Human Resources Director

Come work with us:

Metropolitan Commercial Bank (the "Bank") is a full-service commercial bank based in New York City. The Bank provides a broad range of business, commercial, and personal banking products and services to individuals, small businesses, private and public middle-market and corporate enterprises and institutions, municipalities, and local government entities.

Metropolitan Commercial Bank was named one of Newsweek's Best Regional Banks and Credit Unions 2024. The Bank was ranked by Independent Community Bankers of America among the top ten successful loan producers for 2023 by loan category and asset size for commercial banks with more than $1 billion in assets. Kroll affirmed a BBB (investment grade) deposit rating on January 25, 2024. For the fourth time, MCB has earned a place in the Piper Sandler Bank Sm-All Stars Class of 2024.

Metropolitan Commercial Bank operates banking centers and private client offices in Manhattan, Boro Park, Brooklyn and Great Neck on Long Island in New York State.

The Bank is a New York State chartered commercial bank, a member of the Federal Reserve System and the Federal Deposit Insurance Corporation, and an equal housing lender. The parent company of Metropolitan Commercial Bank is Metropolitan Bank Holding Corp. (NYSE: MCB).

About the role:

The Human Resource Director will strategically plan, direct, develop, and manage HR policies, activities, and a team, ensuring legal compliance and implementation of the organization's mission and talent strategy. While the strategy around the team will be important, ensuring the daily flow and cohesiveness of the team, projects, and timelines will be critical to the success of this role. The successful approach to this role will be 'hands on'. Reports to Chief Human Resources Officer.

Duties/Responsibilities:

• Collaborating with senior leadership to understand the organization's goals and strategy related to talent management by developing strategic plans to attract, develop, retain and optimize the organization's workforce to meet its business objectives
• Plans, leads, develops, coordinates, and implements policies, procedures, programs, training initiatives, and surveys to support the organization's human resource compliance and strategy needs.
• Administers human resource programs, including but not limited to, performance management, training and development, talent and succession planning, employee engagement, and organizational design and development.
• Leads and manages internship program curriculum developing the content and overseeing the success of the program.
• Assists in the recruitment of new staff in the department including interviews, onboarding, and training.
• In conjunction with the CHRO, identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
• 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 system.
• 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 human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Facilitates professional development, training, and certification activities for HR staff. Assists in delivering training across the company as needed.
• Influences a culture of disciplined change management practices
• Partners and collaborates with other members of the Human Resources team
• Performs other duties as required.

Supervisory Responsibilities (including but not limited to):

• Manages the daily workflow and scheduling of the team by ensuring all assigned tasks are completed accurately and timely and will take the lead in their absence.
• Manages employee relations and compliance, performance management process, onboarding, data analytics, training and development initiatives and AAP and EEOC reporting.
• Provides constructive and timely performance evaluations of their direct reports.
• Leads with a growth mindset to strive for continuous optimization and improvement.
• Handles discipline and termination of employees in accordance with company policy.

Knowledge, Skills and Abilities (required for this job):

• Excellent verbal and written communication skills.
• Excellent interpersonal and negotiation skills.
• Excellent judgement and critical thinking skills
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.
• Thorough knowledge of employment-related laws and regulations within the Bank's multi-state footprint
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.

Preferred experience, education, and qualifications:

• Master's degree
• SHRM-CP or SHRM-SCP

Potential Salary: $170,000 - $200,000 annually

This salary range only reflects base wages and does not include benefits, bonus, or incentive pay. Salary bands are purposefully wide ranging to encompass the different factors considered in determining where a candidate falls in the range, including but not limited to, seniority, performance, experience, education, and any other legitimate, non-discriminatory factor permitted by law.

Metropolitan Commercial Bank provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

This applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.