| Employer: | Reliant Community Federal Credit Union |
| Job Location: |
Sodus - Wayne County |
| Employment Type: | Full Time |
Description: |
Working within a culture of service and teamwork, partners with managers to identify staffing and development needs for the attainment of organizational objectives. Develops a diverse approach to implement recruitment, training, and development processes so that people with the right skills and motivations are in the right place at the right time.
Equips managers with the tools and skills necessary to provide employees with clear, specific, developmentally-focused feedback that fosters a learning environment so that employees realize their highest potential.
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Duties: |
Employee Development
1. * Analyzes business needs, performance levels, and training requests to identify gaps between current and desired performance levels, and current and future skill requirements. Utilizes this information to identify training and non-training solutions. Suggests most effective methods of addressing performance and development needs.
2. * Assists managers in developing and/or maintaining skills necessary to ensure effective levels of employee performance. This includes, but is not limited to
a. Establishing Expectations: Works with managers to facilitate appropriate work analysis and job design/redesign to ensure clear standards for performance are developed and communicated.
b. Performance Improvement: Provides guidance and support to managers and employees in correcting performance deficiencies. Guides management in determining and conducting appropriate disciplinary actions, and creating documentation to ensure consistency and adherence to policies and practices. Participates in developing and delivering performance improvement plans as needed.
c. Performance Enhancement: Provides guidance and support to managers in coaching employees who meet performance standards. This includes providing employees with effective feedback in a way that promotes growth and helps to develop new/additional skills in order to keep up with evolving position expectations.
d. Career Development: Provides guidance and support to managers in coaching employees who demonstrate potential for advancement, or who wish to stay in their current roles but seek additional challenges to remain engaged. This includes helping employees establish realistic career goals, assess their current skills and interests against these goals, and create a plan to develop their skills to meet these goals.
3. * Develops and implements systems that help employees understand the various career paths available within the organization and the job requirements of positions so that they are able to actively manage their own career and personal development.
Staffing
1. * Maintains a standardized recruitment process, including appropriate and timely processing of applicants, efficient interview schedules, educated interviewers, employment offers that are consistent with company compensation philosophy, and an applicant tracking process to ensure that reporting and analysis of staffing data is in compliance with government regulations.
2. * Determines most effective methods to attract a diversified pool of high quality applicants. Maintains a pulse on top talent within the external market place. Effectively leverages leads, contacts, and candidates for key positions to build a database for existing or future needs. Develops and maintains strong relationships with recruitment sources.
3. * Interviews prospective employees, determines suitability for employment, and refers candidates to department managers for job openings.
4. * Facilitates effective selection decisions through application of selection instruments and background screening to determine applicant capabilities and qualifications in key areas of the job to ensure a proper “fit”. Ensures validity and reliability of selection instruments and screening processes.
On-Boarding & Training
1. * Organizes and conducts an integrated new hire on-boarding process designed to transition new employees into their roles and the organization effectively and efficiently. Coordinates activities designed to solicit feedback from new employees during their training periods, assess training success, and monitor effectiveness of efforts. Recommends changes to on-boarding and training programs as appropriate.
2. * In cooperation with department managers, develops/refines position-specific training outlines to ensure appropriate training and understanding for employees new to their positions.
3. * Oversees and directs credit union training efforts to provide employees with the knowledge to effectively fulfill their responsibilities. Identifies training needs and implements effective solutions through existing programs, outsourced services, and custom development of programs. Conducts corporate level training.
4. Oversees the credit union’s education benefits program. Ensures employees are aware of educational opportunities, usage of programs is tracked and monitored, and department managers are aware of those participating in the program.
General
1. * Participates in HR policy and process development, ensuring the views of principal stakeholders are considered. Ensures that end products do not compromise HR management principles or the goals of the organization.
2. Participates in conducting exit interviews for resigning and transferring employees, and in the development of other employee feedback instruments. Participates in the assessment of information gained from feedback mechanisms to make recommendations for process and program improvements as appropriate.
3. * Maintains current awareness of compliance requirements and legal developments related to human resources.
4. * Participates as an active member of the Human Resource Committee to facilitate development of strategies to address current and future HR needs and opportunities.
5. Monitors and participates in the development of the employee development budget.
6. Participates in the review, assessment, and recommendation of employee benefit programs.
7. Provide support to other human resource functions as needed
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Qualifications: |
1. Bachelors degree in Human Resources or related course of study. SPHR or PHR highly desirable.
2. At least 5 years of progressively responsible, exempt-level experience in human resources with a specific emphasis on staffing, training, employee development, and coaching managers in effective employee management. At least 2 years of experience managing 2 or more employees. Additional experience may be considered in lieu of educational requirements.
3. Hands-on experience using diagnostic tools for job analysis, applicant selection, and performance management.
4. Experience with benefits administration, ERISA regulations, HRIS applications, compensation administration, internship and mentor programs, and employee feedback systems beneficial, but not required.
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