VP, People Operations

Nutmeg State Financial Credit Union•Rocky Hill, CT

About The Position

The primary purpose of this position is to lead the strategy, systems, processes, compliance and service delivery functions of Human Resources to ensure operational excellence and scalability.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Management or related field required.
A minimum of seven years of progressive Human Resources experience, including responsibility for HR operations, compliance, employee relations, benefits, HR technology, and process management
Experience overseeing HRIS, payroll, and other HR technologies.
Demonstrated success leading cross-functional projects, process improvement efforts, and organizational change initiatives.
Comprehensive knowledge of HR operations, employment law compliance, and employee lifecycle processes
Strong expertise in HR technology, systems administration, data governance, and reporting.
Demonstrated skill in vendor management, contraction negotiation, and third-party service oversight.
Ability to lead process improvement initiatives, project management efforts, and operational scaling strategies.
Strong analytical, problem-solving, and business acumen skills with the ability to leverage data for strategic decision making.

Nice To Haves

Master’s degree in related discipline preferred.
Experience within a credit union, banking, financial services, or other highly regulated environment preferred.
Preferred credentials include SHRM-SCP, SPHR or similar.

Responsibilities

Lead, Manage, and Promote Accountability: Guide, inspire, and align your team with Nutmeg’s vision by setting a clear direction, aligning resources, and fostering a culture of accountability and trust. Organize people (Right People, Right Seats), process, and resources to achieve measurable results. Track performance, facilitate team meetings, and address issues promptly to maintain traction towards goals. Own and deliver on roles, responsibilities, and measurable outcomes that support Nutmeg’s vision. Provide clarity and coaching to address performance issues timely. Employ data-driven standards whenever possible. Foster a culture where teammates take ownership of their contributions, report progress, and resolve issues collaboratively.
HR Operations, Compliance & Employee Lifecycle Management: Oversee recruitment, onboarding, job changes, promotions, transfers, and offboarding processes. Ensure compliance with federal, state, and employment regulations across all locations. Maintain HR policies, procedures, and employee records. Manage audits, reporting requirements, and supporting regulatory examinations. Drive process standardization and continuous improvement to enhance efficiency and employee experience. Establish and monitor HR service-level standards and operational metrics.
HR Technology, Systems & Data Management: Lead the administration and optimization of HRIS, payroll, performance management, and other people systems. Develop an HR technology roadmap that supports organizational growth and automation. Ensure data integrity, security, reporting accuracy, and system governance. Develop workforce dashboards and analytics that support strategic decision-making. Evaluate and implement technology solutions that increase efficiency and employee & manager self-service capabilities.
Benefits, Compensation & Vendor Management: Oversee employee benefits, retirement plans, leave administration, and wellness programs. Manage compensation administration, salary structures, and market benchmarking activities. Lead relationships with HR vendors, brokers, consultants, outsourcing partners, and technology vendors. Negotiate vendor contracts and service-level agreements to maximize value and performance. Monitor vendor performance, compliance, costs, and service delivery outcomes. Identify opportunities to consolidate, streamline, or enhance vendor services.
Process Improvement, Project Management & Operational Scalability: Lead HR operational projects, process redesigns, and continuous improvement initiatives. Develop standardized workflows, documentation, and operating procedures. Create scalable processes to support growth, acquisitions, and organizational change. Manage enterprise HR projects, including system implementations and program rollouts. Establish operational metrics and dashboards to measure effectiveness and identify opportunities. Partner across departments to improve employee and manager self-service capabilities.