GCI Communication Corp.
Join to apply for the
Senior HR Business Partner
role at
GCI Communication Corp.
4 days ago Be among the first 25 applicants
Join to apply for the
Senior HR Business Partner
role at
GCI Communication Corp.
Job Description GCI's Senior HR Business Partner will 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.
Essential Duties And Responsibilities At All Levels 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 Chief Human Resources Officer (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.
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 work obligations.
RESULTS – Uses a combination of job knowledge, initiative, sound decision making, innovation, adaptability, and problem solving.
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 Human Resources‑related concerns.
Strong critical thinking skills with the ability 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 demonstrated ability to analyze and resolve issues with a neutral and balanced approach.
Ability to adapt to a rapidly changing work environment and manage competing demands in a productive manner.
Ability to identify and resolve problems in a timely manner, appropriately 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.
Additional Job Requirements This is a senior level position within the discipline functioning as a subject matter expert (SME). Demonstrates advanced knowledge and proficiency in areas of responsibility. Performs highly complex tasks and job duties, receiving minimal to no instruction on routine work and new assignments. Works under minimal supervision with wide latitude for independent judgment.
Additional Competencies
Ability to work on the most complex and highly sensitive employee relations issues, assigned projects, and independently perform a diverse range of HRBP functions.
Advanced level understanding of federal, state, and local regulations and the ability to interpret, develop, and modify HR and department policies and procedures.
Minimum Qualifications Required: *A combination of relevant work experience and/or education sufficient to perform the duties of the job may substitute to meet the total years required on a year‑for‑year basis.
High School diploma or equivalent.
Bachelor’s degree in human resources, business, management, labor relations, law, or relevant field.*
Minimum of six (6) years of progressively responsible professional level HR experience to include recruiting, compensation, benefits, employee relations, and/or labor relations.*
Including at least four (4) 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.
Culture, Engagement, and Connection At GCI, we foster an environment where the unique perspectives of our employees, customers, and fellow Alaskans are celebrated. We add value to our community by nurturing and empowering each member of our workforce, ensuring equal opportunities for every Trailblazer.
EEO 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.
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.
About Us Headquartered in Alaska with additional locations throughout the U.S., GCI has worked for more than 40 years to deliver communication and technology services to some of the most remote communities and in some of the most challenging conditions in North America. GCI is a pioneer in its field, bringing telemedicine and online education capabilities to communities across the state and continuing efforts to connect the Arctic globally as well as providing strong services to consumer and business markets. GCI’s introduction of 1 GIG internet speeds in the state as well as its innovative partnership with Apple are among the countless ways the company has transformed communication and quality of life for Alaskans.
Seniority level
Mid‑Senior level
Employment type
Full‑time
Job function
Human Resources
Industries: Telecommunications
#J-18808-Ljbffr
Senior HR Business Partner
role at
GCI Communication Corp.
4 days ago Be among the first 25 applicants
Join to apply for the
Senior HR Business Partner
role at
GCI Communication Corp.
Job Description GCI's Senior HR Business Partner will 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.
Essential Duties And Responsibilities At All Levels 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 Chief Human Resources Officer (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.
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 work obligations.
RESULTS – Uses a combination of job knowledge, initiative, sound decision making, innovation, adaptability, and problem solving.
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 Human Resources‑related concerns.
Strong critical thinking skills with the ability 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 demonstrated ability to analyze and resolve issues with a neutral and balanced approach.
Ability to adapt to a rapidly changing work environment and manage competing demands in a productive manner.
Ability to identify and resolve problems in a timely manner, appropriately 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.
Additional Job Requirements This is a senior level position within the discipline functioning as a subject matter expert (SME). Demonstrates advanced knowledge and proficiency in areas of responsibility. Performs highly complex tasks and job duties, receiving minimal to no instruction on routine work and new assignments. Works under minimal supervision with wide latitude for independent judgment.
Additional Competencies
Ability to work on the most complex and highly sensitive employee relations issues, assigned projects, and independently perform a diverse range of HRBP functions.
Advanced level understanding of federal, state, and local regulations and the ability to interpret, develop, and modify HR and department policies and procedures.
Minimum Qualifications Required: *A combination of relevant work experience and/or education sufficient to perform the duties of the job may substitute to meet the total years required on a year‑for‑year basis.
High School diploma or equivalent.
Bachelor’s degree in human resources, business, management, labor relations, law, or relevant field.*
Minimum of six (6) years of progressively responsible professional level HR experience to include recruiting, compensation, benefits, employee relations, and/or labor relations.*
Including at least four (4) 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.
Culture, Engagement, and Connection At GCI, we foster an environment where the unique perspectives of our employees, customers, and fellow Alaskans are celebrated. We add value to our community by nurturing and empowering each member of our workforce, ensuring equal opportunities for every Trailblazer.
EEO 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.
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.
About Us Headquartered in Alaska with additional locations throughout the U.S., GCI has worked for more than 40 years to deliver communication and technology services to some of the most remote communities and in some of the most challenging conditions in North America. GCI is a pioneer in its field, bringing telemedicine and online education capabilities to communities across the state and continuing efforts to connect the Arctic globally as well as providing strong services to consumer and business markets. GCI’s introduction of 1 GIG internet speeds in the state as well as its innovative partnership with Apple are among the countless ways the company has transformed communication and quality of life for Alaskans.
Seniority level
Mid‑Senior level
Employment type
Full‑time
Job function
Human Resources
Industries: Telecommunications
#J-18808-Ljbffr