Under general supervision, but within established policies, procedures, and applicable federal, state and local laws, regulations and administrative rulings, is responsible for overall administration, coordination, evaluation and modification of the organization's human resources and training functions. The incumbent will also be responsible for the strategic human resource and training planning to provide the organization with the best people talent available. Major Duties & Responsibilitie Plans, develops, organizes, implements, directs and evaluates the organization's human resources and training functions and performance. Participates in the development of the organization's plans and programs as a strategic partner but particular from the perspective of the impact on people. Develops, recommends and implements appropriate personnel policies and procedures for effective management of the people resources of the organization, including programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development; prepares, updates and maintains employee handbook on policies and procedures. Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the credit union industry. Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization. Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance. Manages the employee lifecycle for all exempt and nonexempt personnel, students, and temporary employees:manages the recruitment process and new-employee orientation; monitors employee relations, career counseling, and exit interviewing. Develops and prepares the annual human resources plan and budget. Makes recommendations for improving the organization's compensation and benefits programs. Develops and monitors the organization's affirmative action and equal opportunity policies and programs. Manages all duties relating to payroll administration for employees. Maintains knowledge of industry and employment trends, as well as Federal, state and local laws and regulations and insures organizational compliance. Establishes credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues. Maintains the Human Resources Information System (HRIS) that contains records regarding new hires, terminations, review dates, performance appraisal ratings, job changes, salary changes, attendance records, etc. Maintains all confidential and personal employee records and documentation, and other department files. Evaluates the job performance of each subordinate department manager on an annual basis. Makes recommendations regarding performance improvements, assigns specific projects and establishes departmental goals. Exercises authority with respect to promotions, transfers, performance appraisals, salary increases and disciplinary actions. Performs other duties as assigned. Qualifications Education: Bachelor's in business or public administrative, Human Resources, or industrial relations or 5 years of general work experience required. SPHR or SHRM -SCP certification required. Master's degree in Human Resources Management preferred. Experience: 7 years of progressively responsible experience in human resources management Skills: An energetic, forward-thinking and creative individual with high ethical standards and an appropriate professional image. A strategic planner with sound technical skills, analytic ability, good judgment, strong operational focus, well-organized and self-directed. Requires the ability to maintain total confidentiality of all departmental and employee information; knowledge of Federal laws (COBRA, FMLA, OSHA, FLSA, etc.) and compliance issues related to the overall administration of Human Resources required; demonstrated capability to interface and maintain effective relationships with employees at all levels in the organization; and strong verbal/written communication skills required. Strong employee relation and change management skills required. Previous PC, Excel, and HRIS experience is required. Communication: Excellent oral and written communication skills required. Ability to communicate with all levels of the organization including the Board of Directors. Effectively work with members in difficult situations while maintaining professionalism and courtesy required. Supervisory: Five (5) year's managerial experience required. Time in Service: None Required.