AVP of People Experience

How to apply: Complete an Online Application at our website www.capedcu.com for the specific job opportunity that interests you. Resumes are not accepted in lieu of an application.

*This position will have the opportunity to be remote hybrid after a training period upon hire*

Role: The AVP of People Experience contributes to the obtainment of CapEd’s business objectives and mission by leading strategic and operational initiatives across the employee lifecycle to foster engagement, equity, and excellence. This position’s focus includes total rewards strategy, performance management, workforce planning, and change leadership. This mid-level-leader position is responsible for all talent management functions for direct reports including talent acquisition, performance management, time management and people development over the People Solutions team. This position sets the operational direction for the span, often a single subfunction, through collaborating with the Chief People Officer and other credit union leaders to enhance organizational effectiveness and leadership capability.

Essential Functions & Responsibilities:

• Provide strategic direction and leadership to the Total Rewards function, including compensation philosophy, frameworks, benefits, payroll, retirement, and wellbeing programs and ensure total rewards programs are competitive, equitable, and aligned with CapEd’s strategic goals and employee value proposition.
• Provide executive guidance on complex compensation matters, pay equity analysis, market benchmarking, including incentive plans, retention strategies, and executive pay.
• Partner with AVP of People Strategy in workforce planning processes, forecasting, succession planning, skills gap analysis, job architecture, career paths, and role definitions.
• Oversee employee relations strategies to ensure fair, equitable, and compliant employment practices that support a positive workplace culture.
• Lead complex employee relations investigations, ensuring documentation, confidentiality, and consistency in outcomes.
• In partnership with the People Business Partner and People Development team, use insights from employee relations data to identify opportunities for proactive action and leadership development.
• Lead the development and use of key people metrics and data analytics to identify trends, risks, and opportunities that inform decision-making across all People Experience areas.
• Lead change management initiatives, ensuring smooth adoption of strategic projects, organizational shifts, or cultural transformations.
• Cultivates great employee experience and wellbeing to mitigate employee turnover through hiring, assessing performance, coaching and developing employees in adherence to CapEd policies and employment law.
• Optimizes operations through monitoring span performance and data, identifies risk trends and recommends operational risk policies and strategies for span. Often recommends and leads key tactics and projects.
• Develops, illustrates, and communicates budgets and cost containment for span.
• Maintains knowledge of all Credit Union products, services, and promotions.
• Contributes to efficient Credit Union operations by performing other job-related duties as assigned.

Knowledge and Skills:

Experience: Eight to ten years of progressive HR leadership experience, including compensation strategy, people analytics, employee relations, total rewards, and workforce planning.

• Demonstrated experience leading change management and aligning HR strategy with business performance.
• Strong analytical skills with the ability to translate data into actionable insights.
• Excellent communication, facilitation, and stakeholder management skills.
• Financial services/credit union or highly regulated industry experience preferred.

Education: (1) A bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required, or (2) achievement of formal certifications recognized in the industry as equivalent to a bachelor's degree (e.g. information technology certifications in lieu of a degree). Master’s degree or HR certification (SHRM-SCP/CP, CCP) preferred.

Critical Job Competencies:

Brand Promise: To make a difference - every member experience matters. Employees of CapEd carry out our promise and values of EP!C by being Empowered - We are knowledgeable and trusted to make decisions. Professional - We are respectful in creating outstanding experiences. Innovative - We seek new ideas for positive change. Collaborative - We connect with each other to implement solutions.

• Building Strategic Working Relationships and Partnerships: Identifying opportunities and taking action to develop strategic and collaborative relationships with other areas, teams, departments, or organizations to help achieve business goals.
• Decision Making: Identifying and understanding key issues and opportunities; using an effective approach for choosing a course of action or developing appropriate solutions based on data and potential outcome analysis, facts, constraints, and organizational values. Committing to a course of action and then taking action.
• Leadership and Coaching for Success: Keeping CapEd’s vision and values at the forefront of decision-making and action. Focusing and guiding others in accomplishing work objectives and problem solving. Using appropriate methods and a flexible interpersonal style to help build a cohesive team, facilitating the completion of team goals.
• Managing Conflict: Dealing effectively with others in an antagonistic situation; using appropriate interpersonal styles and methods to reduce tension or conflict between two or more people.

Very Important Competencies:

• Adaptability, Energy, and Stress Tolerance: Taking responsibility to meet member needs and build loyal relationships; Maintaining professional performance and character under pressure, provocation, or ambiguity; Consistently sustaining high levels of activity or productivity with vigor and effectiveness over extended periods of time.
• Building Loyalty and Trust: Interacting with others in a way that gives them confidence in one’s intentions and those of the organization. Making the needs of others a priority in order to actively build and develop productive internal and external relationships.
• Change and Action: Encouraging others to seek opportunities to different and innovative approaches for problems and opportunities. Facilitating the implementation and acceptance of change within the workplace while remaining open-minded and accepting other ideas.
• Delegating Responsibility and Developing Others: Developing individuals while allocating decision-making authority and/or task responsibility to maximize the organization and individuals’ effectiveness.

Physical Requirements:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit and/or remain in a stationary position; use hands to finger, handle, operate, input or feel; reach with hands and arms in any direction; talk, communicate, converse, exchange information and hear; balance, kneel, walk and stand, occasionally moving and traversing; and will frequently use a computer and/or phone. There may be repetitive motions, making substantial movements of the wrists, hands, and/or fingers. The employee needs the ability to wear personal protective gear correctly. This is considered sedentary work: exerting up to 10 to 25 pounds of force occasionally and/or a negligible amount of force frequently or consistently to lift, carry, push, pull or otherwise move objects, including the human body. Specific vision abilities required by this job include close vision, distance vision, peripheral vision and ability to adjust focus.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The worker is subject to inside environmental conditions: protection from weather conditions but not necessarily from temperature changes and/or seasonal brightness through windows. This position may involve periodic stressful conditions. The Credit Union's business days are Monday through Saturday between the hours of 8:00 a.m. to 6:30 p.m.; however, this position may occasionally require an adjusted work schedule, overtime, and to include evening/weekend hours. The noise level in the work environment is usually moderate.

Disclaimer:

NOTICE: This job description does not create a contract of employment and at all times your employment, if any, remains at will. This job description also in no way limits the duties to be performed by the employee, which may be assigned or modified from time to time by Capital Educators Federal Credit Union. Please know that Capital Educators Federal Credit Union is an Equal Employment Opportunity Employer and all decisions regarding employment including hiring and promotion are based on the individual meeting the essential functions of the job, with or without reasonable accommodation, and without a direct safety threat or undue hardship. We are interested in every qualified candidate who is eligible to work in the United States. However, we are not able to sponsor visas.