Career Opportunities

Job Title: Senior Rewards and Relations Partner
Company: Gesa Credit Union
Salary Range: $72,533.73- $108,800.60

SUMMARY: The Senior Rewards and Relations Partner plays a leading role by providing high quality and professional service to all team members in maintaining, administering, and leading functions in the areas of compensation and benefits (rewards,) and performance and engagement (relations). The Senior Rewards and Relations Partner will report directly to the Human Resources Manager/Team Leader, and partner with other members of Human Resources to accomplish goals and serve our team members.

ESSENTIAL JOB FUNCTIONS: In addition to being able to perform the essential functions of the R&R I and R&R II positions, the Senior R&R will:

1. Ensure the highest level of accuracy of the HRIS database, entering employment actions, benefit information and related data.
2. Oversee the benefit enrollment process including new hires, qualifying events, and annual open enrollment process.
3. Work in partnership with and may be delegated to serve as the primary contact for, the insurance benefits broker, engaging effectively to ensure the plans run smoothly, investigate discrepancies and provide information in non-routine situations.
4. Partner with the HR Manger to lead the benefit renewal process, analyzing current benefits, evaluating the use, services, coverage, effectiveness, cost, plan experience, and competitive trends in benefit programs.
5. Perform compliance testing and governmental reporting for benefit offerings.
6. Ensure job descriptions are maintained, updated, consistent, and clear.
7. Perform job evaluation and FLSA classification.
8. Advise team leaders and team members on sensitive employee relations matters, including performance issues and disciplinary actions; advise and assist team leaders in identifying employee relations issues and determining appropriate course of action.
9. Assist with internal investigations; provide clear and concise documentation and consistent recommendations to leadership regarding resolution.
10. Take the lead role in responding to all internal and external audit inquiries regarding Human Resources. This includes but is not limited to the annual CPA financial statement audit, annual defined benefit plan audit and annual 401K audit. Demonstrate knowledge and fluency in labor laws and ensure compliance with all State and Federal Employment laws and regulations. Create and maintain HR statistical reports for all areas of assigned responsibility.
11. Analyze existing HR processes and procedures; implement efficient workflow for assigned HR disciplines.
12. Understand and perform Bank Secrecy Act (BSA) functions as applicable to job responsibilities.
13. Attend credit union training sessions, conferences, or seminars as approved by supervisor. Maintain awareness of policies and regulations related to duties and responsibilities.
14. Display leadership values such as mutual respect, trust and dignity, and act in the best interest of the credit union. Lead by example by displaying solid ethics and integrity at all times.
15. Control risk and operate in a safe and sound manner.
16. Maintain and protect sensitive data utilizing the highest standard of confidentiality and professionalism.
17. Perform other related duties as required and assigned.

CERTIFICATIONS/LICENSES:

1. PHR or SHRM certification preferred.

JOB REQUIREMENTS:

Gesa Credit Union reserves the right to revise or change the job description as the need arises. This job description is not all inclusive of total job responsibilities nor does it constitute a written or implied contract of employment.

Interested? Learn more and apply here!

• Consult with internal customers; facilitate discussions regarding recruiting and selection; ensuring that decisions adhere to corporate policies, guidelines, and requirements. Create partnerships with internal stakeholders to offer guidance and advice on selection related issues for professional level positions across the agency. Create recruitment plans and service level agreements.

• Review resumes and job sites, search online and offline locations to find high quality candidates for open requisitions.  Provide guidance in the development of job postings that clearly communicate the requirements and entice candidates to join the agency. Engage search firms when required and manage the engagement ensuring deadlines are met and all parties are well informed.

• Network and build relationships within the agency to generate referrals. Attend job fairs, industry and professional association events to source candidates, share the EN employee proposition, and encourage them to apply for open and future positions. Maintain positive and professional relationships with all potential candidates so they maintain a positive image of EN and would be willing to pursue other internal opportunities.

• Updating the applicant tracking database (PeopleSoft) to document candidates’ progress in the hiring process.  This information is used to identify candidates’ status and to generate ongoing and ad-hoc reporting.  Keeping hiring managers informed of the status of the requisition, and hiring timeliness.

• Using relevant data (e.g., workforce plans, underutilization data, industry news, and internal metrics) to identify and solve problems such as difficult to fill positions, poor employee retention, high levels of offer declines, and/or low interview pass rates.  Fielding candidate and hiring manager questions and concerns that arise throughout the hiring process.

• Serves as a primary point of contact for the refueling outage staffing activities for the agency. This includes helping to select temporary HR employee(s) as necessary, providing input on relevant policies, providing training to new employees on hiring process, and ensuring documentation and files are maintained.

• Various as assigned.