Human Resources Director

State Bank Financial•La Crosse, WI

7d•Onsite

About The Position

The Director of Human Resources directs the Bank’s Human Resources department in support of its strategic direction. The role recommends and administers personnel systems that promote staff morale and a strong return on the Bank’s investment in human resources, oversees associate training and development, and ensures responsibilities are completed in accordance with federal and state compliance requirements and the Bank’s Culture of CARE. This onsite leadership position reports to the President/CEO and serves on the Executive Committee. The Director leads strategic HR initiatives, recruiting and hiring, employee relations, compensation, benefits, compliance, recordkeeping, training, and development. The role advises management and employees on employment issues, investigates complaints, administers workers’ compensation and unemployment matters, and keeps associates informed about policy, procedure, and benefit changes. Work is performed largely in an office environment during normal business hours. Deadline pressure is integral to the job. The position requires regular mental and visual concentration for computer use and for reading and assimilating complex, technical compliance information. The employee alternates among walking, sitting, standing, stooping, and bending, and may occasionally lift up to 15 pounds of office supplies or documents.

Requirements

Bachelor’s degree in human resources, business administration, business management, or equivalent.
A minimum of seven years of human resources experience.
Demonstrated ability to maintain the integrity of highly confidential employee, applicant, and organizational information.
Ability to meet job-related qualification standards and perform the essential functions, with or without reasonable accommodation.

Nice To Haves

Experience in or knowledge of employee relations, selection, compensation, benefits, wage-and-hour compliance, major employment laws (including Title VII, FLSA, OSHA, FMLA, and COBRA), and policy.
SHRM-CP, SHRM-SCP, or PHR certification.

Responsibilities

Identify organizational and workforce needs and develop and implement strategic HR initiatives that enhance organizational effectiveness, operational excellence, leadership capability, and business growth.
Administer and maintain the HRIS, currently ADP, and train managers and associates to access and use it.
Maintain and update the Employee Handbook; recommend and develop employment programs, policies, procedures, and controls; guide management and employees on employment issues; advise management on employment law; and assist with performance plans, appraisals, and disciplinary documentation.
Manage all phases of recruiting and hiring, including posting jobs, screening applicants, scheduling interviews, extending offers, administering pre-employment processes, and notifying unsuccessful applicants.
Welcome new hires and explain the Culture of CARE, time-off programs, and applicable benefits.
Oversee training and development, including new associate orientation, and track and maintain the training budget.
Deliver training as appropriate, including new associate orientation, True Colors, Culture of CARE, and effective use of ADP.
Coordinate wage and salary policies, including internal and external base compensation equity, incentive compensation, and compliance with wage-and-hour regulations.
Administer employee benefit plans, including health, dental, flexible spending, life, AD&D, long-term disability, leave, COBRA continuation, and retirement plans; research and recommend valuable and cost-effective benefit changes.
Maintain legally required and other employee and HR program records and documentation, and process required government reports, using the HRIS where possible.
Investigate internal complaints involving discrimination, harassment, safety, and other concerns; respond to EEO, OSHA, FMLA, and wage-and-hour charges; and involve an attorney or consultant when appropriate.
Administer the workers’ compensation program and coordinate with insurance representatives, employees, and medical providers regarding injuries, illnesses, and fitness to return to work; work with the Bank’s attorney on litigation cases.
Represent the Bank in unemployment compensation insurance matters.
Keep employees informed of changes in Bank policies, procedures, and benefits through channels such as email, meetings, and newsletters.
Obtain training certifications as necessary to deliver training, such as True Colors certification.
Maintain professional community relations to increase the Bank’s visibility and support personal development.
Continue professional development and participate in internal and external training opportunities as required.
Serve on Bank committees as needed and perform other job-related duties necessary to carry out the position’s responsibilities.