Chief People Officer

Topside Federal Credit Union • Fredericksburg, VA

12d

About The Position

Part of the Topside FCU senior management team reporting to the CEO. Responsible for all human capital and strategic workforce planning, focusing heavily on: • Employee experience • Strategic growth • Organizational design. • Specific areas of focus include cultivating credit union culture; overseeing training and development; talent acquisition; directing compensation/benefit selection and administration; counseling employees; maintaining the succession plan. Provides strategic leadership by proposing culture, human resources, benefits and training needs and plans to the CEO, and the board of directors.

Requirements

• Previous management experience or human resource experience required.
• Credit Union experience preferred.
• Degree in Management, Strategy, Human Resources or related fi eld or equivalent combination of education and experience.
• Graduate level degree preferred.
• Ability to deal with people (listens, understand, and identify needs) and facilitate training for staff as needed.
• Strong communications ability with direct staff and the employee base as a group.
• Business and Financial Background: Understanding of business modeling and strategic direction within industry landscape. Understanding of financial metrics and experience developing Key Performance Indicators (KPI's).
• Organizational Design and Strategy: Knowledge in organizational theory and change management principles.
• Human Resource System Design: Understanding of executive and staff compensation practices within the credit union industry, labor law and compliance knowledge, performance management process/system design, clear employee communication and relations skills.
• Talent Management and Succession Planning: Understanding of best practices in workforce planning, talent acquisition, leadership development, succession planning.
• People Analytics and Data Literacy: Proficiency with Human Resource Information Systems (HRIS) and data analysis techniques used to identify trends in engagement retention and performance.

Responsibilities

• People Strategy and Organizational Development: • Strategic Workforce Planning - Developing long-term strategies for staffing, skill gap analysis and workforce preparation for future credit union needs. • Organizational Design - Advisor to CEO for credit union structure, roles, and collaboration modeling to improve efficiency and support strategic direction. • Change Management - Lead the employee side of growth and impacts of technology/structure changes.
• Culture and Employee Experience: • Shaping Corporate Culture - Propose to the CEO a defined corporate culture that aligns with the values, mission, and strategic direction of the credit union to create a high performing work environment. • Employee Engagement - Designing and directing programs that foster high levels of employee motivation, satisfaction, and loyalty to the credit union. • Employee Inclusion - Ensuring all credit union employees are treated fairly and fostering a sense of community within the organization.
• Talent Management: •Talent Acquisition - Overseeing strategies for recruiting and onboarding the best candidates to improve operations and advance the credit union brand. • Learning and Development - Creating and directing programs that support continuouslearning, skill development, and career pathing to prepare employees for change and advancement. •Succession Planning and Leadership Development - Develop a pipeline of internal credit union leaders ready to assume key roles, ensuring organizational continuity.
• Compensation and Governance: •Compensation and Benefits - Designing competitive and equitable compensation packages to attract and retain high-caliber employees. •Performance Management - Create and maintain performance review systems and coaching frameworks that drive accountability, employee growth and achievement of strategic credit union outcomes. • Compliance and Risk Oversight - Executive oversight for legal compliance of labor laws and regulations to mitigate employee related litigation risks.
• Human Capital Budget Process: Participate in the credit unions annual budget process as related to all forms of compensation (salary/benefits/bonus plans) for existing and proposed changes to credit union employee compliment.
• Ensure company compliance with FMLA, ADA, HIPAA, FLSA, EEOC and other federal, state and local laws. Keeps procedure manual updated. Must comply with applicable laws and regulations, including but not limited to, the Bank Secrecy Act, the Patriot Act, and the Office of Foreign Assets Control.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 51-100 employees