Chief People Officer - OnPath FCU (Metairie, LA) Powered by DDJMyers

Type: Full Time

Qualifications

• Proven executive leadership experience: 15+ years of strategically relevant organizational development, human resources, compensation theory, and practice leadership.
• 7+ years in C-level roles at $3B+ financial institutions in the financial services industry, preferably in a credit union or community/regional bank. Evidence of career progression in the field is important.
• Systems thinking and performance frameworks (Agile, Lean, etc.); expertise in HR analytics/AI, change management at enterprise scale (e.g., Prosci certification), and financial services-specific talent strategies.
• Proven experience negotiating executive compensation, contracts, and organizational restructuring at a senior level.
• Experience with a range of organizational role types, including leaders, technical, non-technical, and hourly employees.
• Collaborative mindset, with a transparent and authentic approach to working with others. High EQ and IQ required, with the ability to navigate successfully across multiple work environments.
• Passion for continuous learning and development, driving innovation in company processes and systems, especially in an environment of change and transformation.
• Experience deploying formal change management methodologies at an organization-wide level; certification preferred.
• Exceptional communication, public speaking, and presentation skills at the executive level, with the ability to influence, resolve conflicts, and build consensus across the organization.
• Bachelor’s degree required; advanced degrees are a plus. SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification required.
• Actively involved in Credit Union or relevant business-related professional organizations.

Responsibilities

Primary Responsibilities

Strategic Leadership

• Actively participates as a key member of the ELT contributing to the development of short- and long-term objectives, goals, and strategies, with a specific focus on understanding and addressing the impact on employees.
• Leads enterprise-wide transformation initiatives, including integrating talent from mergers/acquisitions, scaling the workforce for growth, and aligning with digital banking strategies.
• Partners with the ELT to support both organic growth initiatives and strategic growth through mergers and acquisitions, ensuring Human Capital strategies are aligned to each growth pathway.
• Provides board-level advisory on executive compensation, succession planning for C-suite roles, and human capital metrics tied to financial performance and regulatory exams (e.g., FDIC, NCUA).
• Champions advanced analytics for workforce planning, using HR technology (e.g., AI-driven talent platforms) to support scaled operations and risk management.
• Represents the Human Capital perspective in Board and Senior Leadership meetings; assists in board member recruitment, acts as a liaison to Board Committees, and delivers presentations on human capital issues as needed.
• Contributes to the ideation and development of the organization’s strategic and business plans.
• As a Chief-level leader, shares accountability for achieving the organization’s strategic goals and highest-level organizational outcomes.
• Provides effective conflict resolution and coaching for all team members and leaders, intervening, mediating, and facilitating conflict to achieve appropriate resolution.

Human Capital Operations

• Provides strategic direction to the Human Capital Team to ensure alignment of all operations, programs, projects, policies, and related activities with organizational strategies.
• Offers coaching and support to the Human Capital Team, fostering professional and personal growth opportunities.
• Ensures compliance with Human Capital policies, regulatory requirements, and ethical standards, partnering with Legal when necessary to mitigate organizational risks.
• Provides direction and support across talent acquisition, performance management, learning and development, employee engagement, employee relations, HR compliance and reporting, total compensation strategies, benefits, and total rewards.
• Oversees advanced total rewards strategies, including executive compensation benchmarking, retirement compensation programs, and benefits optimization for a large, diverse workforce across multiple locations.
• Drives HR technology implementation, including integrated HCM systems (e.g., Workday, Oracle HCM), predictive workforce analytics, and automated compliance reporting.
• Manages elevated compliance risks, partnering with CRO/Legal on enterprise risk management, BSA/AML training at scale, and federal regulatory audits.
• Leads negotiations related to labor relations, compensation, and organizational changes to ensure alignment with financial and cultural goals.

High-Performance Culture & Workforce Development

• Develops and executes strategies to cultivate a high-performance workplace culture, ensuring company values are communicated and understood at all levels.
• Leverages people analytics to measure impact on business outcomes, targeting top-quartile employee engagement scores for retention in competitive talent markets.
• Drives company values; develops and deploys strategies to nurture a workplace that adheres to these values and leverages them as strengths to improve culture, personal happiness, and business outcomes.
• Partners with Business Leaders to support organization design, redesign, and restructuring efforts from targeted adjustments to large-scale transformations.
• Develops scalable succession pipelines, including high-potential programs for branch expansion, digital roles, and leadership benches supporting growth.
• Implements organization-wide talent assessment and succession planning processes, identifying critical talent gaps and implementing workforce planning strategies.
• Leads the process of setting performance and development goals for employees, ensuring alignment with organizational goals.
• Drives organization-wide training, coaching, and mentoring programs that contribute to the development of high-potential employees, fostering engagement and retention through continuous career development solutions.

Additional Responsibilities

• Budget development and oversight for enterprise-wide Human Capital Management.
• Represents OnPath Federal Credit Union in civic and industry-related business organizations.
• Maintains current knowledge of industry trends and employment legislation to ensure regulatory compliance.
• Assumes additional responsibilities as required, including negotiating contracts, partnerships, and strategic workforce deals.

Skills

OnPath Federal Credit Union is a thriving, community-centered financial cooperative with over $1 billion in assets, proudly serving Southeast Louisiana since 1961. Rooted in the spirit of “people helping people,” OnPath exists to make a tangible difference in the lives of its members and communities we serve. Empathy, Passion, Integrity, Innovation, and Commitment are the heart of everything we do.

This is more than an HR leadership role. The CPO operates at the intersection of strategy, relationships, and influence, building trust with leaders across all levels to ensure alignment, consistent messaging, and seamless support for employees. This leader navigates complex organizational dynamics with grace and precision: calling attention to issues when needed, fostering transparency to prevent challenges from escalating, and championing a people-first culture that powers high performance.

As a people strategist, change agent, and resourceful connector, the CPO will develop critical competencies across the workforce, balancing efficiency with the human experience, designing recruitment and development processes that are engaging, equitable, and aligned with organizational goals.

Position Overview

The Chief People Officer is responsible for developing and implementing enterprise-wide strategic initiatives across expanded Human Capital functions, including HR, Talent Management, Learning & Development, and Total Rewards, to drive scalable growth, operational excellence, and business transformation.

The CPO collaborates closely with the Executive Leadership Team (ELT) to cultivate a people-centric vision for the organization, attract vital talent, and foster high engagement in the mission, work, and culture. Trust and influence underpin every action, strengthening relationships with directors, managers, and executives, proactively addressing organizational needs, and aligning HR initiatives with strategic priorities.