Plans, develops, and manages all human resource and benefit programs, including compensation, paid time off, health insurance, life & disability insurance, retirement planning, and all other benefits the Firm offers. Coordinates and oversees all recruiting, interviewing, hiring, and onboarding efforts for new employees. Processes terminations. Conducts investigations and manages employee performance. Ensures the Firm is in compliance with applicable state and federal employment and benefit laws. Manages all legal staff. Provides candid advice to the CEO and Board of Directors.

Responsible for full-cycle recruitment support for support/professional positions and contact center positions of the Credit Union through the use of best practices. Maintains recruitment reporting, metrics, and administers compensation program parameters to new hires, promotions, transfers, and position changes. Directs selection and recruitment of specialty and management employees to include: job postings, screening/prescreening, skill/behavioral testing, conducts interviews, and performs reference, credit and background checks on qualified applicants. Communicates job offers and declines and coordinates new hire process. Provides direction to managers and supervisors regarding the interview process; recommendations to backfill/hire/promote, job description evaluation and creation. Analyze appropriate compensation levels for applicants/promotions in order to extend external offers, promotional offers and facilitate transfers.

Managed all human resources functions; particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Oversaw all scheduling needs including ensuring staffing levels are appropriate to the needs and budget of each home, prioritizing open shifts, and continually updated and forecasting staffing requirements. Provided support and guidance to staff when complex, specialized, and sensitive questions and issues arise. Managed the talent acquisition process, including recruitment, interviewing, and hiring of qualified job applicants. Represented employer in unemployment hearings. Analyze trends in compensation and benefits. Researched and proposed competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Oversaw employee disciplinary meetings, terminations, and investigations. Guaranteed compliance with federal, state, and local employment laws and regulations, and recommended best practices.

Led a service culture that prioritized the guest service experience, model, train, and coach expectations to deliver the service standard. Demonstrated a commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviors, and proactively managing bias. Drove total store sales. Created schedules and made adjustments as needed to align to guest traffic and business needs. Managed team to effectively plan merchandising and pricing workload including transitions, revisions, sales plans, sampling and promotions. Assessed the competition and leveraged guest insights and feedback to drive the business and be the destination of choice for guests.

Anticipate staffing needs, talent plan and recruit – both long and short term. Accountable for driving and maximizing profitable sales through effective merchandising. Create a scheduling plan in partnership with Team Leaders based off of monthly and weekly business workload and guest traffic. Managing the performance of team members through coaching, mentoring, and recognition, while delegating responsibilities to drive for results. Strategizing plans and leading execution of floor resets, merchandising and sales floor workload to maintain exceptional brand standards.