VP & Employee Experience Manager - Human Resources

SUMMARY: 

Responsible for leading the Employee Experience Center of Excellence (COE) and ensuring the effective delivery, governance, and continuous improvement of employee experience services throughout the employee lifecycle. Provides leadership, direction and supervisory oversight to Employee Experience team members in their execution of employee relations, employee engagement, performance management, workforce planning support, and employee experience programs.  

Partners with Human Resources leadership and business leaders to align Employee Experience initiatives with organizational goals and workforce strategies. Establishes operational standards, service level expectations, processes, and metrics to ensure consistent, compliant, and high-quality employee support across the organization. Oversees employee activities from post-hire throughout the employment cycle while fostering a positive and engaging employee experience. 

SUPERVISOR RESPONSIBILITIES: 

Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws.  Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; coaching and training team members, addressing complaints and resolving problems. 

ESSENTIAL DUTIES AND RESPONSIBILITIES: 

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

Takes action that contribute to the fulfillment of the Bank's Mission and Vision. 

Demonstrates pledge values. 

Uses the HR Mission and strategic plan to create a shared vision and drive execution of Employee Experience initiatives.   

Leads the Employee Experience Center of Excellence and establishes strategic priorities, operational standards, and service delivery expectations.   

Develops and continuously enhances Employee Experience programs, services, and processes to support employee engagement, retention, and organizational effectiveness.   

Partners with HR leadership and business leaders to identify workforce needs and develop solutions that support organizational objectives.   

Invests time to know and maximize the strengths, preferences and experiences each employee brings to the team 

Leads Employee Experience team members to execute annual strategic initiatives, operational priorities, and job responsibilities. 

Develops team practices and accountability measures that encourage engagement, reinforce priorities, and deliver execution excellence. 

Creates and maintains and governs standard operating procedures with Service Level Agreements and best practices for the Employee Experience core services. 

Establishes and monitors service metrics to ensure quality, consistency, efficiency, and compliance in Employee Experience service delivery.   

Identifies opportunities for process improvement and operational effectiveness and leads implementation of solutions that enhance the employee experience.  

Observes team members to identify successes and opportunities. 

Facilitates coaching conversations that result in an action plan to achieve performance, capability,  and development goals. 

Mentors team members and supports development plan to enhance performance and professional growth.  

Serves as an escalation point and provides strategic oversight for employee relations matters, ensuring consistent application of policies and employment practices.  

Manages employee relations issues, provides guidance on policy interpretation, and escalates complex cases to the appropriate team for resolution. 

Develops and implements performance improvement plans to address underperformance and support employee development.  

Ensures compliance with workplace environmental standards and addresses concerns related to health, safety, and sustainability.  

Supports business in timely execution of annual compensation processes, performance evaluations, and related HR programs.  

Conducts deep-dive talent reviews and collaborates on workforce planning strategies to align talent with organizational goals.  

Utilizes workforce data, trends, and employee feedback to identify opportunities and recommend solutions that improve organizational effectiveness and employee experience  

Lead enterprise employee engagement initiatives, including the development and execution of action plans based on survey results and employee feedback. 

Coordinates HR-related activities during building closures, including communication and employee support.  

Provides guidance and support on general HR topics such as benefits, payroll, and policy questions.  

Facilitates employee listening sessions to gather feedback and promotes an open, inclusive workplace culture.  

Represents the organization in unemployment hearings and ensures compliance with legal requirements.  

Responds to employment verification requests from prospective employers of former employees. 

Manages resignation processes, conduct exit interviews, and evaluate counteroffer strategies when appropriate.  

Answers communications, either phone or email, and provides resolutions, answers question or escalates as needed. 

Serves as backup to other team members and HR functions as needed. 

Partners with HRIS, Benefits, Payroll, Talent Acquisition, Learning & Development, and HR Business Partners to ensure a seamless employee experience across HR functions 

Works with HRIS team members or IT to resolve escalated issues with HRIS or other applications. 

OTHER REQUIREMENTS:  

Banking is a highly regulated industry, and you will be expected to acquire and maintain a proficiency in the Bank's policies and procedures, and adhere to all laws, rules and regulations that are applicable to your conduct and the work you will be performing.  You will also be expected to complete all assigned compliance training in a timely manner.  

Professional demeanor in appearance, interpersonal relations, work ethic and attitude. 

Possess clear, concise, effective written and oral communication skills to effectively express thoughts, ideas and concepts to management, bank employees and bank customers in a collaborative and solutions-oriented manner. 

Ability to interact effectively across all levels of the organization, including senior management, the branch network, other departments and vendors. 

Excellent verbal, written and presentation skills with the ability to define and solve problems.   

Team player with a positive outlook 

Ability to work independently and meet communicated deadlines. 

Ability to maintain confidentiality. 

Demonstrated proficiency in basic computer applications such as Microsoft Office.   

Ability to learn HRIS system and other applicable software or applications.

Bachelor’s degree in business administration or related field preferred.  

Minimum of eight years of Human Resources experience required; experience in the Employee Relations field required. 

Minimum of three years in a supervisory and leadership role required. 

HR Certification preferred.