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What Will You Do: Manages credit union wide compensation program ensuring a forward thinking program to attract and retain top-tier talent. Leads and provides counsel on the design, development and administration of executive and employee compensation programs, salary structures, base salary adjustments, incentive and recognition plans and programs. Has oversight of the Incentive Compensation Program, ensures long-term and short-term plans and programs are in alignment with the operational policy and assists in the monitoring and auditing of the program. Oversees Position Control, Quarterly Forecast and Merit Increase Programs. Manages executive compensation for review and approval by AVP and CHRO. Ensures compliance for job postings/descriptions to ensure we are meeting state and federal requirements for all job postings. Manages the Payroll function and ways to improve and document the processes. Maintains, and reviews payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other related deductions. Develops a viable, sustainable succession plan strength throughout the team. Ensures that all departmental procedures are documented and are continuously updated and remain accurate. Acts as back-up to the HRIS team – works with HR systems including but not limited to: Core HRIS system, performance and succession management systems, compensation management tools, and reporting and metrics software tools. Completes any other job related duties needed to help drive to our Vision, fulfill our Purpose, and abide by our Organization’s Values.
Requirements: Bachelor’s degree in Human Resources Management, Finance, Business or related field and/or equivalent experience. Minimum of eight (8) years of compensation, including core HR processes, executive/incentive/sales program management, payroll, talent/succession management and reporting experience. Minimum of five (5) years of demonstrated leadership experience in Human Resources and/or related fields. Strong Microsoft Office products (Outlook, Excel, PowerPoint, and Word); to include advanced MS Excel skills (Pivot-Tables, VLookUps, MACROs, etc.). Experience of HR systems and software such as ADP. Advanced analytical and problem-solving skills and to think critically and creatively about new processes and solutions. Strong communication skills, including the ability to gather relevant data and information. Ability to work at all levels of the organization.