Position Purpose:

• This position exists to provide our employees with an exceptional environment with which to execute their daily job duties, free from concern relative to the day-to-day things that fall under Human Resources using strategic partnerships with key stakeholders through their overall business knowledge of finance, competition, market trends, and company objectives to develop solutions across the organization.

Primary Responsibilities:

Compensation & Benefits

• Process payroll – including biweekly timecards, time off, deductions, taxes, bonus, commission, vested stock, special program – and make final general ledger and job cost entries
• Process HR-related reconciliations on a monthly basis, including, but not limited to, Salary Rollforward, benefits, and compensation
• Process Salary Accrual on a monthly basis
• Support management with the identification and development of payroll processing improvements
• Support management with federal and state tax administration
• Support management with annual salary benchmarking strategy and build-out
• Process HR insurance entries on a monthly basis
• Process benefit updates for new hires, life changes, and annual open enrollment
• Support management with annual benefit plan recommendation and selection

Talent Acquisition

• Consult with leaders, hiring managers, and human resources team on position job descriptions, requisition creation, compensation, and sourcing strategies
• Assist with recruitment, pre-hire interviews, and screening for complex hires
• Assist with new hire personnel file processing as needed
• Support management with internship program and referral bonus program buildout and maintenance
• Support management with identification and development of new sources for active and passive candidate recruitment, including filling gaps identified through AAP
• Support management with process improvements for job postings in various medias, including HRIS-ATS, state job boards, internet sites, social networks, community boards, colleges, HRIS Company Hub, Intranet, staffing partners, etc.
• Support management with 3^rd party recruitment vendor relationship strategies
• Support management with new employee onboarding experience improvements, including systems, paperwork, and best practices

Employee Lifecycle

• Provide customer service to employees in the area of pay, benefits and taxes including, but not limited to, how to enter time or time off, where to locate forms and information on company’s portal, where to send completed forms, who to contact for benefit questions and how to obtain IRS instructions on withholding issues; guidance on transfer/promotion steps; escalate more complex inquires to the appropriate HR team member
• Assist with personnel recordkeeping – including, but not limited to medical records, promotions, transfers, memos, annual reviews, disciplinary records, termination records – by drafting documents, processing documents, and scanning documents to digital folders
• Process employee change events in HR systems, including direct deposit updates, withholding updates, personal information updates, and benefit updates
• Process employee transfers and promotions, including offer letters, payroll change notices, job description updates, salary updates, manager updates, etc.
• Process employee terminations, including exit paperwork and exit interviews
• Assist with unemployment administration
• Support management with business restructuring, workforce planning, succession planning, and mergers and acquisitions
• Process Employee Change Listing Report on a monthly basis
• Assist with Leaves of Absence as needed, including reviewing executed documents for accuracy, processing pay appropriately, and initiating follow-up efforts

Performance Management

• Assist with employee relations matters as needed, including discipline, disputes, investigations, and workers’ compensation
• Assist with annual performance review setup, processing, and employee/manager coaching
• Support management with learning and development strategy and build-out
• Build relationships with internal leaders and colleagues to provide tailored coaching
• Support management with the development of diversity and inclusion initiatives

Compliance

• Assist in the development and implementation of employment policies, procedures, and templates
• Assist management with regulatory monitoring and recommendation development to help reduce legal and compliance risks
• Assist with internal compliance management
• Assist with federal programs, including EEO-1 and Affirmative Action
• Assist with reporting, including 1095C, W2, ACA, VETS, SSAE16/SAS70, BLS3020, SOC, 300 Log
• Assist with HR audits, including, but not limited to Unemployment/Workers Compensation, 401k/FSA/HSA Nondiscrimination, FDIC, and fiduciary

HR Data Analytics

• Process HRIS records and prepare reports as assigned
• Assist management with employee retention and turnover monitoring
• Assist management with analyzing and evaluating HR metrics and trend analysis and recommendation development
• Assist management with guiding HR policy and suggesting new strategies

Other

• Participate in staff meetings and attend other meetings as needed to remain informed and ensure an excellent level of support is provided across the company
• Execute other projects related to HR, administrative support, or other areas as requested

Authority, Impact, Risk:

• Potential employee dissatisfaction & tax authority consequences if payroll withholding, net amount, W-2’s, overtime calculated incorrectly (potential wage & hour law violations)
• Potential for lost worker productivity due to inaccurate, untimely change processing
• Potential for complaints following poor/illegal employee relations matter processing
• Failure to meet deadlines on projects could result in additional charges & impact functionality
• Failure to maintain updated policies & procedures could result in less than satisfactory internal & external compliance audits
• Potential for lost worker productivity due to short-staffing or poor selection
• Potential for complaints following poor/illegal hiring practices

Key Relationships:

• Routine interaction with Managing Director of Human Resources, HR Manager, Talent Acquisition Specialist, HR Generalist, Learning & Development Manager, IT Manager
• Chief Operating Officer and all internal departments
• President & CEO
• Third party HR vendors
• Third party JHA vendor
• Internal & External Auditors (as needed)

Managerial Accountability:

• Influential leadership to junior human resources team members

Working Conditions:

• Ability to work in a fast-paced environment
• Ability to work under deadlines
• Ability to drive change
• Adherence to policies & procedures
• Creative thinking and problem solving
• Maintain confidentiality, trust, and respect
• Constantly changing banking & HR legal atmosphere
• Some travel required

Time Allocation:

• Compensation & Benefits Tasks…...……..20%
• Talent Acquisition Tasks……………………….10%
• Employee Lifecycle Tasks……………………..20%
• Performance Management Tasks…………15%
• Compliance Tasks…………………………………15%
• HR Data Analytics Task…………………………15%
• Other duties…………………………………………5%

Job Specifications:

Position adheres to confidentiality policy, code of ethics and knowledge of Bank Secrecy Act and best practices and other pertinent Regulatory laws and regulations.

Required:

• At least seven years of traditional HR experience in areas such as talent acquisition, benefits administration, payroll and taxes, and people management
• At least four years of traditional HR experience within the banking or financial sector
• Relevant knowledge of labor laws and ability to comprehend and apply applicable laws and guidelines
• Bachelor’s degree in HR Management or related field, master’s degree in HR Management or related field, or up-to-date HR Certification through HRCI or SHRM
• Strong analytical and problem-solving skills
• Research skills and an interest in lifelong learning
• Project management skills
• Proficiency with digital tools and data analytics
• Strategic leadership
• Business acumen for HR in the financial sector
• Excellent interpersonal communication skills
• Mentoring skills
• Active listening skills
• Collaborative nature
• Cross cultural competence
• Time management expertise

Preferred:

• HR supervisory experience
• Payroll supervisory experience
• Public company HR experience

Risk Management Requirements:

Understands and adheres to Workplace Policies, Code of Conduct, privacy, and information security guidelines. Understands and adheres to Anti-Money Laundering, Bank Secrecy Act, and Compliance with the USA PATRIOT Act policies and procedures applicable to position, completing any supporting requirements within defined timeframes. Acts within authorized limits and delegated authorities and role applicable policies and procedures. Follows processes and controls to protect shareholder interests. Mitigates risk to the bank and customers by following all applicable security procedures.

Equal Opportunity Employer including Veterans/Disabilities