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Director of Human Capital

Upskilled Evolution
  • Juneau, Alaska
    5 days ago

    Job Description

    Salary:$90-105k

    Job Summary

    The Director of Human Capital leads the full employee experience, from workforce planning and recruitment to development, performance, compensation, payroll oversight, and benefits strategy. This role is responsible for shaping the organization’s people strategy, ensuring compliant and effective HR systems and programs, advising leaders and managers, and building a workplace where employees feel valued, supported, and motivated to do their best.

    The Director of Human Capital supervises the Payroll and Accounting Operations Coordinator and delegates routine transactional and administrative HR/payroll work so the role can remain focused on leadership, judgment, employee relations, organizational planning, and continuous improvement.

    Key Responsibilities

    Strategic Human Capital Management
    • Develop and carry out workforce planning strategies to ensure the right people and skills are in place to meet organizational needs.
    • Identify and close talent gaps while aligning human capital strategies with business goals.
    • Partner with leadership to keep HR systems, policies, and processes effective, compliant, and responsive to evolving needs.
    • Draft, update, interpret, and oversee employee policies, procedures, and programs.
    • Use workforce data to identify trends, gaps, risks, and opportunities for improvement.

    Recruitment, Hiring & Onboarding
    • Lead recruiting strategy, workforce priorities, candidate selection, and hiring decisions for assigned positions.
    • Build strong candidate pipelines using recruiting tools, networks, referral programs, job fairs, and community events.
    • Design and continuously improve onboarding and reboarding experiences that support engagement and long-term success.
    • Oversee the Payroll and Accounting Coordinator’s execution of job postings, offer/onboarding paperwork, HRIS setup, required documentation, and onboarding checklists.
    • Retain approval for compensation terms, offers, exceptions, and other hiring decisions requiring management judgment.

    HR Systems, Compliance & Employee Support
    • Oversee HRIS and other human capital management tools to streamline HR operations and maintain reliable employee data.
    • Ensure compliance with labor laws, payroll regulations, benefit requirements, and internal policies.
    • Oversee recordkeeping needed for audits and reporting requirements, including 401(k) census and workers’ compensation information.
    • Provide guidance on complex or sensitive employee questions involving payroll, benefits, policy interpretation, leave, accommodations, or other exceptions.
    • Coach and support managers on the consistent application of HR policies and practices.
    • Supervise the Payroll and Accounting Coordinator’s routine employee record maintenance, HRIS changes, employment verifications, eligibility tracking, and first-line employee support.

    Payroll, Compensation & Benefits
    • Own final accountability for accurate and timely semi-monthly payroll across multiple entities and provide final management review/approval before payroll completion.
    • Supervise the Payroll and Accounting Coordinator’s payroll preparation, timecard follow-up, routine data entry, preliminary reporting, reconciliation, and exception identification.
    • Develop and maintain competitive pay structures that reflect market standards and support retention.
    • Oversee benefit programs, including medical, dental, 401(k), and life insurance, and ensure compliance and eligibility testing.
    • Lead annual open-enrollment strategy, plan decisions, communication approach, and employee support; delegate logistics, data collection, system updates, and completion tracking to the Payroll and Accounting Coordinator.
    • Oversee COBRA, employee benefit eligibility, and workers’ compensation programs; retain responsibility for complex claims, carrier issues, return-to-work decisions, and exceptions while delegating routine administration and recordkeeping.

    Employee Development & Training
    • Identify training needs and create targeted programs to build skills and capabilities across the team.
    • Ensure required training content remains current, accessible, and aligned with organizational needs; delegate routine training-record tracking and completion follow-up.
    • Promote mentorship, coaching, and continuous learning opportunities that encourage career growth.
    • Foster a positive culture through recognition, wellness initiatives, and employee engagement programs.
    Performance, Employee Relations & Talent Management
    • Facilitate conflict resolution and lead employee relations matters to maintain a fair and effective work environment.
    • Consult with managers on employee relations, disciplinary issues, documentation, performance improvement plans, and terminations.
    • Lead or oversee sensitive workplace investigations and recommend appropriate action in partnership with leadership.
    • Design recognition and reward programs to support morale and retention.
    • Retain decision-making responsibility for policy exceptions, disciplinary actions, terminations, sensitive leave/accommodation matters, and other employee issues requiring management judgment.

