EVP, Human Resources

This is a non-remote position and will require that the employee report to work onsite at the designated work location.

SDCCU is seeking a dynamic and talented Executive Vice President of Human Resources to lead our award winning HR team.  The successful applicant will have a proven track record of professional strategic leadership in the HR field, with experience in all facets of Human Resources. SDCCU prides itself on managing a very fast paced and successful environment. In addition to HR, this role is responsible for Training and Facilities (43 branch locations and administrative offices in CA and AZ).  Must have superior critical thinking and nimble leadership skills, plus strong emotional intelligence.  SDCCU is the largest locally owned financial institution in San Diego and one of the largest credit unions in the nation with $10.8 billion in assets and more than 925 employees. Voted San Diego’s BEST Credit Union 22 years in a row!

Position Summary:

The position of EVP, Human Resources is established to manage the credit union’s human resource functions, including but not limited to, recruiting and hiring, compensation and evaluation, benefits administration, employee relations,; and to develop, maintain, and administer all human resource policies, procedures and programs. The EVP, HR will also be responsible for the Facilities, Construction, and Training departments of the credit union. Maintain quality service standards set by the organization.

Essential Duties and Responsibilities

• Will oversee the Human Resources, Recruitment, Facilities, Construction, and Training Departments of the credit union, and manage the appropriate departmental personnel as assigned.
• Develop and implement approved human resource policies and procedures; ensure company-wide legislative, regulatory, and policy compliance. 
• Acts as the SAFE Act officer for the credit union, overseeing the administration of MLO job roles and associated NMLS functions.
• Set standards and guidelines and advise and assist management with human resource issues or problems involving hiring, discipline, evaluation, and termination, and related documentation; consultant to all branches and departments in areas involving corporate policy interpretation and implementation.
• Administer and recommend changes to the Credit Union’s compensation programs, to include salary range guidelines, annual merit structure, and bonus plans.
• Develop, implement and provide on-going training on the Performance Evaluation Process.
• Plan and coordinate employee events, including theme days, lunches and awards ceremonies.
• Evaluates and implements wellness and quality of life initiatives for employees in an effort to maintain SDCCU standards as the best place to work.
• Assist the CEO with special assignments or investigations as needed.
• Oversees the recruiting, screening, and hiring of qualified candidates for employment with a focus on quality service, sales aptitude, and strong technical skills; provide recommendations for strategic planning relative to on-going human resource needs of the organization.
• Oversees the development, implementation, maintenance and administration of the New Hire Orientation and Benefits Orientation programs.
• Interview, evaluate, and recommend vendors and providers for employee benefits and programs; oversee the communication and administration of all employee benefits and programs.
• Oversees Construction Project Management, Purchasing, and Facilities related matters and personnel.
• Liaison responsible for interacting with legal counsel and SVP Audit in response to Federal and State compliance, internal audit investigations, and civil and regulatory litigation.
• Responsible for investigating breaches of discipline and charges of discrimination and conducting counseling and training of supervisory staff.
• Prepare the annual budget for the Human Resources, Training and Facilities Departments; administer allotted funds in accordance with approved budget.
• Provide managerial oversight of the activities for areas of responsibility, including assigned staff and functional deliverables of the team.
• Demonstrate leadership in words and actions on a daily basis; act as role model for success and engagement. Create a positive work environment conducive to trust and transparency.
• Responsible for the performance management of staff, to include daily feedback, coaching and mentoring; administration of appraisals that are timely and meaningful. Identify and address deficiencies constructively. Continually support, encourage and motivate team members toward ongoing growth and development.
• Consult with Human Resources (HR) on issues outside of the normal scope of performance or behavior. Report all issues of safety or legal consequence immediately and surface undesirable patterns as they are discovered. Partner with HR on all employment decisions, and refer requests for changes in terms or scheduling to the HR department.
• Monitor approved schedules, review and approve timesheets of staff, and ensure all expenses are reported as per company policy. Schedule and provide staff the opportunity for meal and rest breaks, while ensuring operational coverage is maintained.

Other Duties and Responsibilities

• Perform other duties as assigned.

Physical Demands and Work Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel objects, tools, or controls and talk or hear.  The employee is frequently required to stand and reach with hands and arms.  The employee is occasionally required to walk; sit; climb or balance; and stoop, kneel, crouch, or crawl.

The employee must occasionally lift and/or move up to 25 pounds.  Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

The noise level in the work environment is usually moderate.

Minimum Qualifications (Education, Experience, Skills)

• Bachelor’s Degree in Human Resources/Personnel Administration, Management, or related field or equivalent work experience.
• Minimum five (5) years of experience as a senior or management-level human resources professional responsible for day-to-day multi-functional human resource department operation.
• Demonstrated knowledge of all State and Federal legislation and regulations applicable to the human resources function as well as familiarity with California labor law.
• Demonstrated interviewing, selecting, and negotiation skills.
• Effective human relations and communications skills for dealing with all levels of management and staff.
• Working knowledge of Microsoft Word and Excel.
• Demonstrated success in planning, organizing, leading and oversight of people and activities.
• Professional and effective interaction, verbal and written communication skills.
• Organization skills sufficient to successfully manage multiple projects, establish priorities and meet deadlines.
• Track record of applying critical thinking and emotional intelligence skills in a wide variety of situations.