Chief HR Officer

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JOB FUNCTION / SUMMARY:

A member of senior leadership, responsible for directing the people, communication and culture strategies and functions of Hancock Whitney affiliates. Emphasis is placed on driving organizational development and workforce planning that supports the organization’s growth and financial success through talent acquisition and development, compensation and benefits planning, performance management, communication and associate relations strategies.

ESSENTIAL DUTIES & RESPONSIBILITIES:

• Develops, implements and maintains oversight of organizational human resource structure, policies, strategies, and systems to ensure company has set forth policies & procedures that facilitate corporate line of business and corporate support unit strategy while protecting the company from undue risk.
• Identifies opportunities to leverage human capital programs to gain competitive advantage in all elements including talent acquisition and development, associate engagement, performance management, leadership development, succession planning, and workforce planning.
• Develops and aligns base, incentive, and executive compensation management models and benefit programs to drive high performance aligned to the corporate strategic goals and objectives of the organization.
• Evaluates impact and results of HR strategies and initiatives on business objectives.
• Ensures that the company's people processes and communication strategies are designed to sustain the company's short and long term growth and engagement needs.
• Oversees the analysis, maintenance, and communication of records and policies required by law or local governing bodies, or other departments in the organization.
• Develops, implements, and reviews administration policies, strategies and systems to ensure delivery of quality services to internal customers.
• Provides executive management and other senior leaders the strategic guidance needed to manage and measure human capital management impact on the business and make appropriate decisions and recommendations as a result.
• Incumbent is required to comply with all applicable federal, state, and local banking and industry related laws and regulations including but not limited to the Bank Secrecy Act.
  
  

SUPERVISORY RESPONSIBILITIES:

Manages subordinate supervisors who direct the Learning and Organizational Development, Corporate Communications, Talent Acquisition, HR Business Partners, HR Shared Services, Compensation & Executive Programs, and HRIS departments and is responsible for the overall direction, coordination, and evaluation of these units; Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

MINIMUM REQUIRED EDUCATION, EXPERIENCE & KNOWLEDGE:

• Bachelor's degree and at least fifteen years related experience is required
• Master’s degree is preferred
• 15 years of experience in Human Resource Management functions required, preferably in the financial services industry
• Incumbent should have had significant levels of responsibility in managing compensation and benefit programs in large geographically dispersed organizations, preferably with experience in managing human resource programs across multiple companies within a Holding Company structure.
• Excellent communication, analytical, customer service, and organizational skills
• Ability to work effectively with all levels of personnel
• Strong presentation and training skills
• Ability to analyze and interpret the most complex documents
• Ability to respond effectively to the most sensitive inquiries or complaints
• Ability to write speeches and articles using original or innovative techniques or style
• Ability to make effective and persuasive speeches and presentations on controversial or complex topics to senior management, public groups and/or boards of directors
• Ability to deal with a variety of abstract and concrete variables
• Highest level knowledge of risk assessment in human resources
• Highest level knowledge of all Federal and applicable State laws and procedures.
  
  

ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS:

• Ability to work under stress and meet deadlines
• Ability to travel
• Ability to lift/move/carry approximately 20 pounds if required to perform the essential job functions. If the employee is unable to lift/move/carry this weight and can be accommodated without causing the department/division an “undue hardship” then the employee must be accommodated; hence omitting lifting/moving/carrying as a physical requirement.
  
  

Equal Opportunity/Affirmative Action Employers. All qualified applicants will receive consideration for employment without regard to race, color, religious beliefs, national origin, ancestry, citizenship, sex, gender, sexual orientation, gender identity, marital status, age, physical or mental disability or history of disability, genetic information, status as a protected veteran, disabled veteran, or other protected characteristics as required by federal, state and local laws.