The Vice President of Human Resources (HR) oversees the strategic leadership of the credit unions human resources and training functions. The role is responsible for developing and executing people related strategies in support of the overall business plan and strategic direction of the organization, specifically in the areas of workforce and succession planning, compensation, recruiting, retention, talent management, organizational development, performance management, learning and development, DEI (diversity, equity, inclusion), employee relations/legal issues, and employment compliance. The role provides strategic leadership by articulating HR needs and plans to the executive management team, internal stakeholders and the board of directors.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Human Resources and Learning and Development

• Establishes and implements HR and learning initiatives that effectively communicate and support the Credit Union’s mission and strategic vision (Core Values and Strategic Areas of Focus).
• Develops people plans and strategies to support the achievement of the overall business operations objectives.
• Functions as a strategic business advisor to the senior management team regarding key organizational and management issues.
• Ensures the creation of organizational training plans to assist in the development of employees and supports a learning environment across all segments of the Credit Union.
• Works with the senior management team to establish a proactive and sound plan of management succession that corresponds to the strategy and objectives of the organization.
• Develops comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.
• Oversees the development and implementation of comprehensive compensation and benefit programs that are competitive in the markets served.
• Provides overall leadership and guidance to the HR/People function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits employee relations, legal/risk/compliance.
• Designs, implements and oversees competitive and cost-effective compensation and benefit programs. Assists Senior Management in the annual review, preparation and administration of the organization’s total compensation and rewards programs. Provides recommendations that ensure alignment with the credit unions Core Values, strategic initiatives, and financial targets.
• Provides oversight and ensures execution of the credit unions diversity, equity, and inclusion strategy.
• Champions organization-wide knowledge sharing, so that the organization’s know-how, information and experience is shared inside the organization with all stakeholders.
• Ensures that all Human Resource and Learning & Development responsibilities and processes are conducted in accordance with established Credit Union policies and applicable legal requirements.
• Ensures that Human Resource policies are updated and communicated to Credit Union management and staff. Provides advice and interpretation regarding Human Resource policies as they relate to individuals and to Credit Union objectives.
• Keeps abreast of current L&D research, theory and methodology.
• Responsible for maintaining payroll and deferred compensation plans, 401(k) and 457(b).
• Adheres to all Federal and State laws and regulations applicable to the credit union, including the Bank Secrecy Act and OFAC.
• Maintains professional business relationships with vendors, suppliers and trade associations.

EDUCATION AND EXPERIENCE

Bachelor’s degree in business or related field or equivalent experience and education. Master’s degree in a related field is preferred. Professional credentials in Human Resources from accrediting bodies such as SHRM or HRCI required. Fifteen years of progressive experience in strategic planning and human resources management, with at least five years at an executive level required. Experience interacting with board of directors is required. Experience driving change management and innovative practices across an enterprise.Experience with various communication methods and content creation methodology. Experience with organizational workflow, current communication assessment, and learning & development is essential.

DIRECT REPORTS

Director of Human Resources

PHYSICAL DEMANDS

While performing the duties of this job, the employee is typically required to sit for long periods. The employee continually is required to talk or hear. The employee is occasionally required to stand, walk, stoop and reach with hands and arms. The employee will occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Limited travel required to visit CU locations as needed.