Vacancy caducado!
KAUAI GOVERNMENT EFCU
Job Description
Job Title:
Effective Date:
July 15, 2020
FLSA Status: Exempt
Reports to: Executive Vice President
PURPOSE AND SCOPE
The HR Manager will build KGEFCU’s HR Department to manage talent recruitment, on-boarding and growth, employee engagement and development initiatives, human resource policy and compliance management, payroll and employee benefits program, and drive the overall organizational culture.
The HR Manager is responsible for partnering with all levels of the credit union to drive forward initiatives in alignment with the organizational strategic plan. This role is a leadership role that will partner closely to build and implement programs to develop the HR department into a strategic HR model which proactively anticipates the needs of staff and the business.
The HR Manager is the credit union’s Culture Champion. He or she must be able to clearly articulate the values and behaviors that define the credit union’s culture, while advising, coaching, and supporting its teams to create an environment of trust and collaboration across the organization.
The HR Manager drives initiatives aimed at improving the overall staff experience at KGEFCU, leading KGEFCU to be viewed as an employer of choice in the community.
ESSENTIAL JOB FUNCTIONS
1. Leads by example. Serves as a model of strong leadership and partnership with the Credit Union.
2. Promotes the credit union’s strategic objectives related to workplace culture. Actively develops and provides support to the teams. Develops and coordinates a performance appraisal program that reinforces performance and behavior consistent with the credit union’s mission, values, and strategic objectives.
3. Responsible for the credit union’s training program. Ensures that new employees are properly onboarded and that all staff have the opportunity to develop the skills necessary to succeed. Develops and deploys training programs. Trains, coaches, and facilitates career growth plans for staff.
4. Oversees the hiring and onboarding of all new staff. Responsible for the credit union’s talent recruitment and retention strategy.
5. Builds and maintains relationships with staff as a neutral and trusted resource. Creates an environment of engagement and support, so that staff at all levels within the organization feel comfortable reaching out as a resource for support and guidance.
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6. Manages the credit union’s total compensation package. Administers salaries and benefits programs, including leading staff communication and engagement. Conducts leave administration, worker’s compensation administration, along with other recruitment & unemployment responses,
7. Participates in community outreach with an eye toward identifying the needs of the community and opportunities for enhancing the credit union’s position. Effectively represents and promotes the credit union and fosters community relationships.
8. Be a trusted coach and advisor; help the leaders work through challenges (big and small) and drive growth and change within their departments. Provide 1:1 coaching and support to help managers and leaders with individual growth and development, elevating leadership capabilities. Utilize an individualized approach for each leader, understanding there is no one size fits all approach to coaching and development.
9. Maintains an up-to-date understanding of, and ensures that the credit union remains compliant with, HR-related laws and regulations.
10. Ensures effective internal controls within the department. Creates, maintains, and helps optimize departmental procedures and standards.
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11. Provide guidance and support to leaders in handling personnel issues, minor and complex, helping to create a healthy, fulfilling and productive work environment in which each coworker feels valued and respected. Support and facilitate leaders in maintaining expectations setup for staff and holding accountability.
12. Collaborates with CEO and Executive team as a key thought partner on the development of organizational initiatives and programs in alignment with strategic plan and HR Department goals.
13. Manages and resolves complex employee relations issues. Conducts effective, prompt, thorough and objective investigations, ensuring appropriate documentation of process and results. Handles all issues with compassion, integrity, and professionalism.
14. Lead and participate in strategic projects for the organization as needed. Utilize Project Management skills and tools to successfully complete projects.
15. Provides HR policy guidance, interpretation, and development. Includes building policies and regularly reviewing current policies for opportunities for improvement and maintaining relevance.
16. Develop and utilize data and analytics to monitor HR programs as well as workforce trends. Regularly report on staff trends and develop action plans to address concerns.
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18. Projects a positive attitude and infectious enthusiasm.
19. Performs other duties as assigned.
SUPERVISION RECEIVED
Able to work with minimal direct supervision from the EVP.
Empowered to solve problems in a professional and timely manner.
Exercise discretion and independent judgment in tasks/situations detailed in departmental procedures.
MANAGEMENT/SUPERVISORY RESPONSIBILITIES
Responsible for HR Department
IDEAL EDUCATION AND/OR EXPERIENCE
Bachelor’s Degree or higher from and accredited college or university; ideally in Human Resources, Organizational Management, Psychology or a related field.
Sufficient expertise and experience to inform the development and deployment of an HR Department.
Ideally, prior experience in change management and leading change.
Impeccable communication skills, both written and verbal. Ability to clearly articulate information in a relatable and digestible manner. Ability to tailor communication approach to all demographics of staff within the organization.
Entrepreneurial spirit required in order to create foundational programs and navigate varying levels of change management and ambiguity. Must be able to self-identify opportunities for improvement in process or approach, and adjust as needed.
Highly engaging and collaborative work style; partner cross-functionally and tailor work style to best accomplish goals.
Ability to lead and participate in difficult conversations, maintaining composure and professionalism.
Excellent consulting and advising skills. Must have the ability to build relationships across all levels of the organization, and be viewed as a trusted resource.
Prior experience developing organizational structures, including job descriptions and wage scales.
Experience leading full scale recruitment efforts from role creation to onboarding of new staff.
Strong organizational agility/savvy and influencing skills.
Strong conflict management, interpersonal and negotiation skills required.
Technical experience a plus.
PHYSICAL DEMANDS
Work Environment:
“Moderate” noise level in an enclosed air-conditioned facility (e.g., office with computers, printers, work area with light traffic, telephones, etc.).
May require continuous communication via telephone and other electronic messaging for up to 4 hours.
Usually indoor work with occasional work outdoors.
Must be able to lift, push, and pull a minimum of 25 lbs.
Must be able to operate office equipment such as: computer, typewriter, fax, telephone, photocopier, and calculator.
Position may require prolonged sitting, standing, and walking.
TRAVEL REQUIREMENTS
Some travel may be required to attend meeting/educational offerings by car or aircraft to various locations throughout the United States. The length of the travel varies by purpose.
Must be able to travel to the main office in Lihue for meetings and other work-related purposes.
ATTENDANCE REQUIREMENTS
Please note that scheduled attendance requirements may change due to business needs.
Scheduled days of work when the credit union is open:
M-F 8am-5pm
Must be able to work additional hours, weekends, and Holidays as needed.
KAUAI GOVERNMENT EFCU
I acknowledge that I have read the job description associated with the position that I now hold. I understand that revisions to this job description may occur. I further understand that I may be assigned projects or duties, as needed that may not be specifically listed in the written job description.
I further understand that if I cannot perform the necessary functions of this job, with or without reasonable accommodations, that I may be dismissed from this position and/or the company.
I understand that I have entered into my employment relationship with the company voluntarily and acknowledge that there is no guarantee of a specific length of employment. I acknowledge that this job description is not a contract, or a legal document. Accordingly, either the company or I may terminate the relationship at will with or without cause, at any time, so long as there is no violation of applicable federal or state law.
Job Title: HR Manager Effective Date: 7/15/20
Employee Signature Date
Vacancy caducado!