First Senior Vice President, Director of Human Resources

Location: Topeka, Kansas
Date Posted: 08-15-2017
TITLE: First Senior Vice President, Director of Human Resources
REPORTS TO: President and Chief Executive Officer
HOURS: Monday-Friday 8:00am-5:00pm and other days/hours as needed.
LOCATION: Topeka, KS  (Incumbent will office and (ideally) reside in Topeka.)
CLASSIFICATION: Full-Time, Exempt
FUNCTION: Provide leadership and direction to accomplish our Mission as well as our strategic financial and growth objectives. This position is also responsible for oversight of all aspects of the HR function including staffing, performance management, compensation and benefits, employee relations, payroll, employee development, and governmental regulatory laws / administrative rulings.

Our Mission: CoreFirst Bank & Trust will distinguish itself as a strong, active, and progressive bank in our communities and industry. We will be known for our honest dealings, honest employees, honest customers, and legendary service. Continuous improvements to our systems, processes, and practices will be confirmed with increasing annual net income, sustaining strong asset quality, diversifying our balance sheet, gaining market share, efficiently running operations, managing our risks, and having an aligned organization.
 
Directs the Following Positions:
 
                        Human Resource Administrator (Recruitment, Training, & Employee Relations)
                        Benefits & Compensation Administrator
                        Human Resource Specialist (Assist in recruitment & administrative duties)
                        Payroll Specialist
  
ESSENTIAL FUNCTIONS:
 
Strategic: As a member of the Administrative Committee providing input on the Bank’s human resource goals and initiatives and advice/counsel to other members of the Administrate Committee, including the CEO.
  • Evaluates and advises on the impact of existing / new programs and provides input on long range planning.
  • Assists CEO & department head’s in analyzing HR cost vs. productivity; providing recommendations as necessary.
  • Keeps abreast of employee relations needs/concerns, including formal/informal survey(s), discussions, and evaluations.
 
Staffing & Staff Management: Recommend and maintain staffing levels to accomplish company goals and objectives
  • Oversee recruitment selection plan and process
    • recruiting
    • advertising
    • interviewing
    • candidate evaluation/testing
    • hiring qualified and quality employees
  •  Participates in the recruitment activities of Senior level positions
  • Build and support a positive team environment
  • Provide continuous motivation and contact with team to maintain a quality service and sales culture
  • Exercise the usual authority of a department head concerning staffing, performance appraisals, promotions, rewards and recognitions, salary administration and terminations
  • Recommend personnel changes as required to maintain service objectives
  • Oversees the bank’s new employee orientation & onboarding process.
 
 Compensation: Manage compensation programs to ensure regulatory compliance and competitive salary levels
  • Evaluate and recommend improvements to insure CoreFirst has competitive compensation programs
  • Oversees various compensation & benefits surveys
  • Assist/advise management regarding various incentive plans/programs
  • Assists CEO with the Board HR Committee; providing input & reporting

Position Management: 
  • Oversees position management, including job descriptions, headcount/FTE, and salary/budget expense
  • Oversees the leveling of existing and new jobs; changes to existing jobs; and titles assigned to positions
 
Benefits: Direct the administration of benefit programs to include:
  • Health & Dental/ Vision/Flexible Spending-Health Savings Accounts                                   
  • Retirement: 401(k) & ESOP                                       
  • Disability (Long Term; Short Term; AD&D)/Life insurance
  • Vacation/leave benefits/ Accident & Critical Illness
  • Employee Assistance program
  • Evaluate and recommend improvements to all benefit programs

Training & Development: Develop and retain quality employees through:
  • New employee on-boarding and training
  • Ongoing communication with business owners and team members
  • Development and management of management/supervisory training programs for functions that are relevant to performance management and  the performance review process
  • Continue to improve organizational effectiveness through the  performance management process
 
Employee Relations:
  • Evaluate the company culture and provide recommendations on changes to accomplish company goals and objectives
  • Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
  • Drive an Employer of Choice environment by promoting and implementing associate relations programs and evaluating effectiveness.
  • Assist staff in counseling, career development needs, and conflict management matters
  • Investigate, provide information, and work towards resolving grievances
  • Manage the process of termination of employment, both voluntary and involuntary
  • Work with internal and external staff and  legal counsel as needed
  • Maintains the bank’s affirmative action plan
  • Administrative committee sponsor of Bank wide COREmitment (employee engagement) team
 
Policy Development: Manage and maintain the HR Policy and Human Resources manual:
  • Make recommendations for change when necessary
  • Work with management & counsel, internally and externally, to implement policy changes
 
Budget: Develop and manage the annual HR (compensation, benefits, training, and employee events/relations) budget
 
Other
  • Comply with EEOC and other governmental laws and regulations at the state and federal level
  • Keep abreast of industry practices and trends in HR and communicate and recommend appropriate actions to management
  • Keep abreast of changes in employment law and communicate with management as necessary
  • Work with outside HR consulting partners, as needed.
 
General:
  • Management should establish a culture that is guided by strong risk management, governance, and internal controls which supports and provides the appropriate standards and incentives for professional and responsible behavior.
  • Management should inform the internal audit/risk management function of new developments, initiatives, projects, products, and operational changes and ensure that all associated risks, known and anticipated, are identified and communicated at an early stage.  This includes utilizing the work conducted by the internal audit/risk management function in a manner that supports Board approved policies and long-term soundness of the bank.
  • Audit & Risk Management: Provides information to internal/external auditors as needed (i.e. ESOP, 401(k), SAFE Act, HR processes) and Risk Management staff.
 
Standing Committees / Meetings: Serve on the following management committees:
  • Administrative Committee
  • ESOP/401(k) Advisory Committee
  • IT Steering Committee
 
Serve on the following Board level meetings:
  • Board HR committee
  • Provide information to full Board as needed
 
KNOWLEDGE, SKILLS AND ABILITIES:
  • Excellent communication skills, both oral and written
  • Strategic thinker
  • Skills/ability in the recruitment/selection of staff
  • Good/sound judgement in assessing employee relation(s) situations
    • Employee counseling
    • Conflict management skills/ability
  • Strong presentation/facilitation abilities
  • Demonstrated ability to lead a team
  • Must be a creative thinker and excellent team player
  • Negotiation & listening  
  • Sound technical skills; math/analytical ability
  • Thorough knowledge of human resource disciplines
  • Knowledge of federal, state, and local employment, wage and hour laws and regulations
  • Ability to analyze and assess training and development needs and courses


EDUCATION:  Bachelor’s degree required – emphasis in business administration, communications, and/or behavior science(s).  Professional certification preferred – Human Resource Certification Institute (HRCI): Professional in Human Resources/Senior Professional in Human Resources (PHR/SPHR) or Society for Human Resource Management (SHRM)- Certified Professional (CP)/Senior Certified Professional (SCP)
 
EXPERIENCE:   Minimum of eight years’ experience within the HR field, with three years of management experience.
 
The responsibilities listed in this position description are subject to change at the discretion of management. The incumbent is expected to take on those duties as requested or assigned by his/her supervisor.        
 
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