HR Operations Leader
From its humble beginnings since its founding in 2001, Westfield Bank has become one of the leading financial institutions in Northeast Ohio. Recognized by North Coast 99 and the Plain Dealer as a Top Workplace with a Five-Star Superior rating from BauerFinancial, the bank provides comprehensive personal, business, and agency banking products and services. Supported by Westfield Insurance, one of the nation's 50 largest property and casualty insurance groups, Westfield Bank has grown to manage $2 billion
in assets. The group's motto is Sharing Knowledge. Building Trust. - a message and commitment lived out each day by employees across the country. The center of the bank's business model revolves not around profits or numbers, but through personal relationships and close contact with its customers. All Westfield companies stress the importance of hiring quality employees, as well as developing them and empowering each employee to be the best they can be, both in their work and in their life. As an employee of Westfield Bank, you will have the opportunity to not only create peace of mind for our customers, but to grow your career in one of the best workplaces in Northeast Ohio. Westfield Bank offers a Total Rewards program that focuses on compensation, benefits, and wellness and includes perks like 401(k), pension plan, annual incentive, education reimbursement, onsite fitness center and casual dress. Work-life balance, recognition, and learning and career development are all part of a rewarding career with Westfield Bank. To learn more about us and the opportunities available, please visit us at westfield-bank.com. Bank HR Operations Leader Job Summary The Bank HR Operations Leader oversees all operational, transactional, informational and employee services of the HR function. Through automation and self-service functionality, simplifies and streamlines HR processes that help HR, leaders and employees use corresponding systems more effectively. Defines the HR technology strategy to enable efficient and proactive services in support of business objectives. Promotes the Bank's total rewards philosophy with specific emphasis on designing and implementing the following program components:
compensation, benefits, recognition, retirement, leaves of absence, and wellness. Responsible for all employee policy & compliance matters. Develops communication strategies and produces content aligning organizational and/or departmental goals with employee engagement. Champions Diversity, Equity, and Inclusion (DE&I) as a key driver of business performance and employee engagement. Manages the Affirmative Action Plan (AAP) process. Essential Functions (primary functions and/or reasons the job exists in order of importance) 1. Through automation and self-service functionality, simplifies and streamlines HR processes that help HR, leaders and employees use corresponding systems more effectively. Enhances and evolves an HR Service Delivery model that serves as the first point of contact for employees and managers to address their HR-related questions. Defines and monitors service level agreements (SLAs), key metrics, and opportunities to improve efficiencies. 2. Defines the HR technology strategy to enable efficient and proactive services in support of business objectives. Provides oversite of the HRIS, including:
a. Vendor management - Manages vendor relationships and assists with budget management for the HR team. Leverages and optimizes available services and resources. b. Integrations - Identifies and implements software integrations to increase functionality and automation across the HRIS and related systems. c. Analytics, dashboarding, and reporting - Defines strategy and builds out key functions in the HR analytics space. Consults with key stakeholders and business leaders to further deepen the business' ability to make well-informed, data-driven decisions. d. User access and systems security - Identifies the appropriate level and grants user access to maintain systems security. 3. Promotes the Bank's total rewards philosophy with specific emphasis on designing and implementing the following program components:
a. Compensation - Provides leadership for the design, implementation, administration, and communication of salary and incentive compensation programs with the goal of attracting and engaging quality employees. Ensures that compensation programs align with and support the Bank's strategic objectives. Monitors the effectiveness of existing compensation programs and recommends program/design revisions and new plans which are competitive, cost effective, and reflective of industry best practices. b. Benefits - Provides strategic leadership and functional direction for health and welfare benefits programs. Provides oversight and vendor management for all benefit programs and providers. Keeps apprised of federal, state, and local benefit laws and regulations. Reads and interprets documents such as third-party contracts, procedure manuals, and federal employment law guidelines, such as ERISA and HIPAA. Interprets policies, performs analytical research, and makes sound decisions using good judgment. Typically uses governing documents such as plan documents and the employee handbook in these processes. c. Recognition - Responsible for setting strategic direction for employee recognition programs. Develops and implements programs that drive a culture of recognition and employee engagement. d. Retirement - Utilizes a thorough understanding and knowledge to administer group retirement benefit plans in accordance with ERISA laws. Monitors the effectiveness of retirement benefit plans through critical evaluation of data trend analysis as well as issue identification and resolution. Maintains data integrity for retirement benefit plans. e. Leaves of absence - Oversees and ensures successful leave of absence administration. Coordinates with various business leaders to implement, monitor and drive process improvements, including coordination with other internal and external providers of HR administrative services. f. Wellness - Develops and implements programs that promote healthy lifestyles and wellness, including health and fitness screenings and/or assessments. Serves as a spokesperson for wellness issues. 