Vice President of Human Resources

Job Description

Job Description

Job Title: Vice President, Human Resources

Level: EXEC1

FLSA: Exempt

Reports to: Chief Executive Officer

Organization’s Mission: Empowering members to achieve fi nancial success.

Y our Mission: Lead the development and execution of people and workplace strategies that enable the credit union to achieve its mission, strategic goals, and long-term growth objectives.

Position Summary: The Vice President of Human Resources is a strategic, people-centered leader responsible for designing and leading the Credit Union’s workforce strategy. This role oversees the full employee lifecycle, including recruitment, onboarding, employee relations, total rewards, learning and development, performance management, succession planning, and organizational development. As a member of the senior leadership team, the VP of Human Resources serves as a trusted advisor to the CEO and executive leadership team on talent strategy, workforce planning, culture, leadership development, employee engagement, and employment-related compliance. The ideal candidate is both strategic and practical, able to anticipate workforce needs, strengthen management capability, support a positive workplace culture, and build scalable HR systems as the Credit Union grows. This role requires a leader who can balance employee experience with organizational performance, use data to inform decisions, and ensure the Credit Union remains a best-in-class employer.

Key Success Measures:

➢ Employee satisfaction with benefi ts, workplace culture, and overall employee experience

➢ Leadership and talent development eff ectiveness, including internal promotion success rate, percentage of leadership roles with defi ned succession plans, and participation in development programs

➢ Turnover within the fi rst year and regrettable turnover rate

Key Activities:

1. Lead workforce strategy, including recruitment, onboarding, total rewards, employee relations, learning and development, performance management, and succession planning.

2. Defi ne and steward the Credit Union’s employer brand as a best-in-class employer, ensuring that employee experience, benefi ts, workplace culture, and management practices support the recruitment and retention of high-performing talent.

3. Ensure the Credit Union’s organizational structure is optimized for growth, including reporting lines, role clarity, capacity planning, and future workforce needs.

4. Utilize data analytics to identify workforce trends, anticipate talent risks, evaluate employee engagement, and proactively mitigate challenges related to retention, performance, capacity, and succession.

5. Advise the CEO and senior leadership team on HR best practices, employment law compliance, employee relations matters, organizational design, leadership development, and change management.

All employees must meet our service standards as evaluated by our internal and external members:

➢ I will greet you with a prompt, friendly welcome

➢ I will treat you with courtesy and respect

➢ I will off er you my undivided attention

➢ I will take ownership of situations and follow through

➢ I will provide accurate information and helpful solutions

➢ I will do all I can to improve your fi nancial life

➢ I will thank you for your business

Additional Activities:

➢ Participate in the development of the Credit Union’s strategic plan, ensuring that workforce strategy, staffi ng models, leadership development, and succession planning align with enterprise priorities.

➢ Oversee the ongoing development of the Learning and Development function, ensuring that training is connected to employee performance, member experience, regulatory requirements, and career growth.

➢ Develop and maintain scalable HR policies, systems, dashboards, and processes that support consistent execution across departments.

➢ Partner with department leaders to identify staffi ng needs, improve team performance, support career pathing, and resolve employee relations matters in a fair and consistent manner.

➢ Lead or support organizational change initiatives, including department restructures, role redesign, talent transitions, and culture-building eff orts.

➢ Oversee total rewards strategy, including compensation, benefi ts, recognition, and employee value proposition, to ensure competitiveness and internal equity.

➢ Strengthen the Credit Union’s performance management practices, including goal-setting, feedback, coaching, accountability, and leadership expectations.

➢ Ensure compliance with applicable employment laws, regulations, policies, and internal controls.

➢ Recruit, develop, and lead a high-performing HR team, creating appropriate specialization and capacity across HR operations, employee relations, learning and development, recruiting, and analytics.

Skills & Experience:

➢ Strategic HR leader with demonstrated experience building and executing workforce strategies in a growing organization.

➢ Strong knowledge of recruiting, employee relations, total rewards, learning and development, performance management, succession planning, and organizational development.

➢ Ability to advise senior leadership on sensitive employee matters, change management, employment law compliance, and organizational structure.

➢ Experience using HR data, dashboards, and workforce analytics to guide decision-making and anticipate talent needs.

➢ Strong communication, judgment, discretion, and relationship-building skills.

➢ Demonstrated ability to build trust across all levels of an organization while maintaining appropriate confi dentiality and accountability.

➢ Familiarity with credit union, banking, fi nancial services, or regulated environments is strongly preferred.

➢ Uphold the Credit Union’s service standards and values to the highest degree.

➢ Education: Minimum of a bachelor’s degree in human resources, business administration, organizational development, or a related fi eld; advanced degree or HR certifi cation preferred.

➢ Experience: Minimum of ten years of progressive human resources experience, with at least fi ve years in a senior HR leadership role, preferably within a credit union, fi nancial institution, or other regulated/member-service organization.