HR Manager

Position Purpose

The Human Resources (HR) Manager is responsible for the execution of the day to day operations of the Human Resources Department. The predominant areas of responsibility include, but are not limited to recruiting, hiring, benefits administration, payroll, and ensuring organization-wide compliance with EEO, ADA, FMLA, and other federal, state, and local rules and regulations. The HR Manager will play an important role in the implementation and ongoing operation of an HR Business Partner Model while also providing recommendation in establishing overall HR objectives, policies, procedures, and plans on a weekly, monthly, quarterly, and annual basis. The HR Manager is a cultural ambassador and trusted advisor that can easily maneuver between the strategic and the tactical aspects of Human Resources, credit union operational needs, and various REV projects.

Duties & Responsibilities

Assumes responsibility for the planning, development, and implementation of effective Human Resources strategies and policies:

• Works with the Director of Organizational Development in developing short and long term objectives, goals, and strategies.
• Ensures HR strategies and policies are consistent with the credit union's strategic goals.
• Administers operations plans, policies, and goals which further strategic objectives.
• Maintains knowledge of industry trends and employment legislation, ad updates policies to ensure compliance.

Assumes responsibility for the effective performance of the Human Resources function:

• Recommends and manages policies based on objective data.
• Ensures effective administration of REV's compensation, ,benefits, and incentive programs.
• Provides recommendations that ensure appropriate service delivery and cost management.
• Ensures accurate, updated personnel information is recorded within the HRIS solution and provided appropriately to the Strategic Management Team, departmental leadership, as well as to internal and external auditors and examiners.
• Develops and administers effective recruitment strategies and programs.
• Oversees job classifications and the updating of job descriptions.
• Investigates and reports employees relations issues to the Director of Organizational Development and partners to resolves issues.
• Tracks employee relations issues and recommends proactive solutions to ensure a first-class employee experience.
• Ensures all HR functions, including but not limited to record keeping, the employment lifecycle, and annual benefits renewals are conducted in accordance with established credit union policies and applicable legal requirements.
• Ensures HR policies and procedures are reviewed, updated as required, and communicated to management and staff.
• Provides advice and interpretation regarding HR policies as they relate to employees and credit union objectives.

Assumes responsibility for establishing and maintaining effective communication, coordination, and professional working relations with employees and vendors:

• Ensures employee payroll, benefits, and personnel actions are promptly carried out.
• Ensures management is appropriately informed of areas of personnel improvement.
• Complete reporting requirements accurately and timely.
• Ensures questions and concerns are promptly and courteously resolved.
• Teaches self service options to employees.

Assumes responsibilities for related or other duties as required or assigned.

Skills & Qualifications

Education/Certifications and Experience:

• Bachelor's Degree in an applicable field from an accredited university or college.
• HR Designation of PHR, SPHR, SHRM-CP, or SHRM-SCP.
• HR management, and personnel management, experience required.
• Five (5) to Ten (10) years of related, progressive experience.
• Experience working within a financial institution desired, but not required.
• Experience working with UKG or UltiPro desire, but not required.

Skills & Abilities:

• Excellent attention to detail and accuracy.
• Excellent analytical, reasoning, and problem-solving skills.
• Strong public speaking and presentation skills.
• Thorough knowledge of state and federal regulations affecting the HR function.
• Ability to be highly effective in communicating both verbally and in writing.
• Microsoft Office Suite proficiency.
• Creative and Critical Thinking skills.
• Proven ability to write reports, manuals, procedures, and policies.
• Proven ability to collaborate with a variety of employees on all levels of an organization.
• Proven ability to lead direct reports to optimal performance and career growth.
• Proven ability to exercise sound judgement based on accurate and timely analysis.
• Proficiency with HRIS systems.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees 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 the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)