Chief People Officer at F&M Bank

Archbold, Ohio, United States -

Full Time

Start Date

Immediate

Expiry Date

03 Jun, 26

Salary

0.0

Posted On

05 Mar, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic Thought Partner, HR Functions Leadership, Talent Management, Succession Planning, Change Management, Organizational Development, Performance Management, Employee Relations, Compensation, Benefits Administration, Data Analytics, Employee Engagement, Internal Communications, Compliance, Total Rewards Strategy, Leadership Development

Industry

Banking

Description

Description POSITION SUMMARY: The Chief People Officer (CPO) will be a strategic thought partner for the CEO and the executive team and will be responsible for leading all HR functions and facilities. The CPO will ensure that the organization has the capabilities to execute F&M’s vision and strategy, while also nurturing and strengthening the bank's culture. As the bank continues to grow and scale, the Chief People Officer will assess, design, and align the team to support business goals and objectives. The CPO will serve as F&M's principal architect in developing and executing human capital strategy in support of the strategic direction of the bank specifically in the areas of succession planning, talent management, recruiting, retention, change management, organizational and performance management, training and development, employee relations, employee advocacy, compensation, payroll, and benefits. This position will also be responsible for positioning F&M as the Employer of Choice by being aware of industry policies, practices, and trends. OBJECTIVES OF THIS ROLE: Attracting, developing and retaining top tier talent across the bank. Developing systems to build a high-quality recruitment and development pipeline; partnering with department leaders to anticipate staffing and capability requirements and to develop high performing teams. Enhancing and further evolving a performance-based culture. Establishing yourself as a trusted advisor to the executive team as it relates to organizational, process, and people related elements of the business, providing feedback to the executive team as "eyes and ears" on the ground. Building connections between high performing, capable and respected teams who bring ideas and solutions to support the implementation of business strategy and results. Translating the bank’s strategic and tactical business plans into people processes and operational plans and successfully implementing these. RESPONSIBILITIES: Talent Management Developing mentorship programs to retain, inspire and build leaders at all levels. Developing an employee value proposition through compensation/rewards, benefits and recognition that supports recruitment and retention of talent and motivates and drives performance. Leveraging data and analytics to understand employee engagement and opportunities to enhance retention and satisfaction. Leading change management efforts as it relates to human capital. Developing and implementing succession planning programs for key and leadership roles. Organizational Support Acting as the “F&M culture keeper” and as an accessible, approachable and capable resource to employees throughout the organization; establishing and maintaining strong relationships to identify and respond to business needs. Advising on people strategies to support an efficient, effective and high-performance organization. Being a highly visible, positive and proactive change leader. Consistently uphold firm purpose, values, and anchors. Management of HR, L&D, and Internal Communications/Employee Engagement Team & Processes Directing or overseeing all people-related and administrative policies and initiatives to support a growing, entrepreneurial and fast-paced firm, including employee relations, compensation, payroll and benefits, training, internal communications, and other traditional HR functions. Effectively communicating business priorities, plans and execution strategies using an analytical and data-driven approach. Developing systems and process to deliver timely, high-quality internal communications. Ensuring compliance with all legal requirements and applicable labor laws. Evolving Compensation, Benefits and HR Administration, create a data-driven total rewards strategy that scales with growth. Maintaining and inspiring a strong, effective, and leading Employee Experience (HR) organization that delivers on the bank’s agenda. Establishing and implementing the human capital mission, vision, and strategy in alignment with the same for the organization. Establishing best practices, drive process improvement around talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits. Providing leadership for organizational strategy and approach to learning and development, for both core and developmental needs by developing programs to allow the organization to embrace diversity and to permit the full development and performance of all employees. Overseeing the annual review process while ensuring that performance management is an ongoing process; cultivate a mentoring/coaching culture. Establishing credibility throughout the organization with leaders and