4. Responsible for all employee policy & compliance matters (handbook, policies, record keeping, training requirements, audits, annual reporting, etc.). Ensures compliance with all Equal Opportunity (EEO), Affirmative Action (AA), American with Disabilities Act (ADA), and other related employment laws and regulations. Maintains extensive knowledge of corporate policies and state/federal laws regarding employment practices, EEO compliance/AA, employee relations, compensation, benefits, FMLA/ADA, and other related human resource practices. Ensures strategic initiatives are implemented within these policies and legal guidelines. 5. Develops communication strategies and produces content aligning organizational and/or departmental goals with employee engagement. Works cross-functionally to define and execute employee communications and experiences that are outcome-based and in support of the desired corporate culture and business goals. 6. Champions Diversity, Equity, and Inclusion (DE&I) as a key driver of business performance and employee engagement. Creates an environment where differences are respected, appreciated, and leveraged to drive business value. Ensures that talent practices advance DE&I goals and objectives and holds other leaders accountable for creating an empowering environment for all employees. 7. Manages the Affirmative Action Plan (AAP) process. Collects, organizes, evaluates, and analyzes employee data in preparation for annual compliance filings. Reviews and updates internal HR-related policies, ensuring compliance with the AAP. Produces summary reports for management. 8. Travels occasionally to participate in special assignments, training, and/or travel between office locations. Desired Qualifications/Experience/Certification/Education (in order of importance) 1. 10
years of experience in HR policies and procedures, delivering HR services, compliance, total rewards, HR technology, and analytics. 2. Experience leading transformational change, managing stakeholders, achieving buy-in among disparate audiences, and delivering results in a variety of settings. 3. Experience learning new operating models, and/or business approaches and quickly applying personal knowledge and skills to drive efficiency and effectiveness. 4. Experience monitoring, measuring, and maintaining multi-year plans and budgets. 5. Experience with coaching and developing others with proven results. 6. Ability to maintain up-to-date knowledge and understanding of various Federal, State and Local labor laws and other Human Resources related topics. 7. Excellent oral, written, interpersonal communication, including the ability to interact effectively with all levels of employees and leadership throughout the enterprise. 8. Bachelor's degree in Business, Insurance, Finance, Learning, or HR -or- equivalent work experience. Master's degree or SPHR or SHRM- SCP preferred. Physical Requirements (specific to the role) The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. o Ability to work effectively in an office environment for 40 hours per week (including sitting, standing, and working on a computer for extended periods of time). o Ability to communicate effectively in a collaborative work environment utilizing various technologies such as:
telephone, computer, web, voice, teleconferencing, email, etc. o Ability to travel as required. o Ability to operate an automobile within the parameters of the driving policy. This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management. We are an equal opportunity employer/minority/female/disability/protected veteran. #LI-PB1
Salary Range:
$100K -- $150K
Minimum Qualification
HR ManagementEstimated Salary: $20 to $28 per hour based on qualifications.
in assets. The group's motto is Sharing Knowledge. Building Trust. - a message and commitment lived out each day by employees across the country. The center of the bank's business model revolves not around profits or numbers, but through personal relationships and close contact with its customers. All Westfield companies stress the importance of hiring quality employees, as well as developing them and empowering each employee to be the best they can be, both in their work and in their life. As an employee of Westfield Bank, you will have the opportunity to not only create peace of mind for our customers, but to grow your career in one of the best workplaces in Northeast Ohio. Westfield Bank offers a Total Rewards program that focuses on compensation, benefits, and wellness and includes perks like 401(k), pension plan, annual incentive, education reimbursement, onsite fitness center and casual dress. Work-life balance, recognition, and learning and career development are all part of a rewarding career with Westfield Bank. To learn more about us and the opportunities available, please visit us at westfield-bank.com. Bank HR Operations Leader Job Summary The Bank HR Operations Leader oversees all operational, transactional, informational and employee services of the HR function. Through automation and self-service functionality, simplifies and streamlines HR processes that help HR, leaders and employees use corresponding systems more effectively. Defines the HR technology strategy to enable efficient and proactive services in support of business objectives. Promotes the Bank's total rewards philosophy with specific emphasis on designing and implementing the following program components:
compensation, benefits, recognition, retirement, leaves of absence, and wellness. Responsible for all employee policy & compliance matters. Develops communication strategies and produces content aligning organizational and/or departmental goals with employee engagement. Champions Diversity, Equity, and Inclusion (DE&I) as a key driver of business performance and employee engagement. Manages the Affirmative Action Plan (AAP) process. Essential Functions (primary functions and/or reasons the job exists in order of importance) 1. Through automation and self-service functionality, simplifies and streamlines HR processes that help HR, leaders and employees use corresponding systems more effectively. Enhances and evolves an HR Service Delivery model that serves as the first point of contact for employees and managers to address their HR-related questions. Defines and monitors service level agreements (SLAs), key metrics, and opportunities to improve efficiencies. 2. Defines the HR technology strategy to enable efficient and proactive services in support of business objectives. Provides oversite of the HRIS, including:
