Human Resources Director

First Federal Savings Bank•Twin Falls, ID

About The Position

Why work for First Federal Bank? Our company culture is driven by our desire to serve our members and communities, something we have done for over 100 years. Along with doing meaningful work, enjoy perks and benefits that come along with being part of Idaho’s only mutual bank – no stockholders or majority owners, just our account members! Eligible First Federal Bank employees receive paid vacation, sick leave, and holidays; health insurance, dental insurance, and vision insurance; 401(K) retirement; educational assistance; life insurance; and long-term disability insurance. Employees also receive paid community service hours and can participate in our Pay-It-Forward program to give back to the communities we serve. In addition, the First Federal Foundation has provided over $1.4 million to local non-profits since 2003. For a meaningful job and to be part of a community-focused team, as well as much more, apply today at www.bankfirstfed.com/careers Essential Duties and Responsibilities Strategic Leadership In conjunction with the CEO and executive leadership, develop and execute a comprehensive human resources strategy aligned with the Bank’s business objectives, culture, and risk profile. Serve as a strategic partner to the CEO, executive leadership, and department heads on workforce planning, organizational design, succession planning, and leadership development. Champion a strong culture that reflects the Bank’s core values and commitment to customers’ well-being, community, integrity, and performance. Develop and manage an effective and cohesive HR team, ensuring efficient delivery of HR services across the Bank. Supports the Board’s Compensation Committee. Talent Acquisition & Workforce Planning Oversee recruiting, hiring, and onboarding processes to ensure the Bank attracts the high-quality talent needed to succeed. Develop workforce planning strategies to support the Bank’s strategic plan and evolving skill needs. Employee Relations & Engagement Foster employee engagement through communication, feedback mechanisms, and engagement surveys. Oversee employee relations functions, including performance management, corrective action, escalation and resolution of employee issues, and thorough, unbiased workplace investigations to ensure legal compliance and a culture of accountability and trust. Provide guidance and coaching to managers on employee relations matters, performance management, disciplinary actions, and conflict resolution. Ensure consistent application of HR policies while maintaining a people-centered, fair, and respectful workplace. Compensation, Benefits & Performance Evaluation Oversee compensation strategy, salary administration, incentive plans, and performance evaluation processes. Ensure compensation and benefit programs are competitive, compliant, and aligned with the Bank’s financial performance and risk appetite. Oversee benefits administration, including vendor coordination, plan management, enrollment processes, employee inquiries, and compliance requirements to ensure accurate and timely delivery of all benefit programs. Partner with Finance and executive leadership on budgeting for compensation and benefits. Compliance, Risk Management & Governance Ensure compliance with all federal, state, and local employment laws and regulations, including those relevant to the banking industry. Maintain HR policies and procedures that meet regulatory expectations and support a strong control environment. Oversee training programs related to compliance, ethics, harassment prevention, and Bank policies. Learning & Development Design and implement training and development programs for employees and leaders, including onboarding, leadership development, and succession planning. Support management development to strengthen leadership capabilities across the organization. HR Operations & Systems Oversee HR systems, records management, and data analytics to support decision-making and reporting. Continuously improve HR processes to balance efficiency, compliance, and employee experience. Qualifications Education & Experience Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree preferred. Minimum of 8–10 years of progressive HR experience, with at least 5 years in a senior leadership role. Prior experience in banking or financial services strongly preferred; community bank experience is a plus. Traits Embodies the Bank’s core values of driven, dedicated, and engaged. Knowledge & Skills Strong understanding of employment law, HR best practices, and regulatory considerations within a financial institution. Proven ability to operate both strategically and tactically in a mid-sized organization. Excellent interpersonal, communication, and influencing skills; ability to build trust with executives, managers, and employees. Demonstrated leadership, judgment, and discretion in handling sensitive and confidential matters. Experience leading and developing HR teams and managing third-party vendors. Certifications SHRM-SCP, SPHR, or similar professional certification preferred.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree preferred.
Minimum of 8–10 years of progressive HR experience, with at least 5 years in a senior leadership role.
Strong understanding of employment law, HR best practices, and regulatory considerations within a financial institution.
Proven ability to operate both strategically and tactically in a mid-sized organization.
Excellent interpersonal, communication, and influencing skills; ability to build trust with executives, managers, and employees.
Demonstrated leadership, judgment, and discretion in handling sensitive and confidential matters.
Experience leading and developing HR teams and managing third-party vendors.
Embodies the Bank’s core values of driven, dedicated, and engaged.

Nice To Haves

Master’s degree preferred.
Prior experience in banking or financial services strongly preferred; community bank experience is a plus.
SHRM-SCP, SPHR, or similar professional certification preferred.

Responsibilities

In conjunction with the CEO and executive leadership, develop and execute a comprehensive human resources strategy aligned with the Bank’s business objectives, culture, and risk profile.
Serve as a strategic partner to the CEO, executive leadership, and department heads on workforce planning, organizational design, succession planning, and leadership development.
Champion a strong culture that reflects the Bank’s core values and commitment to customers’ well-being, community, integrity, and performance.
Develop and manage an effective and cohesive HR team, ensuring efficient delivery of HR services across the Bank.
Supports the Board’s Compensation Committee.
Oversee recruiting, hiring, and onboarding processes to ensure the Bank attracts the high-quality talent needed to succeed.
Develop workforce planning strategies to support the Bank’s strategic plan and evolving skill needs.
Foster employee engagement through communication, feedback mechanisms, and engagement surveys.
Oversee employee relations functions, including performance management, corrective action, escalation and resolution of employee issues, and thorough, unbiased workplace investigations to ensure legal compliance and a culture of accountability and trust.
Provide guidance and coaching to managers on employee relations matters, performance management, disciplinary actions, and conflict resolution.
Ensure consistent application of HR policies while maintaining a people-centered, fair, and respectful workplace.
Oversee compensation strategy, salary administration, incentive plans, and performance evaluation processes.
Ensure compensation and benefit programs are competitive, compliant, and aligned with the Bank’s financial performance and risk appetite.
Oversee benefits administration, including vendor coordination, plan management, enrollment processes, employee inquiries, and compliance requirements to ensure accurate and timely delivery of all benefit programs.
Partner with Finance and executive leadership on budgeting for compensation and benefits.
Ensure compliance with all federal, state, and local employment laws and regulations, including those relevant to the banking industry.
Maintain HR policies and procedures that meet regulatory expectations and support a strong control environment.
Oversee training programs related to compliance, ethics, harassment prevention, and Bank policies.
Design and implement training and development programs for employees and leaders, including onboarding, leadership development, and succession planning.
Support management development to strengthen leadership capabilities across the organization.
Oversee HR systems, records management, and data analytics to support decision-making and reporting.
Continuously improve HR processes to balance efficiency, compliance, and employee experience.