Director Human Resources Business Partner and Talent

This position is currently hybrid-eligible, with the expectation of three days pre-assigned on-site attendance. This role requires California residency and living within a 50-mile commute of our headquarters in Santa Ana.

Compensation: Final offers are based on qualifications, experience, and internal equity. The anticipated range for this role is $135,000.00 - $160,000.00 annually.

POSITION SUMMARY:

Under minimal direction, the Director of Human Resource Business Partners and Talent develops and executes the strategy in all areas impacting the associate experience, throughout the employee lifecycle, in alignment with the Credit Union's policies and practices, business ethics, and in compliance with applicable federal, state, and local laws. The Director of Human Resource Business Partners and Talent will collaborate with the C-Suite and senior leaders to drive organizational design, workforce planning, employee relations, talent management and change management ensuring that people strategies directly support organizational goals and objectives. The Director of Human Resource Business Partner and Talent utilizes data to provide insights, design and implement solutions, and measure success. Participates in enterprise-wide strategic planning, budgeting, and the development and integration of programs and projects to achieve business objectives in alignment with the Credit Union's vision and goals. Manages and mitigates risk, promotes growth, and maintains the financial health of the credit union.

ESSENTIAL FUNCTIONS:

• Drives the identification, development, prioritization and execution of business-driven talent strategies in alignment with the Credit Union's vision, mission, values, goals, and cultural objectives.
• Designs associate relations strategies, systems, and practices that foster transparency, fairness, and belonging to attract, develop, motivate, and retain key people while creating a high-performance, sustainable organization.
• Oversee the development of recruiting procedures that provide a consistent experience, identifies, and attracts top candidates. Implement programs to find talent within and outside the organization for positions of responsibility, identifying sources for candidates at all levels, and cultivating a talent pool.
• Collaborates on the development of progressive and proactive compensation and comprehensive benefit strategies resulting in programs that effectively motivate and reward performance. Continually assesses the value proposition of our total rewards offering against relevant comparable organizations, industries, and markets.
• Collaborate with HR operations on the administration of payroll; execution of retirement plans and due diligence activities, promoting associate participation and education; leave of absence programs, and worker's compensation claims.
• Uses data and analytics to evaluate and understand our associate population and their needs, resulting in informed, people-focused decisions that positively impact the overall associate experience and strengthen culture.
• Partners closely with Legal, Compliance, and Risk teams to manage and mitigate risk. Develops policies and procedures that balance risk mitigation with empathy for effective management of the credit union's people resources; ensuring programs are up to date, in compliance with regulations and aligned with industry best practices; and applied consistently throughout the organization.
• Lead Human Resource Business Partners towards a function that is consistently viewed as a trusted, strategic, consultive partner with the business leaders.
• Utilizes tact and good judgment to foster a culture that supports associates with difficult situations, managing issues through: objective fact-finding, mediation, and resolution.
• Partners with Learning & Development in the development of a highly effective orientation and onboarding program that emphasizes the critical importance and value of welcoming and integrating new associates into the corporate culture.
• Leads engagement initiatives, including recognition of top performers. Solicits feedback, collects and analyzes information from internal surveys, and industry research to recommend and determine opportunities for continuous improvement.
• Oversee vendor contracts and performance and work collaboratively with other leaders to drive value and align with the Credit Union's Vision.
• Achieves a high level of internal and member service across the organization and serves as a partner and advisor to the Credit Union's leaders' team on matters related to associate issues and performance management.
• Calmly leads sensitive and complex investigations related to associate relations complaints/issues with clarity integrity, objectivity, and discretion. Develops, recommends, and initiates appropriate steps for resolution.
• Provides practical, grounded coaching on performance, accountability, and team dynamics.
• Helps leaders grow into confident, fair, and human-centered decision makers.
• Participates in enterprise-wide strategic planning and establishing the annual operating plan. Creates, updates, and monitors the team's vision, mission, and roadmaps ensuring alignment with the credit union's overall strategic plan.
• Leads the Human Resources Business Partners and Talent Acquisition teams, selects, hires, develops, motivates and coaches associates to achieve credit union and department goals and objectives; evaluates the department structure, roles and responsibilities; makes recommendations and cross trains associates as appropriate.
• Evaluates work performance of associates through timely and regularly scheduled reviews; recommends promotions, salary adjustments and conducts corrective actions, including terminations, as needed; and effectively handles other associate related issues.

