Description

BASIC FUNCTION
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.  

MAJOR ACTIVITIES
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%)

CRITICAL RESULTS
1)     A diverse pool of talent is identified, secured and retained at all levels of the organization. Selected talent exemplifies Wright-Patt Credit Union’s servant leadership culture. 

2)     Wright-Patt Credit Union’s compensation and benefits offerings are comprehensive and support the mission of creating the best place our Partner-Employees have ever worked.

3)     Wright-Patt Credit Union maintains a balance with regards to quality and cost of total remuneration programs and plan options to support the three-stakeholder model.

4)     A reliable, helpful and knowledgeable resource is available and responsive to partner-employees regarding questions and policy interpretation.  

5)     Vendors are performing in a manner that meets the highest service level expectations of the Credit Union and are consistent with written service level agreements. 

6)     Management reports are provided in a timely manner with relevant information that promotes confidence in the mind of the reader.

7)     Information is handled properly and confidentially.

8)     Communication regarding programs is accurate and timely with no surprises.

9)     Legal issues related to HR Management are properly and thoroughly addressed. 

10)  Ensures HR practices are compliant with applicable laws and regulations. 

11)  Engagement with accounting staff occurs as needed to ensure sound budgetary planning and reforecasting.

12)  Partner-employees within the chain of command are provided with a positive working environment that encourages individual growth and success.

13)  Recommendations and proposals are well thought out and given to the VP, HR in ample time to make informed decisions.

14)  Continues to grow, evolve, and modernize the HR function to gain economies of scale, efficiencies, and to improve the partner-employee experience. 

15)  Assigned business units operate efficiently, under appropriate operating controls and are compliant with applicable state and federal laws and regulations, and WPCU policies and procedures. All required compliance training is completed in a timely manner.

16)  Create an inclusive environment where all partners can speak openly, feel valued, grow and thrive, while being their best, most authentic selves.

Qualifications
A.     Specialized or Technical Knowledge and Skills:

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)     Excellent communication skills; both one-on-one and in large group settings. 

4)     Minimum 7 years Human Resources experience with knowledge of employment law, talent acquisition, benefits and compensation process and procedures. 

5)     Must possess a working knowledge of HRIS or other database application.  

6)     Minimum of two years management experience leading project teams or staff.  

7)     Demonstrated ability and drive to implement new and innovative initiatives to improve efficiency, quality, and service levels.  

B.     Behavioral Competencies: Behavioral competencies are the skills and personal characteristics that an individual should possess in order to be successful in this position.

1)     Core Competencies: Core competencies are consistent for all positions across the organization and are aligned with WPCU’s core values.

a)      Partner/Member Focus (internal and external): Builds partner/member confidence, is committed to increasing partner/member satisfaction, sets achievable expectations, assumes responsibility for solving problems, ensures commitments to partners/members are met, solicits opinions and ideas from members, responds to internal members.

b)     Dependability: Meets commitments, works independently, accepts accountability, handles change, sets personal standards, stays focused under pressure, and meets attendance/punctuality requirements.

c)      Integrity/Ethics: Deals with others in a straightforward and honest manner, is accountable for actions, maintains confidentiality, supports company values, conveys good news and bad.

2)     Job Specific Competencies: The position requires a well-rounded and level-headed individual who is able to maintain composure in a variety of situations. The following stand out among a long list of behavioral competencies for this position:

a)      Leadership: Leads through change and adversity, makes the tough call when needed, builds consensus when appropriate, motivates and encourages others.

b)     Managing for Results: Sets challenging and productive goals for team, keeps team accountable for actions, provides leadership and motivation, provides resources and support, uses checkpoints and data to track progress, sets up systems and processes to measure results.

c)      Managing Performance: Applies clear/consistent performance standards, handles performance problems decisively and objectively, is direct but tactful, provides guidance and assistance to improve performance.

d)     People Development: Provides feedback and coaching, rewards hard work and risk taking, takes mentoring role, challenges and develops employees, accepts mistakes, provides visibility/opportunity.

e)     Job Knowledge: Understands duties and responsibilities, has necessary job knowledge, has necessary technical skills, understands company mission/values, keeps job knowledge current, is in command of critical issues.

C.     Physical Demands:  The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to stand; walk; sit and talk or hear. The employee must occasionally lift and/or move up to 10 pounds.

 D.    Work Environment:  The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  The worker is not substantially exposed to adverse environmental conditions. The noise level in the work environment is usually moderate.