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EVP/Chief Human Resources Officer

HomeTrust Bank

Asheville, North Carolina 28806
Job Code:
Job Type:
Job Status:
Full Time
  • Administrative
  • Benefits
  • Organizational Development
HomeTrust Bank
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Job Details

324 Ridgefield Court
Asheville, NC 28806
Position Summary:

The Chief Human Resources Officer (CHRO) is responsible for the oversight and execution of the Bank’s Human Resources (HR) function, including developing and executing effective strategies to attract, develop, reward and retain outstanding employees. The CHRO collaborates with the Chief Executive Officer (CEO), Board of Directors and senior leadership to build, reinforce, and safeguard the organizational culture to exceed our customers’ and employees’ expectations. The CHRO will provide a vision and value proposition for Human Resources as well as advice, counsel and guidance in creating an enduring, highly-productive, ethical, engaged, customer-focused and results-oriented organization.

Strategic Activities:
  • Champions the Mission and Culture – continues to build and strengthen the unique culture of HomeTrust Bank to support high performance, execution, and continuous improvement, while empowering our people, developing them to realize their potential and creating an environment of aspiration vs. intimidation that drives engagement, passion and competitive advantage.
  • Maintains a HR function that executes with accuracy and efficiency and delivers value in support of the Bank’s strategic plan.
  • Develops and executes an effective Internal Communications Plan that:
  • Informs and energizes the employees,
  • Continuously builds our culture and,
  • Communicates the Bank’s strategic plan, how each person’s job contributes to the execution of the plan and the quarterly results achieved.
  • Delivers acquisition due diligence and integration of people and cultures.
Essential Functions and Responsibilities:
  • Provides leadership and stewardship of progressive and scalable HR
  • principled leadership
  • recruitment
  • employee relations
  • recognition
  • retention
  • succession planning
  • talent management and development
  • engagement
  • benefits
  • compensation
  • payroll
  • health and wellness offerings
  • HRIS and
  • effective execution of all related operational and compliance requirements.
  • Establishes and implements human resources plans and strategies to attract, develop, reward and retain outstanding employees to achieve the Bank’s vision and strategic plan.
  • Drives the development of strategic total compensation offerings, programs and practices, ensuring market competitiveness by considering relevant trends and returns on investment. Develops recommendations and advocates support for improvements and changes, as appropriate.
  • Works with the CEO in setting the overall Executive and Director’s compensation plan philosophy, design elements, practices and creation of employment, compensation, change in control and other agreements, for periodic review and approval.
  • Responsible for staying current with compensation related SEC reporting, governance and regulatory requirements and changes. Prepares the Compensation Discussion and Analysis (CD&A) disclosure for executive compensation.
  • Responsible for the administration of non-qualified benefit plans (SERPs, Deferred Compensation, etc.) and Executive Compensation issues related to IRC 162m, 409A
    and 280G.
  • Manages and builds support for the organization’s diversity and inclusion efforts.
  • Collaborates with the management team to develop succession and workforce planning at all levels. Facilitates employee development to acquire the necessary skills to advance; with focus on developing talent bench strength and providing ongoing coaching, development experiences and mentoring of leadership and talent.
  • Leads commitment to the Bank’s reputation as a Top Place to Work through regular listening and response through employee feedback surveys, action-planning and follow-though for improvement.
  • Functions as a tactical business advisor to the CEO, senior management and the Compensation Committee as it pertains to overall human resources, compensation, compliance, talent management, succession planning and mergers and acquisitions.
  • Advocates long-term success through growth, a positive company reputation and favorable financial performance by encouraging ongoing learning, aligning goals with the business strategies and honoring team behaviors that are consistent with the core values.
  • Manages the KSOP (401k and ESOP) and oversees the administration and fiduciary requirements, while maximizing the value of the benefit to all employees through education and communication.
  • Oversees the budget process and cost efficiencies for HR, including general ledger items: salaries, benefits, variable and sales incentives, technology and vendor costs and monitors monthly variances and reporting, including turnover management. Partners with the executive team to finalize incentive plan offerings and monitors progress against plan goals.
  • Leads initiatives with a mind-set of caring, consideration, continuous improvement, relationship building, and accountability for results, engagement and success.
  • Oversees the preparation and reporting requirements for: governmental agencies, external and internal auditors, fiduciary and insurance service providers and internal departments, as needed.
  • Integrates all HRIS functions for efficient data management and reporting, assuring we are meeting the reporting needs of the Bank.
  • Acts as a liaison to the Bank’s employment legal counsel on various matters.
  • Manages, updates and implements Affirmative Action and Equal Opportunity programs. Oversees the completion and filing of regulatory compliance reports on federal, state and local levels.
  • Actively promotes the Bank’s brand, internally and externally, and serves as a business leader and partner through participation in community-based and professional organizations.
  • Exceeds internal and external customer expectations.
  • Performs other related duties as assigned.
  • Has great empathy for the line of business leader challenges and will actively engage these leaders in supporting and helping address their business challenges and opportunities. They will be viewed as a valued voice in the discussion of how to create balanced value for all stakeholders and drive higher business performance.
  • Understands and embraces the usage of technology in the human resource profession, and will actively create new efficient and user-friendly processes that leverage the power of digital technology, social media, cloud applications and analytics. The CHRO will use clear process metrics to gauge success in their innovation and automation programs.



  • Advanced understanding of HR and banking including: industry regulations, labor trends, strategy development, planning and policy design, interpretation and application.
  • Comprehensive knowledge of HR compliance with applicable federal and state laws.
  • Knowledge and experience with change management in a growing, publically traded company.
  • Has thorough knowledge and proven experience with HR systems, design, analysis, software, and reporting.
  • Has significant experience leading mergers and acquisitions, including due diligence and post-acquisition integration.

Skills (including language, mathematical, reasoning, and computer skills)

  • Demonstrated strong leadership skills that are ethical, flexible, nimble and able to deal with ambiguity.
  • Capable of influencing others and offering insights on people, culture and business strategies.
  • Effective communication to share key HR insights with senior leaders, the Board of Directors and other partners.
  • Maintains a high level of confidentiality in all matters.
  • Exceptional written and oral communication and presentation skills.
  • Ensures accuracy of all data and analysis in spreadsheets and presentations.
  • MS Office (Word, Excel and PowerPoint)
  • HRIS (UltiPro or similar)
  • Learning Management System
  • FiServ Banking Applications


  • Must demonstrate strong communication and interpersonal skills, effective management and leadership skills, a strong customer service focus, and a demonstrated commitment to diversity.
  • Ability to initiate change and lead improvement efforts through innovative ideas and technology, and to create, implement, administer and evaluate best practices in human resources programs and services.
  • Ability to interact, collaborate, and communicate with all levels, including internal executive-level leadership, outside Directors, senior-level business partners, peers, colleagues and others to effectively build strong working relationships.
  • Demonstrates sound judgment with common sense approach to doing business. Thinks independently, solves problems, and identifies alternative solutions.
  • Ability to meet deadlines and manage projects and processes to completion.
  • Ability deal directly and effectively with service providers, consultants and other professionals.
  • Bachelor's degree in Business, Human Resources or equivalent. Master’s degree in Business preferred.
  • Minimum of ten years progressively responsible experience with a strong understanding and demonstrated application of Human Resources including the ethical, legal, compliance considerations in a publically traded company
  • Experience working with a $2 billion to $10 billion financial services organization.
  • Professional or Senior Professional in Human Resources (PHR or SPHR) or similar designation required.


Lominger Competencies:

  1. Perseverance
  2. Business Acumen
  3. Problem Solving
  4. Developing Direct Reports and Others
  1. Conflict Management
  2. Action Oriented
  3. Approachability
  4. Customer Focus


Working Conditions and Physical Requirements:

Physical Demands (The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions).  While performing the duties of this position, the employee is regularly required to sit and talk or hear. The employee frequently is required to use hands to finger, handle, or feel. The employee is occasionally required to stand, walk, and reach with hands and arms. The employee must occasionally lift and/or move up to 20 pounds. 


EOE/Protected Veterans/Indviduals with Disabilities

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