Vice President, Human Resources Clarksville, TN

The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization’s HR operations.

The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals.

Provides recommendations to Chief Human Resources Officer in establishing overall human resource objectives, policies, and plans.

Ensures all personnel actions are resolved in a fair, consistent, and legal way and all HR activities are conducted in accordance with established company policies and procedures as well as federal and state regulation.

Assigns, directs, coaches / mentors, and appraises Human Resource Department personnel.

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ESSENTIAL FUNCTIONS AND BASIC DUTIES

Assumes responsibility for the planning, development, and implementation of effective human resource strategies and policies.

Collaborates with executive leadership to define the organization’s short and long-term objectives, goals, and strategies;

identifies ways to support this mission through talent management.

• Identifies key performance indicators for organization’s human resources and talent management functions; assesses the organization’s success and market competitiveness based on these metrics.
• Researches, develops, and recommends competitive compensation, benefits, performance appraisals, and employee incentive programs for approval.

Provides recommendations that ensure appropriate service delivery and effective cost management before implementation.

• Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, benefits and leave questions;
• disputes and investigations; disciplinary matters; performance and talent management; affirmative action; productivity, employee recognition, and morale;

health and safety; training and development and regulatory compliance.

• Oversees staffing and recruiting needs; works with the human resource team to develop and execute best practices for hiring and talent management.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices;

reviews and modifies policies and practices to maintain compliance.

Maintains knowledge of trends, best practices, regulatory changes and new technologies in employment law, human resources, and talent management.

Applies this knowledge to communicate changes in policy, practice, and resources to upper management.

• Drafts and implements the organization’s staffing budget, and the budget for the human resource department with consultation of CHRO.
• Ensures employee concerns are appropriately addressed and timely and legal investigations are conducted. Ensures timely and effective communication exists with the CHRO on all sensitive or legal matters.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management systems.
• Acts as cultural ambassador, providing leadership and guidance in support of organization’s culture and core values. Ensures a positive, respectful culture is maintained.
• Oversees appropriate job classification, grading, and the updating of all job descriptions.

Effectively supervises Human Resource personnel, ensuring optimal performance.

• Provides leadership to staff through effective objective setting, delegation, and communication. Conducts staff meetings and monthly one-on-one meetings as required.
• Ensures HR personnel are well trained, effective, and optimally used. Instructs personnel regarding policy, procedure, and program changes.
• Recruits, hires, trains, manages (coaches / counsels), and provides directives to staff including monitoring of goals, objectives, managing day-to-day operations activities and conducting annual performance appraisals as required.
• Assists and supports HR department personnel as needed.

Assumes responsibility for establishing and maintaining effective communication and coordination with Credit Union personnel and management.

• Ensures human resource policies are updated and communicated to management and staff. Provides advice and interpretation regarding human resource policies as they relate to individuals and to company objectives.
• Aids and advises supervisors and department managers in handling employee matters such as hiring, promotions, and disciplinary actions.

Assists and supports personnel as needed.

• Provides education to management on employee relations issues and benefits programs. Ensures employee payroll, benefits, and personnel questions are promptly and courteously resolved.
• Ensures management is appropriately informed of area activities and of any significant problems.
• Ensures effective communication of Credit Union activities, special events and changes is maintained. Implements programs to enhance employee morale and engagement.
• Completes related reports and ensures state and federal filings are accurately and timely.
• Maintains appropriate sensitivity and confidentiality.
• Attends and participates in meetings and trainings and serves on committees as required.

Assumes responsibility for related duties as required or assigned.

• Stays informed of trends and changes in the human resource field. Attends seminars and professional conferences.
• Completes special projects as assigned.
• Participates in community and civic events to promote awareness of the Credit Union in the community.
• Provides day-to-day oversight responsibility for ensuring compliance with regulatory laws as they relate to functions within their departments to include OFAC, Bank Secrecy Act / Anti-Money Laundering Act, and USA Patriot Act compliance.
• Ensures work area and assigned equipment is clean, secure, and well maintained.
• Performs other duties as assigned by management.

