SVP Human Resources

APGFCU - Your Community Credit Union! For over 80 years, APGFCU has shared our financial experience and provided valuable products and services to build stability and financial independence, one member at a time. We are looking for those who want to join this movement and become a part of a growing organization. We offer competitive pay and great benefits.

Summary: The senior vice president of human resources (SVP-HR) is responsible for developing and executing human resources strategies in support of the overall strategic direction of the credit union. Focus is in the areas of compensation and benefits (total rewards); development and performance excellence; recruitment and selection to include succession planning and talent development; and training and development. The SVP-HR provides leadership by articulating HR needs, developing strategies and implementing plans to achieve corporate results.

Essential Duties and Responsibilities:

Human Resources Leadership

• Develop HR plans and strategies to support the achievement of the overall business operations objectives.
• Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues.
• Work with executive leadership to establish a sound succession plan corresponding to the strategy and objectives of the credit union.
• Develop and implement long-range, comprehensive strategic recruiting and retention plans to meet the human capital needs associated with achieving corporate goals.
• Develop and implement comprehensive total rewards plan to retain the best and the brightest, reward excellent performance, remain competitive, and is adequate and affordable as it evolves over time.
• Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, and total rewards.

Strategic Planning: Participates in planning corporate growth, developing the human resources strategic plan, and leading execution in accordance with the plan to produce results.

People: Creates collaborative, member-focused, teams that meet or exceed goals; embrace diversity; and are accountable for producing results. Invests in and develops people to create a pipeline of talent for immediate and long-term growth. Ensures procedures, processes and technology are working in support of employee service to the membership.

Compliance: Responsible for leading the human resource function of the credit union in accordance with credit union policies and financial services standards, and where applicable, conforming to regulatory requirements, in order to achieve the strategic goals of the credit union. Through effective leadership, ensures cooperative principles, corporate values and key results areas are achieved by establishing long-range goals, strategies, plans and procedures designed to optimize efficiency.

Processes: Persistently examines processes and procedures to optimize operations, ensuring alignment and creating efficiencies to better serve the membership.

Technology/Equipment/Resources: Ensures teams are equipped with the technology, equipment and resources needed to achieve the strategic goals. Ensure control systems and areas of responsibility have in place alternative disaster recovery plans in the event of system failure. Challenges assumptions and methods, and identifies and removes barriers.

Financial: Provides guidance and leadership to subordinate areas to ensure prudent financial management of the credit union assets and resources, while minimizing variances. Manages 3.2% of total FTE.

Committees: Serves on the following internal committees: Business Continuity, Diversity & Inclusion, and Human Capital

Community Relations: Represents the credit union in the community, serving on various boards. Board Relations: Works in concert with the executive staff to ensure transparency and collaboration in support of the elected volunteer directors. Provides staff support to the HR Committee.

Accountabilities and Measures: As defined by the strategic plan

Short Term Goals: Net Worth/Total Assets, Net Income/Average Assets, Net Operating Expense/Average Assets, Member Satisfaction survey results

Long Term Goals (3 years): Average number accounts/household, Average number services used/household, Net Operating Expense/Average Assets

Productivity of Resources: Number of loans/FTE, Number of accounts/FTE, Net Income/FTE.

Leadership: Initiative: New products, new directions; Closure: Projects or challenges completed;

Internal: Leader of management staff; External: Leader in credit union community

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: Related degree; Masters preferred

EXPERIENCE: 10+ years human resources experience, preferably at an executive level

KNOWLEDGE, SKILLS, AND ABILITIES: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Knowledge of financial institution operations including strategic planning and asset/liability management. Requires human relations, public relations, management, analysis and organizational skills. Must be able to work independently toward general results and collaborate as part of a team.

Communication and Interpersonal Skills: Requires exceptional oral and written communication and interpersonal skills. Ability to read, analyze, and interpret common credit union and finance journals, financial reports, and legal documents. Ability to respond orally and in writing to common inquiries or complaints from within the organization as well as externally, e.g. regulatory agencies, or members of the business community. Ability to effectively represent the credit union while presenting information to executive management, public groups, and/or boards of directors with polish and poise, including when under pressure. Must be able to establish and maintain effective working relationships at all levels of the organization, with Board of Directors, and externally.

Reasoning Ability: Ability to define problems, collect data, establish facts, draw valid conclusions, and act. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

Results: Ability to develop long term corporate strategic plans; translate those plans into executable tactical actions; and motivate others to meet or exceed goals. Knowledge of structuring sales goals and revenue streams to meet corporate goals.

Strategic Thinking: Thorough knowledge of strategic planning, modern business theories and practices as applied to a financial institution

Teamwork and Collaboration: Must be able to work independently toward general results, while not losing sight of one's role as a member of the overall team. Requires strong leadership and facilitation and consensus building skills in order to rally people around a common goal. Self-starter, highly organized, and able to work well at all levels of the organization. Ability to motivate teams to produce quality materials within tight timeframes and simultaneously manage multiple projects. Ability to participate in and facilitate group meetings. Must be able to work a flexible schedule and travel occasionally.

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 occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Work Environment: Work environment characteristics 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 not exposed to weather conditions. The noise level in the work environment is usually moderate.

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. Please use the attached link to view the EEO law poster http://www1.eeoc.gov/employers/poster.cfm

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 to the Human Resources Department 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.