Director, Human Resources

The Director, Human Resources is responsible for leading the daily oversight of human resources programs including, but not limited to, partner-employee relations, benefits and compensation plans, talent acquisition, managerial support and coaching regarding specific human resources management practices, compliance, and human resources information systems management. 

1)      Oversees the administration of current benefits programs including but not limited to medical/prescription, dental, vision, flexible leave benefits, retirement plans, workers compensation, employee assistance, supplemental insurance, disability,  HSA, FMLA, disability plans, life insurance, wellness offerings, and COBRA. Ensures plans are compliant with all applicable federal, state and local statutory regulations. Responsible for benefit plan revisions as well as new plans which are cost effective and consistent with market trends and Credit Union objectives. Engages as an escalation point for benefit vendors and brokers, as appropriate to support HR benefits team members. (15%)

2)      Counsels with employees and managers regarding employee relations. Maintains appropriate levels of confidentiality and follows regulatory requirements and/or Credit Union practices for investigating, documenting and resolving conflicts. Engages, as is appropriate, with internal or external counsel for guidance. (15%) 

3)      In collaboration with the Manager, HR, oversees the internal and external talent acquisition hiring and selection processes and policies, as well as the Affirmative Action Plan. (10%)

4)      Assists the Vice President, Human Resources in developing short and long-term objectives, goals, and strategies with respect to talent acquisition, employee relations, compensation, benefits, and HRIS. Drafts communications on behalf of the organization for topics pertaining to human resources. Gathers, validates, and reports annual budgeting to Vice President, Human Resources and CAO for all HR functions. (10%)

5)      Administers existing and newly created compensation policies and guidelines. Collaborates with the Manager, HR on all aspects of HR operations. Oversees the annual performance management process, timeline, and associated vendor relationships. (10%)

6)      Oversees HR systems and associated team member management to include development of process improvement and efficiency through automation, appropriate audits and reconciliations as well as position management, and associated systems and processes. (10%)

7)      Oversees vendor relationships and negotiations for all department functions. Ensures vendors meet assigned deadlines, deliverables, and provide an equitable return on investment to the Credit Union for their services. Completes annual due diligence, risk, compliance, and legal/contract reviews for existing vendors timely and accurately. Ensures assigned business units are operating efficiently and reliably, are in compliance with applicable laws, regulations, and rules, have appropriate operating controls to mitigate risk, and are performing at a high level. (10%)

8)      Serves as management lead for all departmental RFP and RFI processes – ensures all related tasks for such projects are well-documented and ensure smooth, and predictable vendor and/or process implementations. (10%)

9)      Engages with HR Management and the Business Controls Analyst to ensure all HR processes are well documented and that all applicable HR laws and regulations are followed. (10%)

1. Bachelor’s Degree in Human Resources, Business or a closely related field. MS/MBA degree a plus. Advanced HR Professional certifications preferred (SHRM-SCP, SPHR, CEBS, etc.).
2. Strong HR Technical Expertise and Proven Organizational influence.
3. Minimum 5 years Human Resources experience with knowledge of employment law, talent acquisition, benefits and compensation process and procedures.
4. Must possess a working knowledge of HRIS or other data base application.
5. Minimum of two years management experience leading project teams or staff.
6. Demonstrated ability and drive to implement new and innovative initiatives to improve efficiency, quality, and service levels.