Head of HR Business and Risk Management

Head of HR Business and Risk Management
The Head of HR Business and Risk Management is a strategic role responsible for leading, developing, and managing the overall strategy and execution of HR priorities across multiple HR functions in a high-growth, multi-state environment. This role leads the strategic design and implementation of major HR initiatives and programs. The leader will have a solution-oriented mindset and an ability to drive the creation of new ways of working while understanding best practices and risk mitigation. The role takes a top-down view of the bank's strategic plan and ensures human capital is positioned for success by delivering a comprehensive human capital plan and workforce strategy that is enabled with a strong HR technology platform while ensuring all company policies and required governance and controls are in place. Partners closely with both the Practices & Controls and Compliance organization in managing HR Risk & Compliance function and overseeing audits. This role also partners with key business and HR leaders to align organizational strategies and strategic priorities to drive business results. Creating and maintaining strong relationships with stakeholders involving Executive Leadership, the Corporate Development team and leaders of the Information Technology, Finance and second and third-line Departments, are critical to success in this role. Additionally, the leader will work closely with various regulators.

Key Responsibilities and Duties

• Collaborates with senior leadership to understand the bank's goals then drives the design and evaluation of HR strategies through metrics and insights to align with overarching organizational growth.
• Participates in mergers and acquisitions activity, including workforce integration, as required.
• Serves as a key adviser to the executive team in providing insights and actions that drive business outcomes.
• Conducts research and analysis of organizational trends and applies findings to the bank's business plans to determine future staffing, hierarchical, and remuneration needs
• Manages HR prioritization to ensure the HR functions are delivering on the human capital and workforce plans.
• Leads the development, publishing, and communicating of HR policies and procedures including the Associate Handbook, ensuring the messaging aligns with the bank's values.
• Directs the HR functions to ensure effective risk controls and compliance with multi-state regulations, leading the implementation and design of how work is carried out in the HR department.
• Provides leadership and oversight to the HR functions during audits and facilitates issue management.
• Functions as the HR Affirmative Action Program (AAP) Program Owner, including oversight of regulatory reporting.
• Identifies optimal solutions that meet the needs of the HR functions by recommending process improvements, enhancements, work structures and alternatives based on specific needs, while understanding best practices and risk mitigation.

Educational Requirements

• University (Degree) Preferred

Work Experience

• 10 Years Required

Physical Requirements

• Physical Requirements: Sedentary Work

Career Level
11PL

Preferred Requirements

• SHRM-CP or SHRM-SCP
• Merger and acquisition experience
• Strong aptitude and knowledge of inherent risk and risk assessment analysis
• Extensive knowledge of the HR function with a solid understanding of the business and financial industry
• Demonstrated ability to develop strategic plans and drive execution in a complex working environment, including effective communication to the HR leadership team and organization
• Expert analytical skills to trend, forecast and set targets that can be consumed and actioned in HR and throughout the bank
• Ability to effectively manage multiple initiatives, analyze trends, manage risk, and drive change across an organization

Hybrid work is a minimum of four days a week, one flexible day for remote work.

Posting End Date: 5/11/24

#LI-SR1 #LI-Hybrid

EverBank is committed to the well-being of its associates. That's why we offer a comprehensive Total Rewards package commensurate with the position and job-related qualifications, skills and knowledge. EverBank strives to pay wages competitive with those prevailing in our geographic areas and industry.

EverBank's Total Rewards package includes superior benefits such as, health, wellness and work life offerings that can help you achieve and maintain your best possible physical, emotional and financial well-being.

EverBank prohibits pay discrimination on the basis of any protected characteristic.

EverBank may require a background check as a condition of employment. Qualified applicants with arrest and/or conviction records will be considered in accordance with applicable federal, state, and local laws and regulations, including, but not limited to, any laws and regulations specifically pertaining to banks and federal contractors.

EverBank seeks priority referrals of protected veterans for jobs at all locations within the state.

EverBank provides nationwide banking services to consumer and commercial clients through a variety of channels, including online and mobile applications, as well as its Florida-based financial centers.

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EverBank, N.A. is an equal opportunity (EEO) employer, dedicated to maintaining a work environment free of bias, harassment, discrimination and retaliation. As an EEO employer, EverBank expressly prohibits discrimination, harassment and retaliation based on protected characteristics such as race, creed, ethnicity, color, age, religion, sex, sex stereotype, pregnancy, sexual orientation, gender, gender identity, gender expression, transgender status, marital status, national origin, ancestry, physical or mental disability, genetic history and information, or military or veteran status. Providing a safe, inclusive environment is a priority at EverBank and, consistent with that mission, EverBank considers all qualified applicants for employment regardless of protected status.

Pay Transparency Non-Discrimination Provision

We will not discharge or in any other manner discriminate against associates or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another associate or applicant. However, associates who have access to the compensation information of other associates or applicants as a part of their essential job functions cannot disclose the pay of other associates or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by us, or (c) consistent with our legal duty to furnish information. If you believe that you have experienced discrimination, contact OFCCP at 1.800.397.6251. TTY 1.877.889.5627. www.dol.gov/ofccp.

Machine Readable Files

The Transparency in Coverage Final Rules require certain group health plans to disclose on a public website information regarding in-network provider rates and historical out-of-network allowed amounts and billed charges for covered items and services in two separate machine-readable files (MRFs). The MRFs for the benefit package options under are linked below: