Director of Human Resources

O. C. Credit Union•Santa Ana, CA

12h•Hybrid

About The Position

This position is currently hybrid-eligible, with the expectation of three days pre-assigned on-site attendance. This role requires California residency and living within a 50-mile commute of our headquarters in Santa Ana. At Orange County’s Federal Credit Union, we believe banking should be simple, human, and meaningful. For more than 86 years, we have built trusted relationships that empower our members and strengthen our community—because we exist for people, not for profit. With $3 billion in assets, 145,000+ members, and a legacy of excellence, we are proud to be voted the Orange County Register’s Best Credit Union for several consecutive years and honored with the Peter Barron Stark Award for Workplace Satisfaction, based on employee voices. Now, we are looking for a visionary, hands-on executive leader to help shape the future of our member experience.

Requirements

Bachelor’s degree in business, HR/OD, or another related field/equivalent knowledge.
At least ten years of experience in human resources, preferably in a financial institution and with multi-site organizations.
Proven experience overseeing complex investigations and sensitive workplace matters.
Thorough understanding of state and federal regulations as they relate to employment law, workers compensation, and building occupancy.
Knowledge of credit union rules, regulations, and policies.
Must have strong working knowledge of organizational development, human resources, and behavioral developmental models.
Must possess the ability to maintain a high-level of confidentiality and ethical practice.
Superior communication skills, both written and verbal, to effectively address all levels. Strong presentation skills. Adept at influencing and achieving collaboration with ability to negotiate conflict and maintain constructive working relationships with people at all levels of an organization (both inside and outside the credit union).
Well-developed consultative approach, including the ability to consult, coach, and influence senior executives, lead complex business initiatives, and collaborative partner at all levels.
Understands the cause-and-effect relationships between business priorities, organizational design, and talent strategy.
Systems thinker; able to thrive in an environment of ambiguity while guiding stakeholders through a shared decision-making process, reconciling disparate perspectives to develop cohesive strategies.
Operates with curiosity with an ability to manage ambiguity and push through business challenges with a focus on continuous development.
Must be innovative and able to quickly identify and implement changes and have the ability to plan and coordinate many projects simultaneously. Flexible and highly adaptable – ability to pivot quickly.
Drives results and demonstrates a strong sense of accountability, follow-through, and sound business judgment.

Nice To Haves

Professional certification at SPHR level or MS/MBA equivalent in related field preferred.

Responsibilities

Drives the identification, development, prioritization, and execution of business-driven talent strategies in alignment with the Credit Union's vision, mission, values, goals, and cultural objectives.
Designs associate relations strategies, systems, and practices that foster transparency, fairness, and belonging to attract, lead, develop, motivate, and retain key people while creating a high-performance, sustainable organization.
Oversee recruitment, onboarding, compensation and benefits, payroll, performance management, associate engagement, legal compliance, associate communication, wellness, and well-being.
Oversee the development of recruiting procedures that provide consistent experience, identifies, and attracts top candidates. Implement programs to find talent within and outside the organization for positions of responsibility, identifying sources for candidates at all levels, and cultivating a talent pool.
Collaborates on the development of progressive and proactive compensation and comprehensive benefit strategies resulting in programs that effectively motivate and reward performance. Continually assesses the value proposition of our total rewards offering against relevant comparable organizations, industries, and markets.
Oversee the administration of payroll; execution of retirement plans and due diligence activities, promoting associate participation and education; leave of absence programs, and worker’s compensation claims.
Partners closely with Legal, Compliance, and Risk teams to manage and mitigate risk. Develop policies and procedures that balance risk mitigation with empathy for effective management of the credit union’s people resources; ensuring programs are up to date, in compliance with regulations and aligned with industry best practices; and applied consistently throughout the organization.
Partners with Learning & Development in the development of a highly effective orientation and onboarding program that emphasizes the critical importance and value of welcoming and integrating new associates into the corporate culture.
Leads engagement initiatives, including recognition of top performers. Solicits feedback, collects and analyzes information from internal surveys, and industry research to recommend and determine opportunities for continuous improvement.
Oversee vendor contracts and performance and collaborate with other leaders to drive value and align with the Credit Union’s Vision.
Achieves a high-level of internal and member service across the organization and serves as a partner and advisor to the Credit Union’s leaders’ team on matters related to associate issues and performance management.
Leads sensitive and complex investigations related to associate relations with complaints/issues with integrity, objectivity, and discretion. Develops, recommends, and initiates appropriate steps for resolution.
Guide leaders through high-stakes associate situations with calmness and clarity.
Provide practical, grounded coaching on performance, accountability, and team dynamics.
Help leaders grow into confident, fair, and human-centered decision makers.
Participates in enterprise-wide strategic planning and establishing the annual operating plan. Creates, updates, and monitors the team’s vision, mission, and roadmaps ensuring alignment with the credit union’s overall strategic plan.
Leads the Human Resources team, selects, hires, develops, motivates and coaches associates to achieve credit union and department goals and objectives; evaluates the department structure, roles, and responsibilities; makes recommendations and cross trains associates as appropriate.