ZipRecruiter

Log In

1

Talent Acquisition Program Manager Jobs in Alaska

previous page

Showing results 41-60

All JobsTalent Acquisition Program JobsTalent Acquisition Program Manager JobsTalent Acquisition Program Manager Jobs in Alaska

Talent Acquisition Program Manager information

See Alaska salary details

$46.8K

$93.5K

$161.5K

How much do talent acquisition program manager jobs pay per year?

As of Aug 7, 2026, the average yearly pay for talent acquisition program manager in Alaska is $93,480.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,200.00 and $120,600.00 per year, depending on experience, location, and employer.

What is the difference between Talent Acquisition Program Manager vs Talent Acquisition Specialist?

AspectTalent Acquisition Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in program management, HR certificationsBachelor's degree, recruiting or HR certifications often preferred
Work EnvironmentOversees multiple recruitment projects, collaborates with HR and hiring managersFocuses on sourcing, screening, and interviewing candidates
Employer & Industry UsageUsed in large organizations with structured recruitment programsCommon across various industries for direct candidate sourcing
Search & Comparison IntentUnderstanding strategic roles in recruitment managementLooking for hands-on recruiting roles

The Talent Acquisition Program Manager focuses on managing and coordinating large-scale recruitment programs and strategies, while the Talent Acquisition Specialist handles direct candidate sourcing and screening. Both roles are essential in the hiring process but differ in scope and responsibilities.

What are the key skills and qualifications needed to thrive as a talent acquisition program manager?

To thrive as a Talent Acquisition Program Manager, you need expertise in recruitment strategies, workforce planning, and program management, typically supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and relevant certifications such as SHRM-CP or PHR is highly valuable. Strong interpersonal skills, stakeholder management, and analytical thinking set top performers apart in this role. These competencies are crucial for designing effective talent acquisition programs that attract, engage, and retain top talent while aligning with organizational goals.

How does a talent acquisition program manager typically collaborate with hiring managers and other departments?

A Talent Acquisition Program Manager works closely with hiring managers to understand their staffing needs, develop effective recruitment strategies, and align hiring plans with organizational goals. They often facilitate cross-departmental meetings to coordinate recruitment timelines, share market insights, and ensure a seamless candidate experience. Additionally, they may partner with HR, marketing, and diversity teams to implement employer branding initiatives and optimize sourcing channels. Strong communication and relationship-building skills are essential for driving successful collaboration across the business.

What does a Talent Acquisition Program Manager do?

A Talent Acquisition Program Manager oversees the strategies and processes involved in attracting, recruiting, and hiring top talent for an organization. They design and implement recruitment programs, manage hiring initiatives, and collaborate with HR teams to improve candidate experience. Their role often includes analyzing hiring metrics, developing employer branding, and ensuring compliance with hiring policies. Ultimately, they aim to build efficient systems that help the organization meet its staffing needs.
What are popular job titles related to Talent Acquisition Program Manager jobs in Alaska? For Talent Acquisition Program Manager jobs in Alaska, the most frequently searched job titles are:
What job categories do people searching Talent Acquisition Program Manager jobs in Alaska look for? The top searched job categories for Talent Acquisition Program Manager jobs in Alaska are:
What cities in Alaska are hiring for Talent Acquisition Program Manager jobs? Cities in Alaska with the most Talent Acquisition Program Manager job openings:
Talent Acquisition Program Manager jobs near you

HR Business Partner I/II/III - AI

Ahtna, Inc.

Anchorage, AK • On-site

$92K - $114K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

This job post has expired today. Applications are no longer accepted.

