Vice President Talent Management

Our Mission is to help Members grow financially.

Our Vision is to be Members' First Choice for all Financial Services.

We can achieve these goals through our commitment to providing excellent service to our membership and our communities. And it all starts with YOU! We are looking for a service-minded individual to join our team in order to continue to provide the high-quality service our members expect from us.

Our full-time team members enjoy a wealth of benefits including employer-paid medical and dental insurance premiums, competitive pay, and a 401(k) plan with an employer match. The great service we provide to our Members is reflected in our team environment and the professional development opportunities our positions offer. People Helping People is what we do every day.

Submit your application to us today and let us be the First Choice for your new career journey!

About Us :

Knoxville TVA Employees Credit Union is a not-for-profit, Member-owned, and locally operated financial institution serving the financial needs of its communities of Membership. We have 25 locations throughout East Tennessee and we serve more than 264,000 Members. The Credit Union helps Members grow financially by offering a variety of accounts including : checking, savings and investments. Also offered are competitive loan rates on new and used autos and recreational vehicles, mortgages, personal loans and credit cards.

Benefits :

• Employer-paid health and dental insurance monthly premiums
• Accrual of PTO Leave
• Employer-matched 401k, 50% match up to 6% of employee contributions
• Employer-paid Group Life Insurance and Long-Term Disability benefits
• Potential bonus up to 11% of average salary over the past year based on Credit Union-wide goals
• Paid Holidays and Paid Training
• Potential pay increases through additional training opportunities
• The ability to help serve your local community through our mindset of People Helping People!

JOB SUMMARY

The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's Human Resources, Training, and Employee Development operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and overseeing all aspects of employee training and development programs.

PRIMARY RESPONSIBILITIES

Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management.

Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics.

Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.

Provides guidance and leadership to the human resource management team; assists with resolution of human resources, compensation, and benefits questions, concerns, and issues.

Ensures compliance with all federal, state and local laws and regulations pertaining to employment, benefits, insurance, and safety.

Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.

Drafts and implements the budgets for the Human Resources, Training, and Employee Development Departments.

Participates in professional development and networking conferences and events.

Develops a comprehensive training and development strategy aligned with the Credit Union's strategic objectives.

Oversees training needs across different departments and employee levels through performance evaluations and skills gap analysis.

Oversees the design and development of training programs, including e-learning modules, classroom training, and blended learning approaches.

Oversees the delivery of training programs, including managing trainers, scheduling sessions, and coordinating logistics.

Measures the effectiveness of training programs through post-training assessments, and feedback from sessions.

Creates targeted leadership development programs for high-potential employees.

Identifies and develops talent for future leadership roles within the organization.

Collaborates with senior leadership to ensure training aligns with business priorities and communicates training initiatives across the organization.

Follows all Credit Union policies, procedures and regulations.

Represents the Credit Union in a professional manner (including but not limited to appearance, behavior and performance).

Maintains regular and predictable attendance.

Works cooperatively with others.

All other duties as assigned.

Position Competencies

Service - Excellent interpersonal skills and professional demeanor. Ability to develop relationships with members to meet financial needs through the relevant suggestion and referral of Credit Union products and services.

Job Knowledge - Technically and professionally skilled in all position responsibilities and duties. Seeks new skills and opportunities for self-development.

Quality - Ability to be flexible and have a service-oriented view to fulfill member, staff and Credit Union needs. Perform tasks with a high level of accuracy while maintaining attention to detail.

Teamwork - Ability to work as a team as well as independently to meet goals and objectives and to meet the needs of all members.

Analytical - Work systemically and logically to resolve problems, identify causation and anticipate unexpected results. Manage issues by drawing on own experience and knowledge and calls on other resources as necessary.

Communication - Ability to handle situations with tact and respect. Ability to maintain confidentiality of member information.

Initiative - Demonstrate a desire to do the job to the best of ability and have a desire to learn new techniques and skills.

Planning / Organizing - Ability to work under deadlines with frequent interruption; and the ability to balance multiple projects / activities with varying deadlines.

Quantity - Ability to meet established goals.

QUALIFICATIONS

Education / Experience - Bachelor's degree from four year college or university preferred. Ten to fifteen years progressive HR experience, or equivalent combination of education and experience.

Qualifications and Requirements - Individual must possess the knowledge skills and ability required to execute the essential functions in a satisfactory manner.

Language - Ability to read, analyze and interpret financial reports and legal documents. Ability to respond to common inquiries or complaints from members, regulatory agencies or members of the business community. Ability to effectively present information to top management, public groups and / or board of directors.

Mathematical - Ability to calculate figures and amounts such as interest and percentages. Ability to apply concepts such as fractions, percentages, and ratios to practical situations.

Reasoning - Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written or oral form.

Computer - Ability to operate related computer applications including Word, Excel and email

Certificates and Licenses - SPHR, SHRM-SCP, and / or other related training certifications preferred.

Management Responsibilities - This position has management responsibilities. Is responsible for the overall direction, coordination, and evaluation of this unit. Carries out management responsibilities in accordance with the Credit Union'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.

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)