The VP of Employee Experience is responsible for leading the daily operation and strategic direction of all human resources programs. This includes oversight of benefits and compensation administration, talent acquisition, employee relations, managerial support and coaching, human resources information systems management, payroll, and training programs including GiANT. The VP ensures a positive and productive employee experience from recruitment through offboarding.

1. Benefits & Compensation Administration: Oversees the administration of current benefits programs and compensation plans, including but not limited to health, dental, vision, retirement, variable pay and total compensation statements. Ensures all plans are in compliance with federal, state, and local regulations. Prepares reports and drafts employee communications. Serves as the primary contact for audits and regulatory examinations. 

1. Talent Acquisition: Oversees all internal and external talent acquisition, hiring, and selection processes and policies, as well as the Affirmative Action Plan. Ensures a diverse talent pool is identified, secured, and retained. 

1. Employee Relations: Oversees, counsels, and assists with centralized employee relations policies, documentation, and procedures. This includes coaching managers on performance expectations, disciplinary actions, and terminations to ensure compliance with applicable laws. 

1. Performance Management: Oversees the annual employee evaluation process, ensuring it aligns with company goals and provides a framework for employee growth and feedback. 

1. HRIS & Payroll Management: Oversees and serves as an administrative backup for all HRIS and payroll systems. Manages the development of process improvements and efficiency through automation, audits, and reconciliations. 

1. Strategic Leadership: Assists the Chief Experience Officer in developing short- and long-term objectives, goals, and strategies for all areas of human resources, including benefits, compensation, talent acquisition, and employee relations. 

1. Vendor Management: Oversees and negotiates vendor relationships and invoicing for all department functions, ensuring vendors meet deadlines and provide a strong return on investment. 

1. Training & Development: Manages the oversight of employee training programs, including onboarding, professional development, GiANT Training and other training to enhance employee skills and support career and leadership growth.

CRITICAL RESULTS: 

1. A diverse pool of talent is identified, secured, and retained at all levels of the organization, exemplifying the Credit Union's culture.

2. The Credit Union's compensation and benefits offerings are comprehensive and support the mission of creating the best place for employees to work.

3.  The Credit Union maintains a balance between the quality and cost of total remuneration programs and plan options.

4. A reliable, helpful, and knowledgeable resource is available and responsive to employee questions and policy interpretations.

5.Vendors perform in a manner that meets the highest service level expectations and are consistent with written service level agreements.

6. Management reports are provided in a timely manner with relevant information that promotes confidence.

7. Information is handled properly and confidentially.

8. Communication regarding programs is accurate and timely with no surprises.

9. Legal issues related to HR management are properly and thoroughly addressed.

10. HR practices are compliant with applicable laws and regulations.

11. Performs sound budgetary planning and reforecasting.

12. Manages employee culture and annual survey. Employees are provided with a positive working environment that encourages individual growth and success.

13. Recommendations and proposals are well thought out and given to the Chief Experience Officer in ample time to make informed decisions.

14. Assigned business units operate efficiently, under appropriate operating controls, and are compliant with applicable state and federal laws/regulations.

A. Specialized or Technical Knowledge and Skills:

1. Bachelor's Degree in Human Resources, business or a closely related field is required. An MS/MBA degree is a plus.
2. SHRM Professional certification is preferred (SHRM-CP or SHRM-SCP). Other certifications like PHR or CEBS are a plus.
3. Minimum of 10 years of relevant human resources experience is preferred, with knowledge of employment law, talent acquisition, payroll, benefits, and compensation processes.
4. Minimum of 5 years of management experience is preferred, leading project teams or staff.
5. Must possess a working knowledge of HRIS or other database applications.
6. Demonstrated ability and drive to implement new and innovative initiatives to improve efficiency, quality, and service levels

B. Behavioral Competencies: Behavioral competencies are the skills and personal characteristics that an individual should possess to be successful in this position.

1. Core Competencies: Core competencies are consistent for all positions across the organization and are aligned with the Credit Union's core values. a) Employee/Member Focus (internal and external): Builds employee/member confidence, is committed to increasing employee/member satisfaction, sets achievable expectations, assumes responsibility for solving problems, ensures commitments to employees/members are met, solicits opinions and ideas from members, and responds to internal members. b) Dependability: Meets commitments, works independently, accepts accountability, handles change, sets personal standards, stays focused under pressure, and meets attendance/punctuality requirements. c) Integrity/Ethics: Deals with others in a straightforward and honest manner, is accountable for actions, maintains confidentiality, supports company values, and conveys good news and bad.
2. Job Specific Competencies: The position requires a well-rounded and level-headed individual who is able to maintain composure in a variety of situations. The following stand out among a long list of behavioral competencies for this position: a) Leadership: Leads through change and adversity, makes the tough call when needed, builds consensus when appropriate, and motivates and encourages others. b) Managing for Results: Sets challenging and productive expectations for the team, keeps the team accountable for actions, provides leadership and motivation, provides resources and support, uses checkpoints and data to track progress, and sets up systems and processes to measure results. c) Managing Performance: Applies clear/consistent performance standards, handles performance problems decisively and objectively, is direct but tactful, and provides guidance and assistance to improve performance. d) People Development: Provides feedback and coaching, rewards hard work and risk-taking, takes a mentoring role, challenges and develops employees, accepts mistakes, and provides visibility/opportunity. e) Job Knowledge: Understands duties and responsibilities, has necessary job knowledge, has necessary technical skills, understands the company's mission/values, keeps job knowledge current, and is in command of critical issues.

C. 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 required to see details at a close range. The employee may be required to occasionally lift and/or move up to 25 pounds.

D. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The worker is not substantially exposed to adverse environmental conditions. The noise level in the work environment is usually moderate.

EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER

WEOKIE does not and shall not discriminate on the basis of Protected Status, marital status, political belief or any other status or condition protected by applicable federal and/or state law. Bona fide occupational qualifications will be applied impartially. These activities include, but are not limited to, hiring of staff, selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all our members, our staff, clients, volunteers, subcontractors, vendors, and clients.