    Supervision & Operational Leadership
     
    • Directly supervise, coach, prioritize work for, and develop the Payroll and Accounting Coordinator.
    • Delegate repeatable HR, payroll, benefits, and administrative processes with clear standards, deadlines, and approval points.
    • Review exceptions and high-risk items rather than re-performing routine work; ensure appropriate controls and documentation are maintained.
    • Partner with Accounting leadership to coordinate the Payroll and Accounting Coordinator’s approximately 50% Accounting workload and resolve competing priorities.
    • Document and continuously improve recurring workflows so routine work can be completed consistently without unnecessary management intervention
    • Take on additional projects and responsibilities as needed to support organizational goals.

    Qualifications
     
    • 5+ years of progressive experience in Human Resources, with a focus on talent management and workforce planning.
    • Strong knowledge of Human Resources Management software and tools.
    • Excellent communication, leadership, and interpersonal skills.
    • Analytical mindset with the ability to align HR practices with organizational goals.
    • Excellent organizational skills and strong attention to detail and accuracy.
    • Ability to exercise sound judgment, maintain confidentiality, and manage complex or sensitive employee matters.
    • Positive, honest team player who is punctual and dependable.
    • Valid driver license.
    • Able to fluently read, write, and speak English and communicate clearly and effectively.

    Working Conditions & Physical Requirements
     
    • Working Conditions: Working indoors and sitting for long periods of time. Occasional travel.
    • Physical Requirements: Sitting for long periods of time.

    Numbers & Facts

    LocationJuneau, Alaska

    Skills

    • 1st Level Supportunmatched
    • Accountingunmatched
    • Analysis Skillsunmatched
    • COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985)unmatched
    • Candidate Pipelineunmatched
    • Coachingunmatched
    • Communication Skillsunmatched
    • Compensation and Benefitsunmatched
    • Conflict Resolutionunmatched
    • Consultingunmatched
    • Continuous Improvementunmatched
    • Data Collectionunmatched
    • Data Entryunmatched
    • Detail Orientedunmatched
    • Disciplinary Actionunmatched
    • Document Managementunmatched
    • Documentationunmatched
    • Driver's Licenseunmatched
    • Employee Benefitsunmatched
    • Employee Relationsunmatched
    • English Languageunmatched
    • Establish Prioritiesunmatched
    • HRIS/HRMSunmatched
    • Human Capitalunmatched
    • Human Resourcesunmatched
    • Human Resources Managementunmatched
    • Human Resources Processesunmatched
    • Human Resources Softwareunmatched
    • Insuranceunmatched
    • Interpersonal Skillsunmatched
    • Job Fairsunmatched
    • Leadershipunmatched
    • Logisticsunmatched
    • Maintain Complianceunmatched
    • Needs Assessmentunmatched
    • Network Programmingunmatched
    • Onboardingunmatched
    • Operations Managementunmatched
    • Organizational Development/Managementunmatched
    • Organizational Skillsunmatched
    • Payroll Accountingunmatched
    • Payroll Administrationunmatched
    • Payroll Managementunmatched
    • People Managementunmatched
    • Performance Managementunmatched
    • Physical Demandsunmatched
    • Policy Developmentunmatched
    • Project/Program Managementunmatched
    • Reconciliationunmatched
    • Record Keepingunmatched
    • Recruiting Strategyunmatched
    • Regulationsunmatched
    • Regulatory Complianceunmatched
    • Riskunmatched
    • Staff Developmentunmatched
    • Staff Policiesunmatched
    • Strategic Planningunmatched
    • Systems Maintenanceunmatched
    • Talent Managementunmatched
    • Team Playerunmatched
    • Time Managementunmatched
    • Training/Teachingunmatched
    • Training/Teaching Materialsunmatched
    • Trend Analysisunmatched
    • Workforce Planningunmatched
    • Workplace Issuesunmatched

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