PERFORMANCE MEASUREMENTS

• Department personnel are well trained, effective, and efficient. Appropriate supervision and assistance are provided.
• Human resource policies comply with legal requirements and meet the Company’s needs.
• Personnel records, documents, and filings are complete, accurate, and timely.
• Human Resource Department plans and functions complement, support, and further Company objectives. Appropriate human resource and operations policies are developed and updated as needed.
• Good communication and coordination exist with departments. Assistance is provided as needed.
• Senior Management is appropriately informed of area activities and of any significant problems.
• Effective business relations exist with governmental, trade, and business professionals.
• Fortera Core Values are satisfactorily demonstrated.

Special Note : Fortera Federal Credit Union is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to age, sex, race, color, national origin, disability, pregnancy, genetic information, religious preference, protected veteran status, sexual orientation, gender identity or any other trait protected by state or federal law.

Please be advised, visa sponsorship is not available for this position.

Required Skills

Skills / Abilities :

• Preference for working in organizations that place priority on personal humility, diversity, inclusion, teamwork, and collaboration.
• Ability to accurately assess the cultural environment, exhibiting emotional intelligence and appropriate sensitivity while maintaining individuality.
• Displays leadership and appropriate decision-making abilities. Able to exercise sound judgement.
• Strong analytical, critical thinking and problem-solving skills.
• Superior oral and written communication skills.
• Strong interpersonal, supervisory and conflict resolution abilities. Able to apply legal requirements to employment situations.
• Able to work in a cooperative and collaborative manner with others.
• Proficient in MS Office Suite.
• Able to plan, develop, and write effective policies and procedures.
• Able to use PC, related software applications and standard office equipment.
• Able to act with integrity, professionalism, and confidentiality.
• Effective project management abilities.
• Able to meet deadlines and maintain and effective and efficient workflow.
• Professional dress, appearance, and attitude.
• Able to work well under pressure while always representing the Credit Union in a professional manner.
• Regular and predictable attendance.
• This position is not remote work eligible.

PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together.

Talking :

Especially where one must frequently convey detailed or important instructions or ideas accurately, loudly, or quickly.

Average Hearing :

Able to hear average or normal conversations and receive ordinary information.

Average Visual Abilities :

Average, ordinary visual acuity necessary to prepare or inspect documents or products or operate machinery.

Physical Strength :

Sedentary work; sitting most of the time. Exerts up to 10 lbs. of force occasionally. (Almost all office jobs.)

WORKING CONDITIONS

None :

No hazardous or significantly unpleasant conditions. (Such as in a typical office.)

MENTAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

Reasoning Ability :

• Ability to deal with a variety of variables under only limited standardization .
• Able to interpret various instructions.

Mathematics Ability :

Ability to perform basic math skills, use decimals to compute ratios and percents, and to draw and interpret graphs.

Language Ability :

• Ability to read a variety of books, magazines, instruction manuals, atlases, and encyclopedias.
• Ability to prepare memos, reports, and essays using proper punctuation, spelling, and grammar.
• Ability to communicate distinctly with appropriate pauses and emphasis; correct pronunciation (or sign equivalent); and variation in word order using present, perfect, and future tenses.

Required Experience

Education / Certification :

Bachelor’s degree in business or related field, or equivalent combination of experience and education. SPHR or SHRM-SCP certification required or must obtain within 1 year.

Required Knowledge :

• Thorough knowledge of human resource laws and regulations.
• Demonstrated knowledge of compensation and benefits policies and program development, employee relations practices, employment law, and recruitment techniques.
• Knowledge of financial services industry operations preferred.
• Proficiency with ADP, and HRN Performance Pro / Compease a plus.

Experience Required :

• At least ten years of progressive human resource experience required with strategic and talent management experience highly preferred.
• Five years of supervisory experience required.

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