HR Director, SVP
- Employee Relations
- Organizational Development
LOCATION: This position is located in Kalispell, Montana and relocation assistance is available. Visit the Kalispell Chamber of Commerce website to learn more about relocation to the beautiful Flathead Valley in NW Montana.
The Human Resources Director - SVP, guides and manages the overall provision of Human Resources services, policies, and programs for the entire organization (a total of 13+ bank divisions with approximately 2,300 employees located in 6+ states). The major areas directed are: salary administration, employee benefits, regulatory compliance, policy development and documentation, training and development, improvement and efficiency of systems, employee relations, and recruitment. Is responsible for development of the human resources programs and for supervision of the corporate holding company’s human resources staff. The Human Resources Director provides counsel to executive and senior level managers on human resources issues, including providing input for the business planning process.
DUTIES AND RESPONSIBILITIES:
- Department Development: Leads the development of department goals, objectives, and systems. Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies. Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. Develops and monitors an annual budget that includes Human Resources systems and services, corporate and department training initiatives, compensation, corporate benefit plans, and administration. Responsible for planning, development, and implementation of effective human resource strategies and policies. Promotes all aspects of department projects and allocates financial and talent resources appropriately.
- Compensation and Benefits: Establishes the corporate holding company’s wage and salary structure, pay philosophies, and oversees the incentive pay programs within the company. Works closely with the Board appointed Compensation Committee Chair to ensure overall compliance and oversight of company compensation and benefit programs. Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. Leads participation in at least one salary survey per year. Monitors all pay practices and systems for effectiveness and cost containment. Oversees the Health and Wellness Plans to include wrap documents, Trust Account management and federal and regulatory compliance. Supports the Benefits Supervisor in obtaining cost effective, employee serving benefits and monitors national benefits environment for options and cost savings. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
- Employee Relations: Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations. Partners with management to communicate Human Resources policies, procedures, programs and laws. Monitors the implementation of a performance improvement process for non-performing employees. Monitors and advises managers and supervisors in the progressive discipline system of the company. Reviews, guides, and approves management recommendations for employment terminations. Reviews employee appeals through the company complaint procedure.
- Vendor Management: Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, retirement administrators, and other outside sources. Assures compliance with all legal and reporting requirements of Human Resources. Compares vendors to identify cost savings.
- Training and Development: Supports Corporate Training Facilitator and Company Human Resource Representatives to define Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Ensures necessary education and materials are available for managers and employees including workshops, manuals, and standardized reports. Establishes an in-house employee training system that addresses company training needs including onboarding, management development, cross-training, the measurement of training impact, and assists managers with the selection and contracting of external training programs and consultants. Assists with the development of and monitors the spending of the corporate training budget.
- Organizational Development: Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. Participates in executive, management, and company staff meetings and attends other meetings and seminars.
- Legal & Compliance: Leads company human resources related compliance with all existing governmental and labor reporting requirements including any related to the Equal Employment Opportunity (EEO), Employee Retirement Income Security Act (ERISA), the Family and Medical Leave Act (FMLA), the Affordable Care Act (ACA), Fair Labor Standards Act (FLSA), Affirmative Action Program (AAP), Americans with Disabilities Act (ADA), worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits. Protects the interests of employees and the company in accordance with company Human Resources policies, employee manual and governmental laws and regulations.
- Staffing and Recruiting: Supports the Corporate Recruiter in establishing and leading the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. Supports Management in recruiting and selection activities of the company to ensure adequate staffing levels. Interviews management- and executive-level candidates; may serve as interviewer for position finalists. Chairs any employee selection committees or meetings.
- Must comply with all company policies and procedures and all applicable laws and regulations, including but not limited to, the Bank Secrecy Act, the Patriot Act, and the Office of Foreign Assets Control. Must complete the assigned online training courses and achieve a passing score by due date.
- Minimum of 10 years Human Resources experience is required, to include a minimum of 5 years’ experience in a HR Manager or HR Director Position.
- Minimum of 5 years experience directly supervising staff.
- Experience or specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, and training is required.
- Experience developing and providing support for HR programs within a large complex organization with multiple locations is highly preferred.
- Mergers and acquisitions experience is preferred.
- Banking experience and knowledge of the banking industry is highly preferred.
- Minimum of a Bachelor’s degree or equivalent in Human Resources, Business, Organization Development or combination of education and experience is required.
- Must have or be able to obtain a certification of: Senior Professional in Human Resources (SPHR), Professional in Human Resources (PHR), SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential within 12 months of hire.
KNOWLEDGE, SKILL, ABILITY:
- Must be capable of exercising highest level of discretion on both internal and external confidential matters.
- Excellent communication and interpersonal skills; comfortable working across organizational levels.
- High level of professionalism and integrity with the ability to maintain confidentiality.
- Strong problem-solving skills and the ability to exercise mature and prudent judgment.
- Strong understanding of compensation and benefits administration, employee relations and other HR functions.
- Broad HR Leadership with strength in leadership development programs, workforce planning and driving cultural change.
- A keen business and financial acumen to make decisions based on an accurate and timely analysis.
- Demonstrated success in building teams, developing and attracting talent, and implementing succession planning.
- Proven ability to influence internal business partners, lead change and accomplish goals through a collaborative effort, excellent team communication, and negotiation.
- Ability to effectively write business correspondence and effectively present information to executive management, public groups and/or boards of directors.
- Ability to foresee, prepare and respond with swiftness to changing business, external environmental factors and other areas that influence the business.
- Thorough knowledge of various office software with proficiency in Word, Excel, PowerPoint, Internet Explorer, Email and Calendaring.
COMPENSATION: Salary includes a short-term and long-term incentive program, and is negotiable depending upon relevant experience. GBCI offers an extensive benefits package that includes, but is not limited to, medical, dental, vision, health rewards program, Employee Assistance Program (EAP); life insurance; retirement plan including employer match and profit sharing; discounted banking products and services; paid vacation, paid holidays and sick leave.
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 job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is often required to: sit; use hands in repetitive motions to finger, grasp, handle or feel; and talk or hear. The employee is occasionally required to: stand; walk; and lift or reach with hands and arms.
Must be able to operate routine office equipment including computer terminals and keyboards, telephones, copiers, facsimiles, and calculators. Must be able to routinely perform work on computer for an average of 6-8 hours per day, when necessary. Must be able to work extended hours or travel off site whenever required or requested by management. Must be capable of regular, reliable and timely attendance. Must be capable of climbing / descending stairs in an emergency situation.
Specific lifting abilities required by this job include: Light work. The employee is constantly required to stand and walk. Exerting up to 25 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the worker sits most of the time, the job is rated for light work.
Specific vision abilities required by this job include: The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading; visual inspection involving small defects, small parts, and/or operation/inspection of machines and/or using measurement devices at distances close to the eyes.
WORK ENVIRONMENT: Must be able to routinely perform work indoors in climate-controlled private office with minimal noise.
Must be capable of up to 15% travel (e.g. 3 days/month) by automobile (as driver and passenger), commercial airlines, rental vehicles and public transportation and be able to lodge in public facilities. Travel will be necessary to conduct the duties of this job, and the employee must have the ability to drive and have proper licensing.
MORE ABOUT OUR COMPANY: Glacier Bancorp, Inc. is a regional bank holding company headquartered in Kalispell, Montana with assets greater than $9 billion, operating in 13 divisions across 6 states. We operate in over 80 communities with more than 130 banking offices in Montana, Idaho, Colorado, Utah, Washington and Wyoming. View more details about our divisions on our website.
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