Job description

Summary
The HR Business Partner (HRBP) serves as the primary human resources partner for assigned subsidiaries, departments, contracts, or business units across Ahtna, Incorporated and its family of companies. The HRBP provides guidance and support to employees and leaders in the areas of employee relations, performance management, talent acquisition, organizational development, workforce planning, compensation, compliance, and policy administration.
The position is structured as a progressive series designed to recognize increasing levels of HR knowledge, independent judgment, business partnership, and strategic influence. As the HRBP advances through the levels, responsibilities expand from providing operational HR support and employee services to serving as a trusted advisor to leadership and driving workforce strategies that support organizational objectives.
The salary range for this position is dependent upon the level:
Level 1: $30.96-$37.46 per hour
Level II: $ 74,498-$90,888 per year
Level III: $92,707-$114,493 per year
This position comes with a competitive and comprehensive benefits package, including medical, dental, and vision insurance, life insurance, a 401(k) plan with a 3% match, paid time off (PTO), and company-paid holidays.
This position will be posted for 5 days or until filled.
Essential Duties and Responsibilities (including but not limited to)
HR Business Partner I
  • Serves as a primary HR contact for assigned client groups and provides guidance on policies, procedures, and employment practices.
  • Supports employee lifecycle activities including recruitment, onboarding, leave administration, employee relations, and offboarding.
  • Assists with employee relations matters, investigations, and corrective actions, escalating complex issues as appropriate.
  • Maintains employee records and supports compliance with employment laws, company policies, and regulatory requirements.
  • Coordinates routine employment-related requests including verifications, unemployment claims, and reporting activities.
  • Supports implementation of HR programs, training initiatives, and process improvements.
  • Builds positive working relationships with employees and managers while promoting company values.
  • Travels as needed to support operational and business requirements.
  • Performs other duties as assigned.

HR Business Partner II
  • Serves as the primary HR Business Partner for assigned subsidiaries, contracts, departments, or business units.
  • Advises managers on employee relations, performance management, policy interpretation, workforce planning, and organizational effectiveness.
  • Leads employee relations matters, investigations, corrective actions, and conflict resolution efforts.
  • Partners with leadership on recruiting, talent development, succession planning, and retention strategies.
  • Advises leaders regarding employment law compliance, contractual obligations, and organizational risk.
  • Supports compensation reviews, organizational changes, contract transitions, and workforce initiatives.
  • Analyzes workforce trends and recommends solutions to improve employee engagement and operational effectiveness.
  • Participates in HR projects, policy development, and continuous improvement initiatives.
  • Provides guidance and support to less experienced HR staff.
  • Performs other duties as assigned.

HR Business Partner III
  • Serves as a senior HR advisor and strategic partner to executive and operational leadership.
  • Develops and implements workforce strategies that support organizational objectives and business growth.
  • Leads complex employee relations matters, investigations, restructures, workforce reductions, and high-risk employment actions.
  • Provides strategic guidance on organizational design, succession planning, talent management, and leadership development.
  • Serves as a subject matter expert on labor relations, regulatory compliance, and complex employment matters.
  • Leads HR efforts associated with contract startups, reorganizations, acquisitions, and major workforce initiatives.
  • Identifies workforce risks, trends, and opportunities and develops recommendations for leadership.
  • Leads enterprise HR projects and mentors HR team members.
  • Performs other duties as assigned.

Supervisory Responsibilities
HR Business Partner I
None.
HR Business Partner II
May provide guidance and mentorship to less experienced HR staff. No direct supervisory responsibilities.
HR Business Partner III
May provide functional leadership, mentorship, and project oversight to HR staff. Direct supervisory responsibilities may be assigned based on business need.
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
Minimum Qualifications
HR Business Partner I
  • Associate Degree in business administration or related discipline.
    • Experience may be substituted on a 1:1 basis.
  • Three (3) years of progressively responsible human resource or related experience that demonstrate ability to meet core competency requirements.
  • Valid Driver's License and clean driving record.

HR Business Partner II
  • Bachelor's Degree in business administration or related discipline.
    • Experience may be substituted on a 1:1 basis.
  • Four (4) years of progressively responsible human resource or related experience that demonstrate ability to meet core competency requirements.
  • Valid Driver's License and clean driving record.

HR Business Partner III
  • Bachelor's Degree in business administration or related discipline.
    • Experience may be substituted on a 1:1 basis.
  • Seven (7) years of progressively responsible human resource or related experience that demonstrate ability to meet core competency requirements.
  • Valid Driver's License and clean driving record.

