The role of HR at the Hopi Tribe is to offer guidance and assistance to the community and employees, provide options and partner with employees to create workable solutions to work related situations. HR has the responsibility to ensure that employees are aware of their benefits and select the benefits they rate as well as maintaining positive employee relations, enforcing compliance with laws, communicate policies and procedures, and support the overall strategy of the Hopi Tribe.
Staffing & Recruiting
The Recruiting and Staffing Management Discipline deals with the strategies, tactics, and process for identifying, recruiting and retaining the human resources needed to support all Tribal activities both currently and in the future. It includes developing, implementing and evaluation programs-in compliance with equal employment laws and regulations-for sourcing , recruiting, hiring, orienting, and retaining talent, as well as succession planning and organizational exit. It also includes matters that focus on careers, communications, legal and regulatory issues, technology metrics and outsourcing in the staffing management field, as well as effective staffing management practices and management practices.
The Benefits Discipline deals with the various forms of indirect employee compensation—commonly referred to as “benefits”—that employers use to attract, recognize and retain workers. It includes designing and administering benefits such as Medical, Dental, Vision, Disability, 401K benefits, insurance, retirement income and various employee services, as well as other type of benefits mandated by federal, state or local laws and regulations.
The Employee Relations Discipline concerns the relationship of employees with the Hopi Tribe and with each other. It includes the processes of developing, implementing, administering and analyzing the employer-employee relationship; performing ongoing evaluation of it; managing employee performance; ensuring that relations with employees comply with applicable federal, state and local laws and regulations; and resolving workplace disputes. It also includes matters that focus on HR careers, communications, legal and regulatory issues, technology, metrics and outsourcing in the employee relations field, as well as effective employee relations practices.
The Compensation and Classification Discipline deals with the various forms of direct compensation—that is, employees’ pay—that employers use to attract, recognize and retain workers. It includes designing and administering compensation systems including base pay, differential and incentive pay, and overtime. Classification includes matters that focus on position classification, providing technical guidance and assistance to offices/program directors in regards to organizational & staffing requirements/ development.
Worker’s Compensation & Safety
Worker’s compensation program pays medical, rehabilitation, death and burial benefits and partial wage loss indemnification to employees who experience on-the-job injury or illness. Worker’s compensation protects the employer as well as the employee. Claimants are limited to the statutory benefits provided by the insurer.
Workplace safety is a process that seeks to eliminate or reduce risks of injury or illness to employees. The chief aim of workplace safety is to protect the Tribe’s most valuable asset – its people. Workplace safety is achieved through a variety of methods; including policies, procedures and specific hazard control techniques. It also includes the Tribe’s effort to prevent and/or mitigate loss, or risks of any other kind arising from elements surrounding the work environment.