ESSENTIAL JOB FUNCTIONS:

45% Human Resource Functions

• Directly responsible for leading the Human Resources areas of the credit union and indirectly responsible for all employees within the organization.
• Provides overall leadership and guidance to the human resource function by overseeing recruitment/retention, employee relations, career development, succession planning, training, leadership development, compensation and benefits, and the overview of performance evaluations.
• Consistently demonstrates strong leadership, ethics, core values, and soft skills to build constructive and supportive relationships with peers, diverse teams, and work groups across the Credit Union to achieve goals and promote a positive, productive and professional, work environment. Provide directives and guidance for the credit union across all levels and departments as appropriate.
• Function as a partner to the executive/senior management team regarding key organizational and management issues.
• Establish and implement HR efforts that effectively communicate and support the company’s mission, pledge and strategic vision. Responsible for communicating and strengthening the credit union’s internal and external corporate culture.
• Ensures the Mission and Core Values of the credit union are adhered to and promoted throughout all aspects of the operation.

25% Strategic Planning

• Develop HR plans and strategies to support the achievement of the overall business operations objectives.
• Work with the company's executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company. 
• Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.
• Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective.

25% Regulatory & Compliance

• Assists with the development of policies and procedures to improve operational effectiveness.
• Ensures consistency and compliance in maintaining various personnel policies.
• Responsible for department’s participation in every aspect of the Record Retention program. This includes the creation, identification, use, storage, and destruction in accordance with the policy.

5% Other Duties as Assigned

• Community service is required of all management staff. While some may occur during work hours with the permission of the President, some must also occur outside of normal working hours, at a minimum of twice per year. Community service is defined as serving on a non-profit board of directors, volunteer participation in fundraisers for social services (other than occupying a seat at a Credit Union 1 paid for table), and participation in other social services events. In addition, attendance at management-mandated events is required.
• Meets the current standards as established for the department in the completion of all assigned duties.
• Performs other duties as assigned.

QUALIFICATIONS:

• A bachelor’s degree in relevant field; MBA or MA/MS in Human Resources or related field preferred. SHRM-CP or SHRM-SCP certification with length of HR experience can be substituted for degree requirements.
• A minimum of 10 years of HR experience, with progressively responsible levels of leadership and strategic management.
• Multi-unit experience with diverse populations.
• Excellent verbal and written communication skills.
• Excellent interpersonal and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Thorough knowledge of employment-related laws and regulations.
• Knowledge of and experience with varied human resource information systems. UKG Pro preferred
• Proficient with Microsoft Office Suite or related software.
• Responsible for abiding and complying with the policy for compliance with the Bank Secrecy Act and anti-money laundering laws and regulations (BSA/AML) and the policy for compliance with office of foreign assets control laws and regulations (OFAC).

Please note: Credit Union 1 does not provide relocation assistance. If selected for an on-site position, candidates will be responsible for relocating to Alaska prior to the agreed upon start date at their own expense.

Only applicants who meet the minimum requirements for the position will be considered for an interview. This position is open until filled.

Thank you for your interest in this opportunity with Credit Union 1!

EEO Statement: Credit Union 1 provides equal employment opportunities to all employees and applicants for employment, prohibiting discrimination and harassment of any type without regard to race, color, religion, sex, age, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identify or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

E-Verify Statement: Credit Union 1 participates in E-Verify and will provide the federal government with your form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, Credit Union 1 is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before Credit Union 1 can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer an completed the Form I-9. For more information on E-Verify, or if you believe that Credit Union 1 has violated its E-Verify responsibilities, please contact DHS at 888-897-7781 or dhs.gov/e-verify. 

Background Screening Statement: Candidates selected for a position at Credit Union 1 will be subject to a criminal background check prior to their employment. An offer of employment may be rejected or terminated based on receipt of an unacceptable background screening.