Summary: Leads the Human Resources department to ensure daily operations are effectively managed, regulatory obligations are met, and employees and leaders receive responsive, practical, and consistent support. Provides strategic and operational leadership for the Human Resources function. Applies sound business judgment to balance organizational objectives, employee considerations, and employment-related risk. Strengthens the people, systems, and practices that enable Noble's continued growth.
Essential Duties and Responsibilities:
Leads the Human Resources function and is accountable for the effective delivery of the full range of HR services, programs, operations, and regulatory responsibilities.
Ensures daily HR operations are maintained accurately, consistently, efficiently, and in compliance with applicable laws, regulations, policies, and internal standards.
Leads, coaches, and develops the Human Resources department to provide responsive, practical, and high-quality service to employees and leaders, with the same care and accountability Noble brings to serving its members.
Translates organizational priorities into HR goals, operating plans, initiatives, and measurable outcomes, and maintains clear ownership and follow-through across the function.
Serves as a trusted business advisor to executives and managers on workforce planning, organizational effectiveness, performance management, employee relations, organizational change, and other complex people matters.
Leads complex employee relations matters, workplace investigations, corrective actions, and employment decisions, ensuring fair, consistent, timely, and well-documented outcomes while balancing organizational risk with sound business judgment.
Maintains expertise in applicable federal, state, and local laws, regulations, and regulatory guidance affecting the workplace, proactively identifying emerging risks and implementing practical, business-minded solutions that support compliance while enabling the organization to achieve its strategic objectives.
Oversees talent acquisition, onboarding, compensation administration, benefits, payroll, leave administration, workers' compensation, HR systems, employee records, regulatory reporting, and related vendor relationships.
Develops, implements, and continuously improves HR policies, procedures, systems, controls, and service delivery to strengthen operational effectiveness, consistency, and the employee experience.
Partners with organizational leaders to assess workforce needs, support organizational design, strengthen succession planning, and build internal talent and leadership capability.
Oversees compensation and benefits programs, including market analysis, pay administration, plan effectiveness, and recommendations that support internal equity, competitiveness, and organizational sustainability.
Uses workforce metrics, trends, and analytics to evaluate HR performance, identify risks and opportunities, and provide clear recommendations to the Chief Administrative Officer and executive leadership.
Partners with Learning and Development to support leadership development, performance management, employee engagement, organizational culture, and enterprise change initiatives.
Leads HR support for workforce transitions and other significant organizational initiatives through thoughtful planning, communication, risk assessment, and disciplined implementation.
Keeps the Chief Administrative Officer informed of significant HR matters, emerging risks, department performance, and issues requiring executive awareness or decision.
Support the Credit Union’s strategic plan, mission, values, and principles.
Ensure compliance with all safety, security and compliance programs including but not limited to BSA, AML, OFAC, Branch Security and Safety. Exercise awareness in regard to suspicious activity, money laundering or fraudulent behavior.
Perform all other related duties as assigned.
Supervisory Responsibilities:
Directly supervise the Human Resources Manager and provide oversight for additional Human Resources staff and functions. Responsible for carrying out supervisory duties in accordance with organizational policies, procedures, and applicable laws and regulations. Responsibilities include hiring, training, coaching, assigning and evaluating work, conducting performance reviews, addressing performance or conduct issues, and supporting employee development. Accountable for staffing, performance outcomes, and modeling expected behaviors.
Bachelor’s degree (B.A.) from four-year college or university in Human Resources, Business Administration, Organizational Development, or a related field and at 8-10 years of progressive human resources experience, including broad experience across employee relations, employment law, compensation, benefits, talent acquisition, performance management, and HR operations; or equivalent combination of education, experience, and training. At least five years of leadership or management experience required. Significant experience applying California employment law and advising senior leaders on complex employee matters is required. Experience in a financial institution or other highly regulated environment is preferred. SPHR, SHRM-SCP, PHRca, or comparable senior HR certification is preferred.
