Director Of Human Resources

Job Details
Level
Management
Job Location
Main Branch - Omaha, NE
Position Type
Full Time
Education Level
4 Year Degree
Travel Percentage
None
Job Shift
Day
Job Category
Banking
Description
Serves as a business partner to the organization by overseeing the Human Resources department to maximize the productivity of its human capital. The Director of Human Resources is responsible for overseeing HR-related department responsibilities on a professional level and works closely with senior management. This position carries out responsibilities in the following functional areas: people leadership, employee relations, compensation administration, HRIS management, training, performance management, onboarding, recruitment/employment, benefits administration, policy implementation, affirmative action and employment law compliance.
Leadership:

• Lead and manage the Human Resources team in assigning and delegating task completion.
• Conduct feedback sessions with team members. Assist in troubleshooting and problem-solving.
• Responsible for team members' overall development and goal setting.
• Complete annual performance reviews and merit recommendations.
• Create and implement strategic planning for the Human Resources department.

Talent Acquisition:

• Oversee recruitment, selection and processing of well-qualified candidates to fill vacant positions in the bank.
• Responsible for recruitment and selection of more advanced and complex roles within the organization.
• Partner with external recruiters and employment agencies to identify and recruit candidates for higher-level executive roles.
• Spearhead diversity recruiting efforts and results.
• Establish and coordinate various career pathways to attract top talent to the bank.

Employee Relations:

• Collaborate with managers regarding employee relation concerns. Conduct all internal employee investigations and provide recommendations to Executive Leadership. Consult and provide overall recommendations regarding any progressive disciplinary concerns or terminations of employment.
• Partner with legal counsel and employment attorneys on an as-needed basis.
• Advise managers on organizational policy matters such as equal employment opportunity, harassment, and sexual harassment, and recommend changes to policies or procedures as needed.
• Partner with managers in communication efforts to provide employee feedback. May situationally facilitate conversations between employees and managers.
• Oversee the maintenance, communication and destruction of personnel records as required by law.
• Conduct all exit interviews and share findings with management.
• Conduct the process of any employee departing from the organization - both involuntary and voluntary, which may include exit interviews or termination conversations with employees.

Benefit Administration:

• Strategically partner with benefit brokers in identifying annual benefit plans to ensure employee and overall bank needs are met within budget.
• Oversee the benefit open enrollment process, which includes product development within HRIS for online enrollment, selection of benefit plans, coordination of all employee open enrollment meetings, employee census data, etc.
• Oversee the administration and approval of benefit programs such as life, health, dental, and disability insurance, PTO, leaves of absence, and employee assistance programs. Personnel changes such as hires, promotions, transfers, performance reviews, terminations, and employee statistics for government reporting
• Oversee communication and benefit educational programs.

Salary and Compensation Administration:

• Oversight and responsibility for salary administration, which includes annual reviews of compensation philosophy, guidelines and policies to ensure that the benefits and compensation offered by the financial institution meet the needs of the staff and are provided efficiently by the financial institution.
• Monitor and make recommendations to ensure the financial institution is compliant with compensation laws and regulations.
• Oversee the preparation of all job descriptions with the assistance of the appropriate department manager. Partner with a compensation consultant to gather market data to ensure salary ranges are properly established and maintained.
• Oversee the preparation and distribution of written and verbal information to inform employees of benefits programs such as insurance plans, retirement plans, paid time off and bonus plans.
• Responsible for wage and salary administration to include the recommendation of salary ranges, administering performance and annual salary increases.
• Prepare and present an annual report to the Board Compensation Committee.

Compliance:

• Administer various human resource plans and procedures for all company personnel; assist in the development and implementation of personnel policies and procedures; prepare and maintain Employee Handbook, Code of Ethics and Whistleblower, and any other policies and procedures related to the Human Resources function.
• Oversee the affirmative action program; annual filing of EEO-1 report; maintain other records, reports and logs to conform to EEO regulations. Develop an annual plan to address any deficiencies that occur in the affirmative action plan.
• Oversee the annual filing of ACA reporting to the IRS.

Human Capital Management System:

• Implement and manage the Human Capital Management System (HCM). Oversee and approve any updates in the system to ensure accuracy of employee records, and create workflows to enhance overall efficiencies within the organization.
• Responsible for overall employee and manager usage of the HCM. Ensure all employees and managers are trained and educated on current processes and any updates or new releases to the system that affect end users.

Training and Development:

• Establish and maintain a dynamic performance management approach that includes subjective, objective and professional development components.
• Manage activities related to performance including performance appraisal management, career path guidance, and employee development.
• Support the Learning and Development Manager in developing the leadership skills of the Management team and actively coach leadership concepts to the team. May assist in the facilitation of leadership training periodically.
• Assess training and developmental needs of employees. Coordinate career development initiatives by evaluating needs, establishing goals, and conducting or coordinating the delivery of appropriate training programs. Partner with the Learning and Development Manager regarding bank-wide training needs.
• Conduct needs analysis and confer with managers and supervisors to determine soft skills training that is needed.
• Serve as a champion of the ACCESSbank pledge, purpose and ACCESSway culture.

Qualifications
Education and Experience

• 10+ years of experience across multiple pillars of Human Resource functions.
• 5+ years of management experience preferred.
• Superior communication skills, and ability to influence throughout entire company.
• Exceptional organizational skills.
• Bachelors degree required.
• Emergenetics (or comparable) certification preferred.
• PHR and/or SHRM-CP certification required. SPHR preferred.
• Perform primarily sedentary work with limited physical exertion and occasional lifting of up to 20 lbs.
• Must be capable of climbing/descending stairs in emergency situations.
• Must be able to operate routine office equipment including telephone, copier, facsimile, and calculator.
• Must be able to routinely perform work on a computer for an average of 6-8 hours per day, when necessary.
• Must be able to work extended hours whenever required or requested by management.
• Must be capable of travel by automobile (as driver and passenger) commercial airlines, rental vehicles and public transportation and be able to lodge in public facilities.
• Must be capable of regular, reliable, and timely attendance.

ACCESS Pledge
Our pledge is to be the preferred community bank by:
Inspiring a team committed to living the ACCESSway
Building long lasting relationships
Being trusted advisors for our clients
Being meaningful contributors of time, talent and resources in the communities we serve.
ACCESSway
Accessible: Always be approachable, willing to listen and eager to help.
Character: Approach everything with integrity, professionalism, confidentiality and honesty. Address all matters promptly and directly.
Customer Centered: Our customers always come first. Greet them by name and with a smile. Customers, whether internal or external, are not an interruption of our work, they are the purpose of it.
Excellence: There are no shortcuts to quality. Be thorough, timely and accurate in all that you do.
Serving the community: Servicing others is who we are. Give back to the community with your best combination of time, talent and resources.
Strive to be the best: Work hard to be the best in everything you do. Seek opportunities to further your knowledge and skill-set.
We value teamwork: We work together as a team; not as individuals. Open and honest communication must be practiced at all times. Challenge, support, trust and learn from each other. All for one and one for all!
Attitude: A positive outlook keeps the ACCESSway thriving and helps our team succeed. Work hard, have fun and enjoy the journey.
You are the difference: You are empowered to go above and beyond for our customers. You represent the bank in each and every interaction. It is up to you to embrace the ACCESSway and live it each day.
ACCESSbank is an EEO Employer/Vet/Disabled