Director of Human Resources
Posted
ROLE:
The HR Director reports to the Senior Vice President of Talent Management and leads the day-to-day operations of the HR function across the credit union. Responsible for the full HR portfolio — talent acquisition, employee relations, compensation and benefits administration, performance management, HR policy and compliance, HRIS, onboarding, engagement, and retention — this role translates talent strategy into execution, leads the HR team, and partners with department leaders across the credit union to deliver HR services that reflect the credit union’s values and member-first culture.
MAJOR DUTIES AND RESPONSIBILITIES
- Leads, develops, and coaches the HR team through clear priorities, regular 1:1s, and development. Maintain a high-performing HR team that is seen across the credit union as responsive, professional and caring. Ensures appropriate workload distribution, cross-training, and backup coverage across the function.
- Oversees and manages the credit union’s recruitment function and partners with Sr. HR Generalist and hiring managers on execution across all levels. Drives continuous improvement in both outcomes and candidate experience. Partners with the SVP on critical, executive, and hard-to-fill role strategies, and oversees sourcing partnerships, and recruiting technology.
- Oversees employee relations across the credit union, serving as a resource and escalation point for complex cases and partnering with managers on performance conversations, difficult discussions, and workplace matters. Leads or oversees formal investigations in partnership with SVP of Talent Management.
- Oversees day-to-day compensation and benefits administration including merit cycles, promotions, job classification, benefits enrollment, and retirement plan administration. Partners with the SVP on compensation strategy execution and with the benefits broker on plan design, renewals, and employee experience. Ensures pay equity analysis, 401(k) governance support, and total rewards communication are executed in partnership with the Sr. HR Generalist and SVP.
- Oversees HR policy maintenance, interpretation, and rollout across the credit union, and ensures compliance with federal and state employment law as well as credit union–relevant regulatory expectations. Oversees EEO-1 & VETS reporting, I-9 compliance, pay equity reporting, and other required HR filings. Partners with Compliance and Risk on sensitive matters and emerging regulatory changes, and supports audits and examinations with timely, accurate documentation.
- Translates the credit union's talent strategy into operational plans, workstreams, and projects, and leads HR initiatives including technology implementations, policy refreshes, program launches, and process improvements. Represents HR in cross-functional projects and change initiatives.
- Serves as a trusted HR partner to department leaders across the credit union — partnering with department managers on workforce needs, structure, and talent moves within their units, and coaching leaders on people decisions, change management, and team effectiveness.
- Partners with the SVP on engagement strategy execution — surveys, action planning, recognition programs, and culture events. Monitors retention and turnover trends and partners with department leaders on targeted retention efforts, ensuring the HR function contributes meaningfully to the credit union’s employee value proposition.
- Oversees the HR technology including HRIS, ATS, benefits administration platforms, and reporting tools, and partners with Sr. HR Generalist, Payroll and Finance on employee data accuracy and benefits reconciliation.
- Performs other job related duties to include special HR projects and cross-functional initiatives as assigned.
KNOWLEDGE AND SKILLS:
- Experience: 5 to 8 years of human resources experience with prior management experience
- Education/Certifications/Licenses: Bachelor's Degree and HR Certification (PHR, SPHR, SHRM CP/SCP) highly preferred
INTERPERSONAL SKILLS:
Demonstrates the ability to build trust and rapport across all levels of the organization. Communicates with clarity, discretion, and empathy — adapting style effectively whether interacting with a candidate, a front-line employee, a branch manager, or a senior executive. Handles sensitive and confidential matters with professionalism and sound judgment