employees to be an effective listener and problem solver of people issues. Employee relations is a key component of this role. Developing a career path road map across the organization. Implementing and refining a successful HR program, including but not limited to effective communication of bank values and goals; compensation assessment and planning; coaching/mentoring; performance management and employee relations; compliance/risk management; diversity and inclusion policies/outreach. Developing high performer programs to elevate and empower key employees. LEADERSHIP: Promote and encourage F&M culture and values; promotes a highly engaged and productive work environment, where employees feel comfortable speaking up about issues and can realize their best lives. Lead and develop members of HR team in the delivery of HR service level agreement, performance, and their professional development in a way that models cultural expectations for the organization. Requirements QUALIFICATIONS: Bachelor’s degree required; MBA or other advanced degree preferred. 10+ years of relevant experience leading Human Resources with a strong background in change management and strategy execution. SPHR or PHR strongly preferred. BASIC QUALIFICATIONS Strong foundation across all HR functional areas including talent planning and management, organizational development, compensation, payroll, and benefits, compliance/legal policies, learning and development, rewards, engagement, employee relations, etc. Experience developing HR philosophies, policies and processes from the ground up Ability to “think strategically, act tactically” and operate effectively on all levels Proven track record of strategizing, executing and leading in a change-oriented environment and driving transformation across teams, processes and technologies Experience working with business leaders to increase operational efficiency and service delivery, integrating recent innovations into existing systems and processes Ability to act with a sense of urgency, be proactive and thrive in a fast-paced environment Experience with building and managing high performing teams Natural ability to build a strong network of relationships across the Bank, quickly building credibility and gaining the trust and confidence of colleagues Ability to “get things done” through standard processes and behind-the-scenes Exhibit the highest levels of integrity, confidentiality, and professionalism in executing the job duties and responsibilities of the Chief People Officer Excellent written and oral communication skills, with high emotional intelligence; willingness and ability to influence and challenge decisions, both within HR and across the overall business; true enthusiasm for building relationships and connections Confident and independently motivated Passionate about driving growth and facilitating change for the bank through a focus on its people Ability to manage a high-volume workload with multiple priorities. Able to communicate a compelling picture of the bank's future that helps employees understand business objectives and their roles in implementing them Must handle interpersonal relationships judiciously and empathetically Ability to translate organization priorities into people initiatives and serve as a strategic partner to executive leadership on matters of significance for the organization. ADDITIONAL REQUIREMENTS: CERTIFICATES, LICENSES, REGISTRATIONS Valid Driver’s License COMPLIANCE: As generally applicable to F&M Bank and commensurate with these job functions, this job role includes accountabilities for following Bank policies and related procedures, as well as regulatory requirements involving federal and state laws, regulations, and related guidance. Compliance with Bank Secrecy Act (BSA), including accurate completion of Currency Transaction Reports (CTR) when applicable, Anti-Money Laundering Act (AML), Office of Foreign Asset Control (OFAC) and the USA PATRIOT Act. Adhere to Customer Identification, Customer Due Diligence and reporting of suspicious activities to the BSA Department. LEADERSHIP COMPETENCIES: Managing Conflict: Listens well, diffuses conflict before it starts, finds solutions to problems in a constructive manner, handles difficult people. Agility: Ability to respond to changing conditions quickly with mechanisms in place to manage, mitigate, and minimize disruption. Leading Change: Champions organizational change initiatives. Assesses and adjusts to changing situations, implementing innovative solutions to make organizational improvements. Leading People: Designs and implements strategies that maximize employee potential in meeting the organization’s vision, mission, and goals. Provides an inclusive workplace that fosters the development of others to their full potential.

Responsibilities

The Chief People Officer will serve as a strategic thought partner to the CEO and executive team, leading all HR functions and facilities to ensure organizational capability aligns with the bank's vision and strategy. Key duties include architecting human capital strategy across talent management, succession planning, compensation, and employee relations while nurturing the bank's culture.