Human Resources Manager

Duties and Responsibilities:

• Assumes responsibility for ensuring the optimum efficiency and effectiveness of the Employee Services Department by:

  • Formulating departmental goals, strategies, and operating policies and procedures and directing implementation of approved changes.

  • Making recommendations regarding employment, performance appraisal, salary changes, promotions, transfers, or terminations.

  • Ensuring productivity levels are maintained through effective monitoring of staffing levels and financial requirements.

  • Guiding personnel to achieve optimum performance levels.

• Supports and coordinates various aspects of corporate training initiatives including supervisory and management practices.

  • As an HR Business Partner, provides recommendations to LOB to identify employee training needs.

  • Provide support and guidance to bank management regarding developmental needs for supervisors and managers in support of the banks succession plan.

• Coordinates the employee assessment function by developing career path and performance improvement plans along with department managers.

  • Provides guidance to employees relative to career pathing based on expressed interest.

• Provides oversight and guidance related to core Human Resource functions including:

  • Helping Hands administration and reconcilement

  • Employee Overdraft decisions and related notifications and counseling

  • Employee Assistance Program coordination for employees as a part of robbery response

  • Employee communication coordination associated with emergency declarations associated with weather and pandemic response

  • Job Analysis and enhancements

• Participates in the development of strategy associated with record keeping and operations of salary payroll, personnel records, salary administration, hiring and recruiting programs.

  • Interprets, communicates, and counsels bank employees on personnel policies, procedures and benefits information and prepares and distributes the Employee Handbook.

  • Provides outreach services to establish good communications and make information available to employees throughout our markets.

• Responsible for the support and coordination of LOB Succession Plan, including leadership development selection and training and annual updates.

• Responsible for maintaining strong employee relations by coordinating employee special events such as employee outings.

• Recommends and participates in organizational changes, including seeking and hiring candidates and making assignment transfers as appropriate. Screens and recommends candidates for job openings as a business partner.

• Interfaces with service providers including HRIS, lawyers, auditors, administrators, and consultants to ensure cost effective services.

• Works on special projects as needed, e.g. cost analysis/planning/budgeting, incentive plan development, cultural surveys, internal employee marketing and training plans, and special training needs.

• Coordinates merger and acquisition duties related to the onboarding and training of new employees, cultural integration, and successful adoption of practices.

• Maintains a good working relationship with bank employees. Highly motivated to work independently well at the same time a motivated to be a team player to contribute to the success of the department and in turn, the organization.

• Assumes additional responsibilities as required.

Physical Demands

Requires the use of manual dexterity skills for typing and data entry up to 40% of the business day. Travel required within the Bank's footprint. Specific vision requirements include close vision of 18"-20" for computer work. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Education

Requires a four year college degree or equivalent. SHRM- SCP certification required.

Experience

Requires ten plus years of general business and human resources related experience and a minimum of five to ten years of Banking Industry Knowledge.

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)

Salary Range: