Business Controls Analyst - HR

• Cincinnati
• Columbus

The Business Controls Analyst - HR will lead the implementation and administration of compensation programs in coordination with the Vice President, Human Resources, along with building out HR’s procedures and policies for such plans, evaluating its risk and control structure, and overseeing Human Resources’ compliance responsibilities around compensation to identify and mitigate compliance risk to the credit union and its members. This includes support of regulatory change management processes within the Business Unit, as well as collaborating with the second and third lines of defense for their reviews and testing. The Business Controls Analyst – HR supports WPCU’s Compliance program daily activities by ensuring that credit union activities in Human Resources operations and benefits/compensation comply with appropriate laws and regulations, and that the Business Unit collaborates with the second and third lines of defense in working through identified issues.

1)      Administers and conducts studies on compensation programs and completes job analysis for level setting; participates in salary surveys, pay equity projects, and analysis of market data, to ensure salary structures and compensation plans are fair, meet regulatory requirements, where applicable, are in line with policy, and incentivize the right corporate culture, and supports the three-stakeholder model. (30%)

2)      Supports WPCU’s build out of the first line of defense within Human Resources, and leverages data and information on internal processes, procedures, and current compensation programs, against regulatory expectations and requirements, to assess organizational gaps, risks, and controls, and implement mitigating measures.  (30%)

3)      Supports WPCU’s regulatory change management process by being a dedicated resource in the Business Unit to implement new rules and regulations for human resources functions, with particular focus on compensation and performance management practices, as well as changes to existing rules and regulations, and actions items that come from enforcement actions and other regulatory guidance that impacts the Business Unit. (15%)

4)      Ensures proper policies, procedures, risk mitigation activities, and operating controls are followed and are appropriately documented, utilized, and updated.  Reports gaps in policies, procedures, and operating controls to leadership to ensure risk is mitigated.  (15%)

5)      Coordinates regulatory compliance audits and/or examinations for the HR function. (10%)

The Business Controls Analyst – HR has comprehensive knowledge of human resources laws and regulations, federal and state credit union regulations, and industry practices around compensation. The following are also preferred:

1)      A Bachelor’s degree in a business administration, human resources, finance or a related discipline, or at least five years of equivalent experience.

2)      At least five years’ experience in compensation plans and administration, preference for experience of a professional who has experience in administering variable compensation plans at another financial institution.

3)      Certified Compensation Professional (CCP) or similar designation (SHRM Total Rewards Specialty credential, etc.)  preferred, but not required.

4)      Ability to think intuitively and strategically so that Human Resources and the business units it supports are enabled to anticipate, plan, and effectively execute their compensation plans and remain compliant in an ever-changing HR legal landscape.

5)      Highly developed analytical, organizational, and strategic planning skills. Ability to take decisive action.

6)      Must be able to evaluate and solve problems from multiple perspectives.

7)      At least three years’ experience with administration of merit programs, bonuses, offers and promotions, mortgage loan origination compensation regulations. Executive compensation plans development and maintenance is also preferred.

8)      Ability to direct leaders, peers, and team members in areas of ambiguity regarding regulation and compliance.

9)      Excellent written and verbal communication skills; strong independent work ethic.