Chief HR Officer

Job Details

Description

For over 70 years, Utah Community Credit Union has been pilar in Utah County. Today UCCU comprises 250,000 members and manages over $3.7B in assets. UCCU’s purpose extends beyond traditional banking—its aim is to help members reach their financial goals through outstanding service, respect, integrity, and fiscal responsibility.

Community engagement plays a fundamental role: UCCU actively supports programs like financial literacy, local fundraising, and service initiatives, forging trusting relationships with members and the wider community.

UCCU exists to empower its members and uplift the communities it serves—delivering reliable, value-driven financial services and fostering a cooperative culture where every member has a stake and a voice.

Position Summary

The Chief Human Resources Officer (CHRO) serves as a key member of the executive leadership team and is responsible for shaping the organization’s overall talent philosophy, culture, and workforce capability to enable long-term business success. This role ensures that people strategy is not a support function, but a competitive advantage—driving performance, strengthening leadership, and positioning the organization to scale and adapt in a changing environment.

The CHRO provides enterprise-wide leadership across all aspects of human capital management, influencing how the organization attracts, develops, engages, and retains talent. As a trusted advisor to the CEO, the CHRO offers insight on organizational health, leadership effectiveness, succession readiness, and workforce risk. The role plays a critical part in aligning structure, talent, and culture with strategic priorities, ensuring that the organization has the right people, in the right roles, with the right capabilities.

Beyond operational oversight, the CHRO serves as a steward of culture and values, fostering an environment of accountability and high performance. The position drives organizational effectiveness during periods of growth, transformation, or disruption, ensuring that change initiatives are thoughtfully designed and successfully implemented.

Key Responsibilities

• HR Strategy & Business Alignment: Develops and executes a comprehensive people strategy that aligns directly with the organization’s business objectives. Serving as a strategic advisor to the CEO and executive team, the CHRO translates enterprise goals into workforce plans, talent priorities, and organizational design decisions that drive performance.
• Talent Acquisition & Workforce Planning: Oversees enterprise-wide recruiting strategy and ensures the organization attracts and retains high-caliber talent. This includes leading workforce planning efforts, building succession pipelines, and aligning hiring strategies with future growth and capability needs.
• Leadership Development & Succession: A key responsibility is strengthening leadership capability at all levels of the organization. The CHRO designs and drives leadership development programs, implements robust succession plans for critical roles, and coaches senior executives to enhance performance and long-term readiness.
• Culture, Engagement & Employee Experience: Shapes and sustains a culture aligned with the company’s values and strategic direction. This includes improving employee engagement, strengthening retention, and often leading initiatives to ensure a high-performing and inclusive workplace.
• Total Rewards & Performance Management: Oversees compensation, benefits, and incentive programs, including executive pay structures. Design and manage performance management systems that align individual accountability with business outcomes while ensuring pay practices remain competitive, equitable, and compliant.
• HR Operations, Systems & Compliance: This responsibility includes leading HR operations, governance, and policy development while ensuring compliance with labor laws and regulatory requirements. The CHRO also oversees HR technology platforms, people analytics, and reporting to support informed decision-making.
• Organizational Effectiveness & Change Management: Plays a central role in driving organizational effectiveness and enterprise change initiatives, including growth, transformation, restructuring, and M&A integration. Acting as a change agent, they guide leadership through periods of disruption and ensure the organization remains agile, productive, and aligned.
  
  

Management Core Competencies

• Decision Making: Utilize effective processes to make decisions.
• Leadership: Achieve extraordinary business results through people. Inspire and motivate others, provide vision and inspiration, and give appropriate recognition.
• Management: Achieve results through effective management of resources, systems, and processes.
• Personal Effectiveness: Demonstrate initiative, self-confidence, resiliency, and responsibility.
• Teamwork: Work effectively and productively with others, build team spirit, and support team success.
  
  

Position Competencies

• Analytical: Synthesize complex information, conduct research, and design workflows.
• Business Ethics: Treat people with respect, work with integrity, and uphold organizational values.
• Communications: Express ideas clearly, listen effectively, and keep others informed.
• Innovation: Display creativity, meet challenges resourcefully, and develop innovative approaches.
• Job Knowledge: Stay current with developments, apply new skills, and understand job relationships.
• Planning/Organizing: Prioritize and plan work activities, set goals, and develop action plans.
• Change Management: Ability to lead, support and transform people and organizations to enable enterprise-wide success.
• Works a regular and predictable schedule.
  
  

Qualifications

• Bachelor’s degree in HR, Business Administration, or a related field. MBA preferred.
• HR Leadership Experience: 7-10 years of experience in Human Resources, with a significant time in a leadership role.
• Financial Services Experience: Experience in the financial services industry, particularly within credit unions or banks, is highly valued.
• Talent Management: Proven track record in developing and implementing successful human resources strategies.
• Strong understanding of talent processes and systems, HRIS tools, and world class HR processes.
• Excellent leadership, communication, coaching, and interpersonal skills.
• Ability to think strategically and execute tactically.
• Strong analytical skills and experience with developing HR metrics.