Chief HR Officer

Utah Community Credit Union (UCCU)•Provo, UT

About The Position

The Chief Human Resources Officer (CHRO) is a key member of the executive leadership team, responsible for shaping the organization’s overall talent philosophy, culture, and workforce capability to ensure long-term business success. This role positions people strategy as a competitive advantage, driving performance, strengthening leadership, and enabling the organization to scale and adapt. The CHRO provides enterprise-wide leadership across all aspects of human capital management, influencing how talent is attracted, developed, engaged, and retained. As a trusted advisor to the CEO, the CHRO offers insights on organizational health, leadership effectiveness, succession readiness, and workforce risk, aligning structure, talent, and culture with strategic priorities. Beyond operational oversight, the CHRO acts as a steward of culture and values, fostering accountability and high performance, and drives organizational effectiveness during periods of growth, transformation, or disruption by ensuring change initiatives are well-designed and successfully implemented.

Requirements

Bachelor’s degree in HR, Business Administration, or a related field.
7-10 years of experience in Human Resources, with a significant time in a leadership role.
Proven track record in developing and implementing successful human resources strategies.
Strong understanding of talent processes and systems, HRIS tools, and world class HR processes.
Excellent leadership, communication, coaching, and interpersonal skills.
Ability to think strategically and execute tactically.
Strong analytical skills and experience with developing HR metrics.
Works a regular and predictable schedule.

Nice To Haves

MBA preferred.
Experience in the financial services industry, particularly within credit unions or banks, is highly valued.

Responsibilities

Develops and executes a comprehensive people strategy that aligns directly with the organization’s business objectives, serving as a strategic advisor to the CEO and executive team.
Translates enterprise goals into workforce plans, talent priorities, and organizational design decisions that drive performance.
Oversees enterprise-wide recruiting strategy and ensures the organization attracts and retains high-caliber talent, including leading workforce planning efforts, building succession pipelines, and aligning hiring strategies with future growth and capability needs.
Strengthens leadership capability at all levels of the organization by designing and driving leadership development programs, implementing robust succession plans for critical roles, and coaching senior executives.
Shapes and sustains a culture aligned with the company’s values and strategic direction, including improving employee engagement, strengthening retention, and leading initiatives for a high-performing and inclusive workplace.
Oversees compensation, benefits, and incentive programs, including executive pay structures, and designs and manages performance management systems that align individual accountability with business outcomes.
Ensures pay practices remain competitive, equitable, and compliant.
Leads HR operations, governance, and policy development while ensuring compliance with labor laws and regulatory requirements.
Oversees HR technology platforms, people analytics, and reporting to support informed decision-making.
Plays a central role in driving organizational effectiveness and enterprise change initiatives, including growth, transformation, restructuring, and M&A integration, acting as a change agent to guide leadership through disruption.