Director of Human Resources

Director of Human Resources

Full job description

New Dimensions Federal Credit Union

Role:

The Director of Human Resources is responsible for the day-to-day execution of the Credit Union's human resources operations. This role ensures compliance, consistency, and operational excellence across all HR functions. This role is responsible for providing training to managers, supervisors, and other staff on employment laws and human resources best practices.

Working in close partnership with the Chief Leadership & Development Officer, the Director of Human Resources translates strategic direction into effective HR practices that support organizational performance, employee engagement, and operational integrity. This position serves as a trusted resource to managers and employees, ensuring HR processes are administered fairly, consistently, and in alignment with Credit Union policies, shared values, and regulatory requirements.

Essential Functions & Responsibilities:

E - 35% - Oversees the organization's employee benefit programs such as medical insurance, short/long term disability insurance, life insurance, supplemental life insurance, dental insurance, HRA, 401k, FMLA, and Maine PFML, other ancillary benefits, and the paid time off program. Meets with employees as needed to assist with enrollment, to make requested changes, or to answer questions. Examines potential plan design and/or cost changes to improve employee benefits. Maintains and distributes plan documents and employee communications relating to benefits. Ensures compliance with all legal requirements of various employee benefit programs and prepares and files required legal or compliance reports. Oversees payroll and benefits processing completed by the HR Administration Manager and ensures compliance with state and federal laws. Serves as a backup processor for payroll and employee benefits as needed. Reviews weekly payroll reports to ensure accuracy.

E - 15% - Provides support and guidance to management and other staff when complex, specialized, and sensitive issues and questions arise; may be required to provide reasonable accommodations under ADA, investigate allegations, and coach managers on applicable state and federal laws and human resources best practices.

E - 10% - Oversees the recruitment and hiring for the Credit Union, including salary decisions according to the Credit Union's budget, Compease program, and Compensation Philosophy. Collaborates with department managers to understand skills and competencies required for openings. Assists with the onboarding and offboarding processes of employees.

E - 10% - Administers the organization's compensation plan. Prepares job descriptions and evaluates jobs using established evaluation system. Administers annual merit increase plan, recommends annual salary and benefit budget. Assists in the administration of performance planning and review of program. Maintains compensation records and files.

E - 10% - Crafts and delivers training on a variety of human resources topics to Credit Union leadership and employees.

E - 5% - Oversees employee reward and incentive program. Participates in the incentive plan development and review process.

E - 5% - Coordinates sponsored employee services and activities designed to enhance employee/organization relationships and Credit Union culture. Administers employee relations programs, employee communications, and award programs. Recommends new programs or changes to existing programs.

E - 5% - Counsels employees concerning work-related issues. Occasionally disciplines employees according to credit union policy. Terminates employees when appropriate.

N - 5% - Performs other job-related duties as assigned.

Performance Measurements:

1. To adhere to the shared values of the organization.

2. To ensure that all human resource benefits, programs, and actions are in compliance with organizational policies, relevant regulations, and laws.

3. To maintain current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources.

4. To recruit and screen qualified candidates for all positions in a timely fashion.

5. To keep management informed regarding key operating issues affecting the department or organization.

6. To provide friendly, professional, and accurate service and support to all NDFCU staff and vendors.

7. To support and assist in reaching organizational goals set by Board of Directors and executive staff.

8. To comply with requirements of the Bank Secrecy Act, NCUA Rules and Regulations, and any other regulations pertaining to the job as described and credit union operations.

Knowledge and Skills:

Experience: Five to ten years of similar or related experience.

Education: (1) A two-year college degree, or (2) completion of a specialized certification or licensing, or (3) completion of specialized training courses conducted by vendors, or (4) job-specific skills acquired through an apprenticeship program.

Interpersonal Skills: Motivating or influencing others is a material part of the job. Outside contacts become important, and fostering sound relationships with other entities (companies and/or individuals) becomes necessary and often requires the ability to influence and/or sell ideas or services to others. The role requires a significant level of trust or diplomacy.

Other Skills: A comprehensive background in personnel administration, compensation, benefits, training, payroll, and employee relations. Excellent communication and presentation skills.

Physical Requirements: While performing the duties of this job, the employee is frequently required to sit, occasionally stand and walk (including walking up and down stairs), use hands and fingers, reach with hands and arms, talk, and hear. The specific vision abilities required by the job include close vision, distance vision, and the ability to adjust focus.

The employee must occasionally lift and/or move up to 10 pounds.

Work Environment: The noise level in the work environment is usually quiet.

The employee may work remotely, in accordance with the remote policy. The number of days per week is determined by the department manager.

This Job Description is not a complete statement of all duties and responsibilities comprising the position.

Job Type: Full-time

Pay: $100,411.20 - $125,514.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Experience:

• Payroll: 2 years (Preferred)
• Human resources management: 5 years (Required)

License/Certification:

• SHRM OR HRCI Certification (Preferred)
• Work Location: In person