VP, Human Resources and Organizational Development

GENERAL SUMMARY: 

The VP, Human Resources and Organizational Development supports strategic HR initiatives, fostering innovation in support of the strategic direction of the organization.  This position is responsible for Human Resource and organizational development activities including succession planning, talent management, change management, organizational and performance management, employee development, benefit programs, and compensation.   This role will play a pivotal role in executing strategies to ensure a high level of Team Member engagement. Major areas directed include employee relations, organizational development, training, recruitment, benefits and compensation, talent management, ethics, employee performance and growth.  

QUALIFICATIONS: 

Minimum Education & Experience Requirements:

• Bachelor’s degree in human resources, business, or related field 
• Minimum of eight (8) years of experience in strategic planning and human capital decision making

• To include five (5) years at a level implementing long-range plans and HR strategies 
• Five (5) years leading teams involved in Employee relations, benefits, compensation, recruitment and talent management.

Additional Preferred Education & Experience:

• Experience leading process improvement strategies.
• Certification SHRM-SCP/PHR
• Masters degree

Minimum Knowledge & Skill Requirements:

• Effective communication, facilitation, and influencing skills; able to negotiate and diffuse conflict 
• Legal literacy, compliance, and integrity required.
• Requires strong operational focus and good judgment in ambiguous situations 
• Understanding of employee relations, compensation, benefits and recruiting
• Effective at interacting with all levels of employees, Members of the Board and Supervisory Committee 

COMPETENCIES: 

• Strategic Agility 
• Interpersonal Savvy 
• Organizational Agility 
• Business Acumen 
• Dealing with Ambiguity 
• Manage Vision and Purpose 

WORKING CONDITIONS/ENVIRONMENT: 

Requires the employee to sit and stand most of the time. Some local, state-wide and national travel may be necessary. Incumbent will report to our corporate office, 2480 N. Arcadia Ave, Tucson AZ 85712

OTHER REQUIREMENTS: 

Must comply with all aspects of the Bank Secrecy Act. 

MAJOR ACCOUNTABILITIES AND TASKS: 

1. Oversees the strategic direction of HR-related activities including compensation, benefits, HR technology applications, recruitment, training and development, succession planning, and talent management. Ensures the organization has effective policies and programs to protect the interest of the credit union and to ensure compliance with various HR laws and regulations. 
2. Support development of long-range strategic planning initiatives to identify change management tactics that improve people productivity, cost and organizational effectiveness. 
3. Participate in the development and implementation of innovative HR strategies aligned with business objectives, fostering a culture of excellence, collaboration, and continuous improvement.  Collaborate with senior leadership to align HR policies, programs, and practices with overall business strategy. 
4. Provides vision and long-range program support for leadership development and employee engagement programs.  Ensures appropriate succession planning and people development programs are in place to ensure long term readiness of the credit union that is consistent with the corporate strategic plan.  
5. Participates in high level merger and acquisition discussions and decisions.  Assesses merger opportunities for cultural fit, organizational compatibility, HR-related legal compliance and other human capital risk. 
6. Identifies talent acquisition, management, engagement and retention strategies that drive opportunities for all while moderating the impact of working in a fast-paced environment of change. 
7. In concert with the Executive Coalition, establishes strategies and business plans for corporate culture.  Ensures the credit union values are communicated and understood at all levels, providing clarity for the behaviors expected of all employees to realize desired levels of engagement and performance. Through HR&D leadership team, ensures effective results in the areas of organizational and cultural change.   
8. Provides feedback and coaching to senior management to support an environment of healthy change-management and high employee engagement. 
9. Measures human capital impact and results to determine go-forward strategy for human resources, learning, and employee development.  Informs the executive team of benchmarks and trends that emerge from HR related metrics. 
10. Maintain a high-performance Human Resources organization through continual process improvement and adoption of appropriate best practices. 
11. Supports or leads whistleblower hotline/internal reporting administration and program development including conducting investigations and resulting remediation. 
12. Supports or leads efforts to integrate and operationalize the Credit Union’s core values into an ethics program that represents a culture of compliance, ethics and integrity. 
13. Directs the general business activities of the Human Resources and Learning & Development departments via specific HR and L&D management. Provides coaching and supports development of the HR&D leadership team.   
14. Consistently demonstrate the culture and values of the credit union; set the expectation that those employees in their department do the same. 
15. Enable and encourage direct reports to function both autonomously and confidently. Develop, coach, and mentor managers through accountability for their actions. Ensure that managers mentor their subordinates. 
16. Performs other duties as assigned. 

Equal Opportunity Employer Veterans Disabled

Salary range: $142,814.60 to $199,940.44 annually. Job Grade EXEC-19. Salary dependent on candidate's experience and qualifications. 

Salary : $142,815 - $199,940