director/human enablement

orsa credit union•Plymouth, MI

2d•$115,500•Hybrid

About The Position

To create joy and ignite Michiganders’ Impossible Dreams. At orsa, our commitments start with our purpose and are guided by our vibrantly lived values. [https://orsacu.org/about/careers] We walk together toward strategic ends, galvanized by regenerative leadership and a growth orientation which moves us toward our human potential, so that we can support Michiganders in shaping the life they desire. The director/human enablement unleashes the humanity of the human potential team leveraging deep expertise in logic-based capabilities, including data analytics and reporting, process improvement, and technology solutions. Optimizing the way the human potential team works enables them to better deploy uniquely human capabilities to support stakeholders. The director/human enablement serves as a strategic partner, consulting and deploying solutions that draw on the combination of people and technology sciences. This position has a starting annual rate of $115,500, but your offer amount may be increased with relevant work experience and transferable skills.

Requirements

Education: A bachelor’s degree and/or at least five years additional years of related experience.
Work Experience: Demonstrated success driving outcomes from implementation to sustainable performance in the areas of data management, analytics, , process, and modeling. Experience effectively managing one or more HRIS/HCM, survey, and talent platforms. Conversion management experience preferred. BA or PMO experience a plus.
Industry Experience: Experience in financial services preferred.
Professional Credentials and/or Certifications: Six Sigma Black Belt.
Core Adaptive Capabilities; Systems thinking, pattern recognition, scenario planning and learning agility
Human Centered Leadership: Empathy, emotional intelligence, psychological safety, inclusive leadership, purpose-drive motivation
Strategic Thinking & Innovation: Horizon planning, breakthrough thinking, calculated risk taking, experimentation mindset
Execution in Ambiguity: Decisive action despite uncertainty, agile implementation, resource flexibility, change leadership
Technology & Data Fluency: Digital acumen, data literacy, ecosystem thinking, ethical technology use
HR Technology Implementation & Administration
Advanced knowledge of HRIS/HCM platforms including implementation, configuration, system administration, and multi-system integration. This includes new tool evaluation, vendor management, and system optimization.
People Analytics & Broader Data Analysis
The ability to collect, manage, interpret, and visualize workforce data to generate actionable insights. This includes proficiency with tools such as Excel, Power BI, Tableau, Python/R, or similar platforms.
Process Improvement & Management
Ability to apply knowledge of structured improvement frameworks such as Lean, Six Sigma, or Agile to enable practitioners to identify waste, reduce cycle times, eliminate errors, and enhance experience. This includes optimizing managed people operations processes from design through execution and ongoing monitoring.
Requirements Gathering & Business Analysis
Facilitation of needs assessment conversations and effective conversion to documentation to support solutions that meet requirements. This includes post-implementation assessment of effectiveness.
Change Enablement & User Adoption
Competency in designing with end user adoption in mind. This includes interface design, communication, and the development of effective support tools.

Responsibilities

Evolve a strategy for the human enablement team that focuses on innovation, automation, and technological solutions, unleashing the humanity of the human potential team in service to our team members.
Partner with key stakeholders across the human potential team and broader organization to assess needs and objectives.
Partner with human potential leadership to support team member journey analysis and future of work initiatives.
Serve as the subject matter expert and advisor to leadership, providing counsel on how to leverage HP data and systems to drive business outcomes.
Ensure all HP systems and processes adhere to legal, regulatory, and internal compliance standards.
Develop team members with a focus on growth, driving a sense of accountability for current commitments while simultaneously supporting the team-member led development journey to future destinations.
Fulfill other responsibilities as needs evolve.
Own the vision for HR technology based on organizational needs, purpose, and strategic priorities.
Evaluate and recommend system upgrades, integrations, and enhancements that improve efficiency, compliance, and user experience.
Use all available tools to design and manage listening posts that capture a clear and evolving snapshot of member and team member experience.
Utilize both quantitative and qualitative data from listening posts to understand and share the stories of our members and team members, driving actionable insights.
Deliver experience insights to stakeholders in ways that are easily consumable, verifiable, and inspire continuous improvement.
Further use data analytics, modeling, and forecasting as strategic assets, delivering insights that inform talent strategy, workforce planning, and operational excellence.
Support skill development of other SME’s in human potential team to elevate collective analytical capabilities.
Analyze existing processes within the human potential team. Utilize process improvement tools (e.g., six sigma, lean, etc.) to improve.
Serve as a consultant to new processes, designing with a focus on efficiency, experience, impact, and compliance.
Install control and performance measures across key areas to prevent outcome decay.
Support skill development of other SME’s in human potential team to elevate collective process capabilities.