Summit Credit Union, voted top Workplace 3 years in a row, has an exciting opportunity to join the Human Resources team as a HR Generalist. This is a hybrid position requiring 2-3 days per week onsite and provides employee relations and talent acquisition support to HR Business Partners and designated business unit(s). This position is responsible for developing effective relationships to deliver value-added HR services and support business objectives. The HR Generalist builds an effective level of business literacy about the business unit's priorities, challenges, team dynamics, and strategic direction. The HR Generalist collaborates with the greater HR team and other departments, to identify and implement impactful solutions to drive organizational effectiveness and achieve desired business outcomes. Why Summit? Because here, your work is more than a job—it's an opportunity to help and connect with our community.

Expected Outcomes

• HR aligns its initiatives with Summit’s business objectives. 
• Summit has the talent it needs to meet the immediate needs of its members and to change, grow, and thrive.
• Our employees are the best at what they do and are engaged and committed to our purpose and mission.
• Summit achieves top quartile performance across key HR metrics such as engagement, turnover, internal placements, time to fill, etc.
• The HR Generalist has meaningful relationships with the employees in our care, giving us great insights into the dynamics of the organization.
• The HR Generalist has regular check-ins with the managers we support and maintains a first-hand feel for their priorities, challenges, and opportunities.
• Our employees actively manage their careers, work their performance and development goals, and fulfill their career ambitions.
• Sensitive employee issues are resolved compassionately, consistently, and in accordance with legal requirements.
• Data informs our priorities and drives decision making.

Capability Requirements  

• Bachelor’s degree in business-related field or applicable experience. 
• Minimum 3 years of experience working in a human resource discipline, including talent acquisition, and may include: management of a team, employee relations, HR programs, employee development, diversity (DEI), compensation/benefits administration, and legal compliance.
• Excellent interpersonal communication skills.
• Ability to persuade and influence when needed, while always remaining professional and respectful.
• Ability to advise and coach managers.
• Exercise independent judgment to effectively navigate stressful situations with discretion and confidence.
• Manage time effectively to balance competing priorities.
• Technology savvy with a high degree of comfort with various technology tools; fluency in Microsoft Office Suite (Teams, Outlook Word, Excel, and PowerPoint).

Perks

• Amazing health insurance
• Excellent retirement planning
• Student loan payback 
• Onsite gym
• Generous paid time off
• Paid volunteer time
• Fun, collaborative environment and more!

At Summit we cover more ground, give more back and have more fun. Come be a part of something bigger.

At Summit Credit Union, we are committed to providing Equal Employment Opportunity regardless of race, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, gender identity, marital status or any other characteristic protected by local, state, or federal law. We embrace diversity and believe that inclusion is critical to our success as a credit union. Different makes us better. Employment decisions are made based on qualifications, merit, and business need. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)