed and take proactive initiative to assist others.
• Resolve issues with other departments and coworkers without direct supervision if needed.
• Exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.
• Promote an alcohol, tobacco and drug-free lifestyle.
• Embrace modes of appearance and attire that reflect a professional presence.
• Adhere to GPTLHB policies and procedures.
• Other duties as assigned by the Supervisor

Requirements

• Participates in Core Connections training and applies GPTLHB Core Connections concepts and practices in their work.
• Familiarity and/or experience working with American Indian populations and respect for and knowledge of traditional, cultural and spiritual practices of diverse American Indian communities, as well as an ability to work with other culturally and ethnically diverse populations.
• Possess the ability to resolve issues with other departments and coworkers without direct supervision.
• Able to exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.
• Ability to maintain a flexible work schedule, including evenings, weekends and overnight or extended travel as necessary.
• Ability to effectively present information in one-on-one and small group situations to community members, consumers and other employees of the organization.
• Proficiency with computer programs (Word, Excel, PowerPoint) and other Internet technologies.
• Valid driver’s license must be kept current, and certificates, credentials or licenses must be kept current and consistent with regulations required by applicable federal, state and/or grant regulations.

Supervisory Controls

The supervisor makes assignments by defining objectives, priorities, and deadlines and assists the employee with unusual situations that do not have clear precedents.

The employee plans and carries out the successive steps and handles problems and deviations in the work assignments in accordance with instructions, policies, previous training, the scope of license/certification, or accepted practices in the occupation.

Completed work is usually evaluated for technical soundness, appropriateness, and conformity to policy and requirements. The methods used in arriving at the end results are not usually reviewed in detail.

Guidelines

Guidelines are available but are not completely applicable to the work or have gaps in specificity.

The employee must use judgment in interpreting and adapting guidelines, such as agency policies, regulations, precedents, accreditation requirements, advanced clinical protocols, and work directions for application to specific cases or problems. The employee analyzes results and recommends changes.

The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies.

Complexity/Scope of Work

The work includes some variations, and may involve different and unrelated processes and methods. The decision regarding what needs to be done depends upon the analysis of the subject, phase, or issues involved in each assignment, and the chosen course of action may have to be selected from many alternatives.

The work involves conditions and elements that must be identified and analyzed to discern interrelationships.

The work involves treating a variety of conventional problems, questions, or situations in conformance with established criteria. The work product or service affects the design or operation of systems, programs, or equipment; the adequacy of such; the social, physical, and economic well-being of people; or the social or economic well-being of the organization.

Contacts

The personal contacts are with individuals or groups from outside the organization in a moderately unstructured setting. For example, the contacts are not established on a routine basis and the purpose and extent of each contact is different.

The purpose is to plan, coordinate, or advise on work efforts, or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes.

Work Environment/Physical Demands

The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as papers, books, or small parts; or driving an automobile. The employee must be able to read, write, speak and hear.

The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, requiring use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated.

Supervisory and Management Responsibility

This is a non-supervisory position that may provide functional direction, guidance and instruction to other employees when necessary. This position possess authority to assign, coordinate, and review quality and quantity of work of other employees. Instructs employees in specific techniques or technical methods for accomplishing work assignments. The employee may perform the same type of work as other employees but may be responsible for performance of the more technically difficult, controversial, or sensitive work assigned to the unit or group.

Education/Experience/Certificates/Credentials

• Bachelor’s degree and one (1) year of experience, or associate’s degree and three (3) years’ experience, or high school diploma or GED and five (5) years of progressively responsible experience.
• This position requires post-secondary education and/or experience. Individuals must have applicable education and/or experience applying an extensive body of rules, procedures, or operations to perform a wide variety of interrelated or nonstandard procedural assignments and resolve a wide range of problems or to apply standard procedures in a technical field to perform such work as adapting equipment (requires consideration of the functioning characteristics of equipment), interpreting results of tests based on previous experience and observations (rather than directly reading instruments or other measures), or extracting information from various sources (requires considering the applicability of the information and the characteristics and quality of the sources).

The GPTLHB is a tribal organization which follows tribal preference laws. It is our policy to give preference to qualified Indian/Tribal candidates over qualified non-native candidates in hiring decisions, if all other qualifications are equal.

Employment is contingent upon the outcome of all required criminal background checks.