a. Vendor management - Manages vendor relationships and assists with budget management for the HR team. Leverages and optimizes available services and resources. b. Integrations - Identifies and implements software integrations to increase functionality and automation across the HRIS and related systems. c. Analytics, dashboarding, and reporting - Defines strategy and builds out key functions in the HR analytics space. Consults with key stakeholders and business leaders to further deepen the business' ability to make well-informed, data-driven decisions. d. User access and systems security - Identifies the appropriate level and grants user access to maintain systems security. 3. Promotes the Bank's total rewards philosophy with specific emphasis on designing and implementing the following program components:
a. Compensation - Provides leadership for the design, implementation, administration, and communication of salary and incentive compensation programs with the goal of attracting and engaging quality employees. Ensures that compensation programs align with and support the Bank's strategic objectives. Monitors the effectiveness of existing compensation programs and recommends program/design revisions and new plans which are competitive, cost effective, and reflective of industry best practices. b. Benefits - Provides strategic leadership and functional direction for health and welfare benefits programs. Provides oversight and vendor management for all benefit programs and providers. Keeps apprised of federal, state, and local benefit laws and regulations. Reads and interprets documents such as third-party contracts, procedure manuals, and federal employment law guidelines, such as ERISA and HIPAA. Interprets policies, performs analytical research, and makes sound decisions using good judgment. Typically uses governing documents such as plan documents and the employee handbook in these processes. c. Recognition - Responsible for setting strategic direction for employee recognition programs. Develops and implements programs that drive a culture of recognition and employee engagement. d. Retirement - Utilizes a thorough understanding and knowledge to administer group retirement benefit plans in accordance with ERISA laws. Monitors the effectiveness of retirement benefit plans through critical evaluation of data trend analysis as well as issue identification and resolution. Maintains data integrity for retirement benefit plans. e. Leaves of absence - Oversees and ensures successful leave of absence administration. Coordinates with various business leaders to implement, monitor and drive process improvements, including coordination with other internal and external providers of HR administrative services. f. Wellness - Develops and implements programs that promote healthy lifestyles and wellness, including health and fitness screenings and/or assessments. Serves as a spokesperson for wellness issues. 4. Responsible for all employee policy & compliance matters (handbook, policies, record keeping, training requirements, audits, annual reporting, etc.). Ensures compliance with all Equal Opportunity (EEO), Affirmative Action (AA), American with Disabilities Act (ADA), and other related employment laws and regulations. Maintains extensive knowledge of corporate policies and state/federal laws regarding employment practices, EEO compliance/AA, employee relations, compensation, benefits, FMLA/ADA, and other related human resource practices. Ensures strategic initiatives are implemented within these policies and legal guidelines. 5. Develops communication strategies and produces content aligning organizational and/or departmental goals with employee engagement. Works cross-functionally to define and execute employee communications and experiences that are outcome-based and in support of the desired corporate culture and business goals. 6. Champions Diversity, Equity, and Inclusion (DE&I) as a key driver of business performance and employee engagement. Creates an environment where differences are respected, appreciated, and leveraged to drive business value. Ensures that talent practices advance DE&I goals and objectives and holds other leaders accountable for creating an empowering environment for all employees. 7. Manages the Affirmative Action Plan (AAP) process. Collects, organizes, evaluates, and analyzes employee data in preparation for annual compliance filings. Reviews and updates internal HR-related policies, ensuring compliance with the AAP. Produces summary reports for management. 8. Travels occasionally to participate in special assignments, training, and/or travel between office locations. Desired Qualifications/Experience/Certification/Education (in order of importance) 1. 10
years of experience in HR policies and procedures, delivering HR services, compliance, total rewards, HR technology, and analytics. 2. Experience leading transformational change, managing stakeholders, achieving buy-in among disparate audiences, and delivering results in a variety of settings. 3. Experience learning new operating models, and/or business approaches and quickly applying personal knowledge and skills to drive efficiency and effectiveness. 4. Experience monitoring, measuring, and maintaining multi-year plans and budgets. 5. Experience with coaching and developing others with proven results. 6. Ability to maintain up-to-date knowledge and understanding of various Federal, State and Local labor laws and other Human Resources related topics. 7. Excellent oral, written, interpersonal communication, including the ability to interact effectively with all levels of employees and leadership throughout the enterprise. 8. Bachelor's degree in Business, Insurance, Finance, Learning, or HR -or- equivalent work experience. Master's degree or SPHR or SHRM- SCP preferred. Physical Requirements (specific to the role) The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. o Ability to work effectively in an office environment for 40 hours per week (including sitting, standing, and working on a computer for extended periods of time). o Ability to communicate effectively in a collaborative work environment utilizing various technologies such as:
telephone, computer, web, voice, teleconferencing, email, etc. o Ability to travel as required. o Ability to operate an automobile within the parameters of the driving policy. This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management. We are an equal opportunity employer/minority/female/disability/protected veteran. #LI-PB1
Salary Range:
$100K -- $150K
Minimum Qualification
HR ManagementEstimated Salary: $20 to $28 per hour based on qualifications.
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