AVP, Employee Experience

Chevron Federal Credit Union•,

5d•$88,992 - $152,955•Remote

About The Position

As a key partner within the People Team, the AVP, Employee Experience owns the organization's HR compliance, employee relations, and performance management agenda, and provides leadership to the Total Rewards division. This role is the People Team's HRIS and HR compliance expert, ensuring our systems, data, and people practices meet regulatory standards while enabling a modern, data-driven employee experience. This leader provides counsel to managers and employees on performance management and employee relations matters, while directing the Lead Total Rewards Specialist and, through that role, the Total Rewards/People Data function on benefits, compensation, and HRIS strategy. Through strong attention to detail, advanced Excel skills, and effective use of AI tools, this role drives operational efficiency across HR compliance, employee relations, and Total Rewards administration in support of the Credit Union's Service Excellence and Employee Experience priorities.

Requirements

5+ years' exempt-level work experience in Human Resources (two in a management role), with meaningful experience in HR compliance and/or HRIS administration.
Bachelor's degree and/or PHR or SPHR certification; PHR/SPHR preferred given the compliance scope of this role.
Hands-on experience with an HRIS platform (UKG or similar) strongly preferred.
Experience with benefits administration platforms, carrier/vendor file feeds (EDI), and open enrollment operations strongly preferred.
Demonstrated expertise in HR compliance (EEO, FCRA, FLSA, ADA, FMLA, ADEA, etc.) and HRIS administration.
Understanding of benefits operations controls and governance, including plan/tier data mapping, vendor file feed monitoring, payroll reconciliation, and SOX/ERISA-relevant control documentation.
Ability to lead root-cause analysis and build durable process/technology controls in response to vendor or system issues, rather than one-time fixes.
Advanced Excel skills, including the ability to build and maintain data models, dashboards, and reporting.
Practical experience using AI tools to improve HR data analysis, reporting, and process efficiency.
Ability to write and speak effectively in English using correct spelling and grammar.
Strong attention to detail and data accuracy across compliance, employee relations, and Total Rewards administration.
Proficient in the use of basic applications in a Windows-based environment, including Outlook and Word.
Excellent customer service skills and sound judgment in handling confidential and sensitive employee matters.
Ability to learn quickly and adapt to change; ability to quickly learn specialized applications and systems.
Strong leadership skills with the ability to direct and influence the Total Rewards division through the Lead Total Rewards Specialist.
Initiative and self-direction.
Ability to effectively communicate and collaborate with people at all levels.
Sound problem-solving and decision-making ability, including the ability to prioritize.

Nice To Haves

PHR/SPHR preferred given the compliance scope of this role.
Hands-on experience with an HRIS platform (UKG or similar) strongly preferred.
Experience with benefits administration platforms, carrier/vendor file feeds (EDI), and open enrollment operations strongly preferred.

Responsibilities

Ensures compliance with Federal and state governmental regulations including (but not limited to) EEO, FCRA, FLSA, ADA, FMLA, ADEA, etc.
Maintains HR policies and procedures in alignment with regulatory requirements.
Oversees audit preparation and response for HR-related audits.
Ensures timely distribution of required state and federal employee notices (e.g., CA SB 642 Your Right to Know) and monitors wage/hour classification requirements (e.g., state minimum wage by job classification) to prevent compliance gaps.
Stays current on emerging trends, best practices, and compliance requirements affecting the employee experience.
Partners with managers on performance management processes and provides guidance on policy interpretation and application.
Manages corrective action processes and documentation.
Supports managers in addressing employee relations issues and serves as the primary point of contact for employee concerns.
Identifies trends and works with the Learning and Organizational Development team to develop mitigation strategies.
Provides leadership and strategic direction to the Lead Total Rewards Specialist, who oversees the Total Rewards division (benefits, compensation, recognition, and People Data/Systems) and directly supervises the Lead People Data & Systems Analyst.
Partners on Total Rewards strategy, annual compensation and benefits renewal cycles, and vendor negotiations to ensure alignment with the broader Employee Experience strategy.
Reviews Total Rewards data and recommendations to inform decisions affecting employee experience and retention.
Owns the ongoing governance, monitoring, and control framework for benefits administration and Open Enrollment (OE), in partnership with the Lead Total Rewards Specialist and Total Rewards Coordinator.
Certifies monthly HRIS-to-OE-to-carrier plan/tier mapping and configuration attestations, escalating exceptions to the CPO.
Oversees OE validation control testing, vendor file feed/EDI heartbeat monitoring, and rejects/exception aging reporting during and after OE.
Certifies pre-payroll reconciliation between confirmed elections and payroll deductions before each pay run and oversees vendor card/material issuance SLAs.
Leads eligibility pre-load certification ahead of each OE window, and governs quarterly refresh of employee-facing OE content (confirmation statements, quick guides, FAQs) based on inquiry analytics.
Maintains RACI documentation and SOPs for benefits exception handling, publishes a recurring exception/command-center dashboard to leadership, and participates in the Change-Control Board and Data Quality Council governing benefits system and data changes.
Documents SOX/ERISA-relevant controls (pre-payroll certification, reversal approvals, eligibility loads) and drives root-cause analysis and remediation planning for benefits vendor and data issues.
Other duties as assigned