Preferred Qualifications
  • HR Certification such Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR), or SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP).
  • Experience in Deltek Costpoint Accounting system.
  • Experience in UKG system.
  • Experience and knowledge of Alaska Native cultures.

Shareholder Preference
Pursuant to applicable law, preference will be given to qualified Ahtna Native Corporation Shareholders, Descendants, and Spouses in all phases of employment.
Core Competencies
HR Business Partner I
The HR Business Partner I demonstrates proficiency in the following competencies:
  • Customer Focus - Provides responsive and professional HR support while building positive working relationships with employees and managers.
  • Communication - Communicates clearly, professionally, and effectively through verbal, written, and electronic methods.
  • Attention to Detail - Completes work accurately, maintains confidentiality, and ensures compliance with established processes and requirements.
  • Time Management - Effectively prioritizes work, manages competing responsibilities, and meets established deadlines.
  • Learning Agility - Demonstrates a willingness to learn, accept feedback, and continuously develop HR knowledge and skills.

HR Business Partner II
The HR Business Partner II demonstrates proficiency in all HR Business Partner I competencies and the following additional competencies:
  • Relationship Management - Develops trusted partnerships with managers and employees through responsive, credible, and solution-oriented support.
  • Employee Relations - Effectively addresses workplace concerns through coaching, conflict resolution, policy interpretation, and corrective action guidance.
  • Problem Solving - Evaluates information, identifies root causes, and develops practical solutions that support both business and employee needs.
  • Consultation - Provides informed recommendations and guidance to managers on workforce and employment-related matters.
  • Decision Making - Exercises sound judgment and makes timely decisions based on available information, policy, and business considerations.

HR Business Partner III
The HR Business Partner III demonstrates proficiency in all HR Business Partner I and II competencies and the following additional competencies:
  • Strategic Agility - Understands organizational objectives and develops workforce strategies that support business performance and long-term success.
  • Business Acumen - Applies knowledge of the business, industry, and operational environment to HR recommendations and decisions.
  • Organizational Effectiveness - Identifies organizational challenges and develops solutions that improve workforce performance and business outcomes.
  • Executive Influence - Establishes credibility with senior leaders and positively influences decision-making through strategic partnership and expertise.
  • Change Leadership - Leads and supports organizational change initiatives while helping leaders and employees successfully navigate transitions.

Physical Demands
Frequent sitting, using hands/fingers, handling, reaching with hands and arms, talking, hearing, and seeing (up close, at a distance, along the periphery, with depth perception, and the ability to adjust focus), occasional walking or standing, occasional lifting of up to 10 pounds.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Work Environment
The work environment characteristics described in this job description are representative of those an employee encounters while performing the essential duties and responsibilities of this job. Work is performed in an office environment, may be subject to temperature and noise level changes.
Work Schedule: Monday - Friday 8:00 am p 5:pm or as business dictate
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
Ahtna logo

About Ahtna

Sourced by ZipRecruiter

Ahtna, Incorporated is one of 13 Alaska Native Regional Corporations established by Congress under terms of the Alaska Native Claims Settlement Act of 1971. Based in Glennallen, Alaska, Ahtna, Inc. is owned by more than 2,000 shareholders, the majority of whom are of Ahtna Athabascan descent. Many Ahtna shareholders still reside in the Ahtna region, the traditional homeland of the Ahtna people. As an Alaska Native and shareholder-owned corporation, Ahtna, Inc. is committed to its vision and mission statements, with the goal of preserving, strengthening, and enhancing a cultural identity that has existed for thousands of years. Ahtna’s efforts are focused on providing a broad range of opportunities for shareholders, continued business growth and diversification, and effective management of all Ahtna resources.

Industry

Executive offices and legislative bodies

Company size

1,001 - 5,000 Employees

Headquarters location

Glennallen, AK, US

Year founded

1971

View All Ahtna Jobs

Apply