Employee Experience Specialist

Essential Functions

Employee Experience & Culture

• Serve as an advocate for employee engagement, ensuring that HR processes, policies, and initiatives create a positive and rewarding work environment.
• Actively contribute to culture-building initiatives, including recognition programs, wellness efforts, and leadership development.
• Partner with leadership to strengthen internal communications, ensuring employees are informed, connected, and engaged.
• Support efforts to promote diversity, equity, inclusion, and belonging (DEIB) in all aspects of the employee experience.
• Continuously assess and improve employee touchpoints to enhance retention and job satisfaction.
  
  

Talent Acquisition & Onboarding

• Collaborate with hiring managers to develop proactive recruiting strategies that attract top talent aligned with First Alliance’s values and culture.
• Support seamless onboarding experiences that set employees up for success and reinforce the organization’s commitment to employee experience.
• Enhance First Alliance’s employer brand through recruiting initiatives, social media, and employee testimonials.
• Maintain HR systems with accurate employee data, ensuring alignment with organizational structure and workforce planning.
  
  

Payroll & Employee Benefits

• Manage the accurate and timely processing of payroll, ensuring compliance with state and federal regulations while optimizing employee experience.
• Act as a trusted resource for employees, providing guidance on payroll processes, tax documents, and timekeeping.
• Administer and support employee benefits programs, ensuring employees understand their options and receive the support they need.
• Conduct regular reviews of benefits offerings, making strategic recommendations for enhancements based on employee needs and industry trends.
• Partner with Employee Experience Manger on payroll reconciliation and reporting.
  
  

HR Operations & Compliance

• Maintain HR systems and records to ensure compliance, accuracy, and data integrity.
• Conduct compliance reporting, including ACA audits, EEOC filings, and other workforce-related regulatory requirements.
• Partner with leadership to ensure HR policies and practices align with employee experience goals and organizational strategy.
• Identify and implement process improvements to enhance efficiency and streamline HR functions.
  
  

Pay And Benefits

Starting Pay: $54,273.18 Annually ($26.09 Hourly)

There may be an increase of base pay based on skills and experience.

Benefits include: 401(k), 401(k) Matching, Dental Insurance, Employee Assistance Program, Employee Discount, Health Insurance, Health Savings Account, Life Insurance, Paid Time Off and Vision Insurance.

Requirements:

Competencies

The attributes listed below are representative of the knowledge, skills and/or abilities required.

Education:

• Associate’s degree in human resources, Business Administration, Organizational Development, or a related field required, or equivalent work experience.
• HR certification (e.g., SHRM-CP, PHR) or Payroll/Benefits certification is preferred but not required.
  
  

Experience:

• 1 years of experience in Employee Experience, Human Resources, Talent Acquisition, or Payroll & Benefits Administration, preferably within a credit union or financial services environment.
• Experience in recruiting and onboarding, ensuring a seamless candidate and new hire experience.
• Familiarity with HRIS and payroll systems, including data entry, audits, and reporting.
• Understanding of credit union operations, policies, and culture, with the ability to translate organizational values into a strong employee experience.
• Knowledge of financial industry regulations and compliance requirements related to HR, payroll, and benefits is preferred.
  
  

Skills:

• Strategic mindset with a passion for enhancing the employee experience through engagement, communication, and HR best practices.
• Strong interpersonal and communication skills, with the ability to build relationships and foster a positive workplace culture.
• Detail-oriented and highly organized, with the ability to manage multiple HR processes while maintaining accuracy and compliance.
• Problem-solving and critical thinking abilities, with a proactive approach to improving employee experience initiatives.
• Technologically proficient, with experience in Microsoft Office Suite (Word, Excel, PowerPoint) and HR software systems.
• Ability to work independently and collaboratively, balancing strategic HR initiatives with day-to-day operational responsibilities.
• Commitment to confidentiality and integrity, ensuring the responsible handling of employee data and sensitive information.
  
  

Professionalism/Attitude

• Believes in own capabilities and knowledge to affect positive outcomes and even succeed where others may not and demonstrates that attitude in performing day-to-day activities.
• Self-motivated by the desire to accomplish goals and have exceptional performance; very open to receiving constructive feedback.
• Understands that change is necessary to evolve as a person and an organization, and reflects that in the context of daily work, handling change without becoming disengaged.
• Displays an on-going commitment to learning and self-improvement in areas that are job and/or organization relevant.
  
  

Leadership

• Lives the credit union mission: we show up. We listen to your story. We provide possibilities.
• Embodies the credit union’s core values: Passion, Presence and Persistence
• Takes initiative to be involved in networking opportunities in the community.
• Generates innovative ideas, and creative solutions to challenging problems.
• Models’ behavior that builds inter-personal trust and personal integrity within the team.
• Offers to take additional responsibilities contributing to the success of the team.
  
  

Performance Metrics

• Mission, Vision & Core Values: Ensure personal and departmental actions and service align with the credit unions Mission, Vision, and Core Values.
• Organizational Relations: The degree to which the employee collaboratively works with other internal departments, agencies, and/or outside organizations. The level of response to customer requests, both internally and externally. Anticipation and control of obstacles.
• Leadership: The ability to effectively lead others in achieving stated duties and assignments. The degree to which the employee demonstrates a positive example in leading staff toward achievement of company goals and mission.
• Communication: The ability to effectively converse and listen to both internal and external members. The use of proper written and grammatical skills, and the meaningful application of computer technology (e-mail, Internet, web-based vendor platforms, etc)
• Decision Making / Judgement: The ability to make prudent decisions that are timely, well researched, and reflect awareness of impact.