Summary: Under the direction of the Vice President of Human Resources, the Manager Human Resources will lead and direct the routine functions of the Human Resources department including employee relations, hiring and interviewing staff, and enforcing credit union policies and practices. Serves as a member of the Human Resources / Professional Development triad.

Essential Duties and Responsibilities:

Employee Relations: Collaborates with legal counsel when necessary to ensure respectful, fair, and equitable treatment of all. Provides support and guidance when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, evaluating allegations of wrongdoing, and terminations. Oversees employee disciplinary meetings, terminations, and collaborates with internal audit, and security in investigations.

Talent Management: Manages the talent acquisition process, which includes recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles. Collaborates with departmental managers to understand skills and competencies required for openings.

Strategic Planning:Partners with the leadership team to understand, predict and execute the credit union’s talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.

Research: Researches, analyzes and develops recommendations based on research of human resource policies and employment practices. Researches and explains laws and legal affairs concerning employment to leaders and staff.

Training: Advises and trains leaders at all levels in best employee relations practices and strategies for resolving problems. Identifies training needs. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Federal/State Regulations: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

Build Talent: Responsible for staff development and ensure the team’s ability to perform work duties accurately; work objectively with the highest level of integrity independence and maintain confidentiality at all times. Directly oversees Human Resources Generalists and Talent Acquisition Specialists.

Additional Responsibilities: Performs other duties as assigned.

Additionally: Responsible for completion of applicable training and compliance on federal regulations and APGFCU policies and procedures as related to the duties of this position (Bank Secrecy Act, Information Security as examples, if applicable).

QUALIFICATIONS:

Education: Bachelor’s degree in Human Resources, Business Administration, or related field required. SHRM-CP or PHR preferred. Experience can be credited in lieu of education.

Experience: A minimum of five years of human resource management experience preferred.

Knowledge, Skills & Abilities:

Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

Physical Demand: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to stand; walk; use hands to finger, handle, or feel objects, tools, or controls; and talk or hear. The employee frequently is required to reach with hands and arms. The employee is frequently required to sit, stoop, kneel, or crouch. The employee must be able to handle prolonged periods of sitting at a desk and working on a computer. The employee must frequently lift and/or move up to 15 pounds, and be capable of transporting related supplies and equipment. Specific vision abilities by this job include vision, distance vision, color vision, peripheral vision, depth perception and the ability to focus. The employee must be able to access and navigate each department at the organization’s facilities.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Aberdeen Proving Ground Federal CU

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Manager Human Resources