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VP, People Operations Nutmeg State Financial Credit Union

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5 Rocky Hill, CT Job Details Full-time 1 day ago Benefits Retirement plan Qualifications Vendor relationship building Professional ethics Large-scale organizational change management HR legal compliance Payroll systems Bachelor's degree Technology management Employment law in talent management Employee relations strategy

Full Job Description Company Overview:

Nutmeg State Financial Credit Union (NSFCU) is a values-driven organization committed to intentional actions and investments to "be the change" in our community. Our Core Focus is to empower members and families to achieve stability, seize opportunity, and build legacy. We deliver relationship-based, impact-driven, purposeful financial solutions in a cooperative ecosystem. Our Core Values are Integrity , Responsibility , Empathy, and Engagement .

Position Description:

The primary purpose of this position is to lead the strategy, systems, processes, compliance and service delivery functions of Human Resources to ensure operational excellence and scalability.

Essential Functions:

Lead, Manage, and Promote Accountability Guide, inspire, and align your team with Nutmeg's vision by setting a clear direction, aligning resources, and fostering a culture of accountability and trust. Organize people (Right People, Right Seats), process, and resources to achieve measurable results. Track performance, facilitate team meetings, and address issues promptly to maintain traction towards goals. Own and deliver on roles, responsibilities, and measurable outcomes that support Nutmeg's vision. Provide clarity and coaching to address performance issues timely. Employ data-driven standards whenever possible. Foster a culture where teammates take ownership of their contributions, report progress, and resolve issues collaboratively. HR Operations, Compliance & Employee Lifecycle Management Oversee recruitment, onboarding, job changes, promotions, transfers, and offboarding processes. Ensure compliance with federal, state, and employment regulations across all locations. Maintain HR policies, procedures, and employee records. Manage audits, reporting requirements, and supporting regulatory examinations. Drive process standardization and continuous improvement to enhance efficiency and employee experience. Establish and monitor HR service-level standards and operational metrics. HR Technology, Systems & Data Management Lead the administration and optimization of HRIS, payroll, performance management, and other people systems. Develop an HR technology roadmap that supports organizational growth and automation. Ensure data integrity, security, reporting accuracy, and system governance. Develop workforce dashboards and analytics that support strategic decision-making. Evaluate and implement technology solutions that increase efficiency and employee & manager self-service capabilities. Benefits, Compensation & Vendor Management Oversee employee benefits, retirement plans, leave administration, and wellness programs. Manage compensation administration, salary structures, and market benchmarking activities. Lead relationships with HR vendors, brokers, consultants, outsourcing partners, and technology vendors. Negotiate vendor contracts and service-level agreements to maximize value and performance. Monitor vendor performance, compliance, costs, and service delivery outcomes. Identify opportunities to consolidate, streamline, or enhance vendor services. Process Improvement, Project Management & Operational Scalability Lead HR operational projects, process redesigns, and continuous improvement initiatives. Develop standardized workflows, documentation, and operating procedures. Create scalable processes to support growth, acquisitions, and organizational change. Manage enterprise HR projects, including system implementations and program rollouts. Establish operational metrics and dashboards to measure effectiveness and identify opportunities. Partner across departments to improve employee and manager self-service capabilities. Responsibilities listed reflect general responsibilities of this position and are not to be construed as an exhaustive list of all duties. Other duties may be performed as needed.

Qualifications:

Experience, Education & Credentials:

Bachelor's degree in Human Resources, Business Administration, Management or related field required. Master's degree in related discipline preferred. A minimum of seven years of progressive Human Resources experience, including responsibility for HR operations, compliance, employee relations, benefits, HR technology, and process management Experience overseeing HRIS, payroll, and other HR technologies. Demonstrated success leading cross-functional projects, process improvement efforts, and organizational change initiatives. Experience within a credit union, banking, financial services, or other highly regulated environment preferred. Preferred credentials include SHRM-SCP, SPHR or similar.

Knowledge, Skills & Abilities:

Comprehensive knowledge of HR operations, employment law compliance, and employee lifecycle processes Strong expertise in HR technology, systems administration, data governance, and reporting. Demonstrated skill in vendor management, contraction negotiation, and third-party service oversight. Ability to lead process improvement initiatives, project management efforts, and operational scaling strategies. Strong analytical, problem-solving, and business acumen skills with the ability to leverage data for strategic decision making.

Competencies :

Communication

• the ability to communicate clearly, effectively, and empathetically. Emotional Intelligence
• understands and manages their emotions and is attuned to the emotions of others. Integrity and Ethics
• must act with integrity, honesty, and ethical behavior. Decision Making
• should be able to make informed and timely decisions based on information, analysis, and critical thinking. Adaptability
• must be adaptable to navigate through uncertainty and complexity. Strategic Thinking
• ability to think strategically, envisioning the long-term direction for their team or organization. Conflict Resolution
• should be skilled in handling conflicts and differences of opinion within their teams or organization. Team Building
• understand team dynamics, leverage individual strengths, and create a positive team culture. Results Orientation
• should be focused on achieving results and driving performance. Accountability
• take responsibility for their actions and outcomes. Continuous Learning
• committed to their own development and the growth of their team.

Physical Demands :

Must be able to lift up to 10 pounds. Requires standing and/or sitting for an extended period of time.

Mental & Emotional Requirements :

Must be able to perform job functions independently or with limited supervision and work effectively either on own or as part of a team. Must be able to read and carry out various written instructions and follow oral instructions. Must be capable of dealing calmly and professionally with numerous personalities and diverse perspectives both within and outside of the organization. Must be able to perform responsibilities with composure under the stress of deadlines and requirements for quality and timeliness. Must be capable of exercising high levels of discretion on both internal and external confidential matters