Summary

The Recruiter II/III is responsible for full‑cycle recruitment activities in support of Ahtna, Incorporated and its subsidiaries, including workforce planning, sourcing, screening, selection support, and hiring process coordination. This role partners closely with hiring managers, HR Business Partners, Compensation, Shareholder Enrichment, and HR Systems to ensure recruiting activities are timely, compliant, and aligned with organizational and contract needs.

Recruiter II and III roles provide advanced recruiting expertise, compliance reporting, mentoring, and process improvement support, including oversight of Affirmative Action, EEO, and VETS reporting requirements. This position requires a strong working knowledge of company policies and procedures, employment law, and recruiting best practices, as well as the ability to navigate a complex, multi‑subsidiary environment.

This position is eligible for a Telecommute opportunity. This position will be located in the Mid-Atlantic to Southeast US geographical region.

The salary range for this position is based on level

Level II: $74,498 - $90,888 per year

Level III: $86,189 - $106,012 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

All Levels

Engage with hiring managers to determine recruitment needs and support the job requisition process.
Post approved job requisitions in UKG and other compliant or approved job boards.
Ensure recruiting and hiring activities comply with applicable federal, state, and company requirements.
Screen résumés; support candidate interviews (phone, virtual, or in‑person); and support candidate assessment activities.
Maintain accurate applicant data, dispositions, and requisition status within UKG.
Ensure requisitions are managed and closed in a timely manner.
Partner with Shareholder Enrichment regarding open positions and recruitment of qualified Shareholder applicants.
Collaborate with Operations and hiring managers regarding hiring needs, workforce planning, and new or expanding contracts.
Utilize traditional and non‑traditional sourcing methods, including job fairs, social media, networking events, and community outreach.
Participate in job fairs, information sessions, and special recruiting events as needed.
Maintain application and résumé records in accordance with company policy.
Develop and maintain effective working relationships with internal and external stakeholders.
Assist in maintaining the Job Description library.
Perform other duties as assigned.

Level II

Prepare, submit, and maintain required compliance reports, including Affirmative Action Plans (AAP), VETS, and EEO.
Serve as a subject‑matter resource for recruiting compliance, documentation, and audit readiness.
Train, mentor, and support Recruiter I staff in recruiting processes, compliance requirements, and reporting activities.
Create and maintain recruiting metrics, pipeline reporting, and sourcing effectiveness data.
Proactively collaborate with subsidiary leadership to develop staffing strategies and hiring plans.
Partner with Compensation on job descriptions, position pricing, and market alignment.
Lead and execute targeted recruiting strategies to proactively identify, source, and engage both active and passive candidates in support of Ahtna’s current and emerging business lines.
Conduct targeted sourcing for a wide range of positions, including Service Contract Act (SCA)‑covered contract roles, contract‑specific positions, professional staff, technical roles, and skilled craft positions, based on contract requirements and workforce plans.
Partner with HR Business Partners, Operations, and subsidiary leadership to develop customized recruiting approaches aligned with specific projects, contracts, and business needs.
Utilize labor market insights, industry networks, and sourcing tools to support hard‑to‑fill, specialized, or contract‑driven recruiting needs.

Level III

Lead enterprise‑wide targeted recruiting initiatives, including support for emerging business lines and evolving workforce needs.
Provide strategic guidance on sourcing approaches, labor market trends, and long‑term talent pipeline development.
Serve as an escalation point for complex or high‑impact recruiting efforts requiring advanced sourcing strategies or cross‑functional coordination.
Support HR Operations leadership with recruiting‑related initiatives and special projects.

Supervisory Responsibilities

None.

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

Level II

Bachelor’s degree in business administration, human resources, or related field.
Experience may substitute for education on a 1:1 basis.
Four (4) years of experience in human resources or related field with at least two (2) years working in recruitment/talent acquisition.
Ability to manage full-cycle recruitment for professional, technical, contract, or hard-to-fill roles.
Experience interpreting and applying recruiting-related policies, procedures, and compliance requirements.

Level III

Bachelor’s degree in business administration, human resources, or related field.
Experience may substitute for education on a 1:1 basis.
Six (6) years of experience in human resources or related field with at least four (4) years working in recruitment/talent acquisition.
Advanced experience leading full-cycle recruitment for complex, high-volume, or specialized roles across multiple business lines or subsidiaries.
Demonstrated ability to lead targeted recruiting strategies, workforce planning discussions, and compliance-driven recruiting initiatives.
Experience serving as a subject-matter expert and escalation point for recruiting strategy, compliance, and process improvement.

Preferred Qualifications

Extensive experience independently preparing and managing AAP, VETS, and EEO reporting.
Experience leading enterprise-wide and cross-subsidiary recruiting initiatives.
Experience coaching, mentoring, and training recruiters or HR staff.
CRS, SHRM-CP or SHRM-SCP, PHR or SPHR.
Experience and knowledge of Alaska Native cultures

Shareholder Preference

Pursuant to applicable law, preference will be given to qualified Ahtna Native Corporation Shareholders, Descendents, and Spouses in all phases of employment.

Core Competencies

Self-motivated - Ability to be internally inspired to perform a task to the best of one’s ability using his or her drive or initiative.
Communication, Oral - Ability to communicate effectively with others using the spoken word.
Communication, Written - Ability to communicate effectively with others in written form, including emails and reports.
Time Management - Ability to utilize the available time to organize and complete work within given deadlines.
Goal Oriented - Ability to focus on a goal and obtain a pre-determined result.
Quality/Accuracy - Ability to perform work accurately and thoroughly of high quality.

Physical Demands

While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms.

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.

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

Work Schedule: Monday – Friday 8 AM- 5PM, variable hours as required.

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