Log In
Sign Up
Summary: Under general direction of Manager – Human Resources, is accountable for performing at the professional level in some or all of the following functional areas: recruiting, employee relations, performance appraisal, diversity and inclusion, HR policies, procedures and processes, and strategic talent review/predictive staffing in order to achieve credit union goals and objectives. This position requires an extremely perceptive person who is capable of relating to individuals at all levels within the organization, and understands the importance of confidentiality with the highest within the organization. The generalist must be sensitive to corporate needs, employee goodwill and the business needs.
Essential Duties and Responsibilities:
Recruitment and Staffing: Participates in the recruiting, interviewing, selecting, testing, and recommending qualified applicants to fill vacancies, as needed. Match prospective employees’ skills with available vacancies and refer applicants to departments for further interviews. Screen candidates by securing personal and professional references, running credit checks, studying past employment records and educational credentials of applicants, and conducting appropriate background and employment verifications. Maintain applicable records of all candidates interviewed for monitoring and reporting purposes and communicate with applicants to inform them of employment decisions. Negotiate and finalize job offers. Develop, recommend and administer various recruiting techniques to identify appropriate and effective external sources for candidates of all levels within the organization. Schedule and attend job fairs, open houses and the like to develop and maintain good civic and business relations, internship programs and augment recruiting initiatives.
Vacancies: Monitor job posting system for completion of job requisitions and posting vacancies. Provide oversight in the handling of internal transfers and reviewing existing staff for possibilities of promotion or transfer to other departments. Direct and review the recruitment advertisements across various outlets and partnerships (online, radio, universities, colleges, community partners or other media outlets).
Strategic Support: Provides ongoing strategic and hands-on support to drive HR and employee functional excellence and recommendations in support of the Credit Union’s mission, vision and values.
Employee Relations: Promptly and professionally responds to employee relation concerns/complaints. Identifies and makes recommendations to address root causes, in order to achieve appropriate and timely resolution. Knows which processes and problems need management, which will self-correct, and which needs to be addressed immediately. Manages and tracks all employee relations issues. Coaches, counsels and guides managers before executing employee actions. Monitors tardy and absenteeism reports and ensures proper documentation is issued on employees who have excessive tardiness or absenteeism problems. Maintains and distributes report of same.
Performance Evaluation: Coaches managers and employees throughout the organization to align performance with organizational objectives. Participates in developing business line SMART goals, performance metrics and objectives. Review performance appraisals for accuracy and consistency.
Compensation: In conjunction with the Vice President Human Resources prepares compensation recommendations related to all offers, market adjustments and the performance appraisal process. Involved in the preparation of exempt and non-exempt salary schedules, and wage and salary surveys. Participates in salary recommendations and labor grade analysis. Makes recommendations to ensure compensation is cost-effective and competitive, and provide motivation, incentives and rewards for effective performance.
Talent Management: Complete annual talent review and predictive staffing model. Work with Talent Acquisition Specialist to develop recruiting strategies based on predictive staffing model.
Federal /State Regulations: Monitor state and federal reporting requirements in such areas as Family Medical Leave Act, COBRA, ERISA and Fair Labor Standards Act to ensure compliance with federal, state, and local laws. Stay abreast of rules and regulations pertaining to affirmative action and equal employment opportunity. Prepare governmental reports as required. Ensure all locations have appropriate employment law signage.
Policies and Procedures: Counsel employees on such matters as employee policies and procedures, salary administration, and suggestions. Consult and meet with employees on delicate personnel issues and disputes and follow up on any necessary actions or changes. Advise section and department managers on routine employee development and counseling maneuvers.
HRIS: Maintains expert proficiency in the Human Resource Information System (UltiPro) records and compiles reports from database.
Headcount Management & Budgeting: Complete the monthly Headcount and turnover reports. Develop and maintain HR Metrics as requested. Proactively manage, in partnership with the department managers, the staffing for the departments; make staffing recommendations for changes to staffing model, including assistance with justification requests and regarding annual staffing budget requests and changes. Maintains and processes all Unemployment Notices of Entitlement and potential charges in a timely, efficient manner. Attends unemployment hearings when necessary.
Special Projects: Provide guidance concerning policies, procedures and goals relative to personnel functions. Work on special projects across human resources and in partnership with our department managers to evaluate such information as job experience, education and training, skills, knowledge and abilities, salary administration and other data pertinent to the employment function in order to continue improving programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization. Initiates and proposes special projects as a means to proactively improve people-related processes, systems, and environments.
Other: Keep current in journal, articles, publications and other personnel material. Maintain records and logs for the personnel operation. Assist with the job evaluation process as necessary. Develops project plans; coordinates projects; communicates changes and progress; completes project on time and budget. Collaborate with management team and employees to create systemic change and root-cause problem-solving on behalf of improving productivity and employee satisfaction through improving the human processes through which they get their work done. Perform other duties as assigned.
Additional: Responsible for completion of applicable training and compliance on federal regulations and APGFCU policies and procedures as related to the duties of this position (Bank Secrecy Act, Information Security as examples, if applicable).
Qualifications:
Education: Bachelor’s Degree in Business Administration, Human Resources or related field preferred; PHR or SHRM-CP certified a plus. Experience can be credited in lieu of education.
Experience: Minimum of seven years of experience in a Human Resources department with accountability for employee relations, performance management, recruitment and selection, employment law, compensation, organizational development, project management, maintaining records and preparing reports required to be in compliance with federal and state laws.
Knowledge, Skills, and Abilities: General knowledge of wage and salary administration, employee relations, employment law, organizational development and human resources metrics. An energetic, forward-thinking and creative individual with high ethical standards and an appropriate professional image who can protect and preserve the confidential information entrusted to them. A results-oriented person with sound technical skills, analytical ability, good judgment and strong operational focus. A well-organized and self-directed individual who is a team player. An intelligent and articulate individual who can relate to people at all levels of an organization and possesses strong oral and written communication and interpersonal skills. A strong educator who is trustworthy, and willing to share information. A strong facilitator who is experienced in resolving conflicts between different parties to a dispute. Proficient using Microsoft applications and a Human Resource Information System (UltiPro) in a Windows environment. Ability to learn new software packages as necessary.
Physical Demands: 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 stand; walk; use hands to finger, handle, or feel objects, tools, or controls; and talk or hear. The employee frequently is required to reach with hands and arms. The employee is frequently required to sit, stoop, kneel, or crouch. The employee must frequently lift and/or move up to 25 pounds, and be capable of transporting related supplies and equipment. Specific vision abilities by this job include vision, distance vision, color vision, peripheral vision, depth perception and the ability to focus.
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
APGFCU is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability to Protected Veteran status.
APGFCU is committed to working with and providing reasonable accommodations to persons of all abilities, including persons with disabilities. If you need a reasonable accommodation for any part of the employment process, please send an email to the Human Resources Department at [email protected] and let us know the nature of your request and your contact information. Reasonable accommodations are considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodations will be responded to from this e-mail address.