ASSOCIATE EXPECTATIONS:

• Consistently practices the Service Philosophy of "Put People First" exercising the Connect, Discover, Deliver & Wow components in every encounter with internal and external members, creating extraordinary experiences.
• Cross sells and promotes credit union products and services as opportunities arise.
• Exhibits the Leaders at All Levels concept of Leading yourself, Leading Up, leading across Teams, and Leading the Team.
• Utilize personal Strengths to contribute to the Team and the credit union's success, and exercise awareness of, and utilize the strengths of others.
• Possesses knowledge of and comply with Bank Secrecy Act (BSA) and applicable laws and regulations.
• Effectively conveys information. Communicate with immediate supervisor and the team keeping others advised of progress and/or situations.
• Displays behavior that matches the value of Mutual Respect by relating favorably at all levels within the organization.
• Supports and contributes to the credit union's strategic plan, mission, vision, and values.
• Maintains good housekeeping, safety and security measures.
• Displays professional appearance.
• Utilizes stress in a productive manner and works well under pressure.
• Cooperates with supervisor and with other credit union associates. Projects good will and a positive credit union image.
• Complies with all Orange County's Federal Credit Union policies, service standards, safety standards, procedural guidelines, and regulatory compliance, and completes all assigned training.
• Has regular and predictable attendance which is essential.
• Cares for equipment and follow proper guidelines for use.

LEADERSHIP:

Undertakes continuous self-development of both functional and leadership skills. Focus and evidence of development in the following:

• Thinks strategically
• Executes for results
• Leads talent
• Develops personal proficiencies
• Fosters a shared equity of power
• Is self-regulating and has strong impulse control
• Exercises emotional intelligence
• Facilitates, not controls
• Inspires commitment
• Exhibits business financial acumen

OTHER DUTIES:

The preceding functions have been provided as examples of the types of work performed by associates assigned to this job classification. Credit Union Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified associates can perform the essential functions of the job.

• Performs other work-related duties as assigned.
• This position is currently hybrid-eligible, with the expectation of three days pre-assigned on-site attendance. This role requires California residency and living within a 50-mile commute of our headquarters.
• May be a disaster recovery team member or take directives from a disaster team recovery member.

QUALIFICATIONS:

Experience / Training / Education:

• Bachelor's degree in Business, HR/OD, or another related field/equivalent knowledge.
• Professional certification at SPHR level or MS/MBA equivalent in related field preferred.
• At least ten years of experience in human resources, preferably in a financial institution and with multi-site organizations.
• Strong experience handling complex investigations and sensitive workplace matters.

Knowledge / Skills / Abilities:

• Thorough understanding of state and federal regulations as they relate to employment law, workers compensation, and building occupancy.
• Knowledge of credit union rules, regulations, and policies.
• Must have strong working knowledge of organizational development, human resources, and behavioral developmental models.
• Must possess the ability to maintain a high level of confidentiality and ethical practice.
• Superior communication skills, both written and verbal, to effectively address all levels. Strong presentation skills. Adept at influencing and achieving collaboration with ability to negotiate conflict and maintain constructive working relationships with people at all levels of an organization (both inside and outside the credit union).
• Well-developed consultative approach, including the ability to consult, coach, and influence senior executives, lead complex business initiatives, and collaborative partner at all levels.
• Understands the cause-and-effect relationships between business priorities, organizational design, and talent strategy.
• Strategic mindset with a high degree of organizational savvy and the ability to build effective relationships across a wide range of personalities, backgrounds, and skill sets.
• Systems thinker; able to thrive in an environment of ambiguity while guiding stakeholders through a shared decision-making process, reconciling disparate perspectives to develop cohesive strategies.
• Operates with curiosity with an ability to manage ambiguity and push through business challenges with a focus on continuous development.
• Must be innovative and able to quickly identify and implement changes and have the ability to plan and coordinate many projects simultaneously. Flexible and highly adaptable - ability to pivot quickly.
• Ability to meet deadlines; accomplish work in order of priority; professionally maintain composure and effectiveness under pressure and changing conditions.
• Ability to provide effective decision-making affecting corporate strategy and culture.
• Excellent organizational skills and interpersonal skills, including ability to observe confidentiality and resolve disputes while maintaining the dignity of individuals with the company needs.
• Must have personal computer skills and be proficient with Microsoft programs at an intermediate skill level.
• Ability to learn new duties and adjust to new situations encountered on the job within a reasonable amount of time.
• Ability to create and maintain accurate reliable records.
• Requires good memory, knowledge retention skills and ability to multi-task, prioritize projects and duties effectively.
• Drives results and demonstrates a strong sense of accountability, follow-through, and sound business judgment.
• Demonstrates ability to work independently and be self-directed when necessary as well as the ability to work and accomplish goals in a team environment.