VP, People & Culture

POSITION TITLE: Vice President of People & Culture

DEPARTMENT: Executive

POSITION REPORTS TO: President & CEO

POSITIONS SUPERVISED: AVP of People Services and AVP of People Development

FLSA: Full-Time/Exempt - Salary

POSITION GRADE: 17

LOCATION: Hybrid, 7101 East 56th Street, Indianapolis, 46226

Great Cultures Don't Happen by Chance. Help Us Build What's Next.

At Financial Center, we believe our success is powered by our people. As the Vice President of People & Culture, you'll play a pivotal role in shaping the employee experience, strengthening our culture, and building the organizational capabilities that enable us to fulfill our mission of inspiring financial wellness.

In this role, you'll serve as a strategic partner to executive leadership, translating people strategies into meaningful business outcomes through talent acquisition, leadership development, employee engagement, organizational effectiveness, and culture initiatives. You'll help create an environment where employees feel valued, empowered, and connected to a shared purpose while ensuring our workforce is prepared to meet the evolving needs of our members and communities.

If you're passionate about developing people, cultivating high-performing teams, and leading transformational change, this is an opportunity to make a lasting impact while working alongside leaders committed to caring, listening, learning, solving, and acting in the best interests of our members and each other.

We're committed to supporting our employees both personally and professionally. To learn more about our benefits, culture, and what it's like to work at Financial Center, visit our Careers & Culture page.

Essential Duties & Responsibilities

• Build, mentor, coach, and lead high-performing teams.
• Foster a culture of collaboration, innovation, accountability, and continuous improvement.
• Serve as a strategic advisor to the CEO and Board of Directors on organizational culture, talent strategy, executive compensation, leadership development, succession planning, workforce trends, and human capital initiatives that support long-term strategic objectives.
• Serve as the executive leader responsible for enterprise internal communications, partnering with the CEO and executive team to deliver strategic messaging that aligns employees with organizational priorities, drives engagement, and supports change management and culture initiatives.
• Represent the credit union in the community and industry, building relationships that enhance visibility, support growth, and reinforce the credit union’s commitment to serving members and communities.
• Accountable for managing operating expenses within approved budgets, identifying opportunities for efficiency, and adjusting plans to meet organizational goals, while supporting strong financial performance.
• Lead enterprise change management initiatives that support organizational transformation, improve workforce readiness, and foster employee adoption of strategic priorities.
• Oversee talent acquisition strategies that attract, hire, and retain exceptional talent while enhancing the credit union's reputation as an employer of choice.
• Lead organizational development initiatives, including leadership development, succession planning, performance management, employee engagement, recognition, and career development programs that build organizational capability.
• Develop and oversee compensation, benefits, and total rewards strategies that support market competitiveness, internal equity, performance, and employee retention while aligning with the credit union's compensation philosophy.
• Champion a high-performance culture by establishing workforce metrics, performance expectations, accountability frameworks, and people analytics that support employee engagement, productivity, retention, and organizational effectiveness.
• Leverage workforce analytics, employee feedback, and industry best practices to identify emerging workforce trends, assess organizational health, and provide strategic recommendations to executive leadership.
• Ensure alignment of talent management, organizational development, compensation, employee engagement, and workforce planning strategies to support sustainable growth and long-term organizational success.
• Oversee enterprise workforce reporting and people analytics that provide executive leadership and the Board with meaningful insights into talent acquisition, retention, engagement, diversity, succession readiness, leadership effectiveness, and organizational performance.
• Partner closely with the Board & Leadership Liaison, CEO, and executive leadership to support Board governance initiatives, director onboarding and education, executive compensation, succession planning, leadership development, and other strategic people initiatives.
• Ensure compliance with all safety, security and compliance programs including but not limited to BSA, AML, OFAC, security, and safety, exercising awareness regarding suspicious activity, money laundering or fraudulent behavior.
• Perform other duties as assigned.
  
  
  

Education And Experience

• Bachelor’s degree from a four-year (4) college or university.
• Minimum (10) years progressive experience in human resources, talent management, organizational development, employee relations, compensation and benefits, workforce planning, and culture development, with demonstrated success leading enterprise-wide people strategies.
• Minimum of five (5) years of leadership experience, including responsibility for enterprise strategy, organizational performance, and cross-functional leadership, preferably in financial services.
• Strong knowledge of federal and statement employment laws and regulations, including EEO, FLSA, FMLA, ADA, COBRA, OSHA, and other applicable employment and labor requirements.
• Professional human resources certifications such as SHRM-SCP, SHRM-CP, SPHR, PHR, or Certified Compensation Professional (CCP) are strongly preferred.
• Advanced proficiency with Microsoft Office Suite and experience leveraging enterprise business systems, analytics platforms, and technology solutions to support strategic decision-making.
  
  
  

LEADERSHIP EXPECTATIONS

• Lead with intention, alignment, and accountability.
• Build and develop high-performing teams who are aligned to organizational goals and accountable for results.
• Drive a culture of collaboration, breaking down silos and fostering shared ownership across the organization.
• Communicate clearly and effectively, influencing all levels.
• Make sound, timely decisions that balance organizational priorities, risk, and member experience.
• Demonstrate professionalism, integrity, and sound judgment in all interaction.
• Hold self and others accountable for commitments, ensuring follow-through and measurable progress against established goals.
  
  
  

WORKING ENVIRONMENT STANDARDS & EXPECTATIONS

Work is primarily performed in an office environment using standard business equipment, with workspaces that are typically climate controlled. This role may require occasional lifting or moving of items up to 15 pounds. The position involves a combination of sitting, standing, walking, and frequent use of hands for tasks such as typing and operating office equipment. Unobstructed vision and hearing are essential to effectively perform job functions.

This role requires strong cognitive and interpersonal abilities, including attention to detail, sound judgment, problem-solving, effective communication, and the ability to analyze information and manage multiple priorities. Success in this position also requires initiative, adaptability, and the ability to remain focused and composed in a dynamic work environment.