director/human enablement at orsa credit union

Plymouth, Michigan, United States -

Full Time

Start Date

Immediate

Expiry Date

02 Jul, 26

Salary

115500.0

Posted On

04 Apr, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

HRIS, HCM, Data analytics, Process improvement, Six Sigma, Change management, Strategic planning, Business analysis, Project management, Data modeling, Reporting, Technology implementation, User experience, Leadership, Emotional intelligence, Systems thinking

Industry

Banking

Description

Our Purpose To create joy and ignite Michiganders’ Impossible Dreams. Shared Commitments At orsa, our commitments start with our purpose and are guided by our vibrantly lived values. [https://orsacu.org/about/careers] We walk together toward strategic ends, galvanized by regenerative leadership and a growth orientation which moves us toward our human potential, so that we can support Michiganders in shaping the life they desire. ROLE PURPOSE The director/human enablement unleashes the humanity of the human potential team leveraging deep expertise in logic-based capabilities, including data analytics and reporting, process improvement, and technology solutions. Optimizing the way the human potential team works enables them to better deploy uniquely human capabilities to support stakeholders. The director/human enablement serves as a strategic partner, consulting and deploying solutions that draw on the combination of people and technology sciences. This position has a starting annual rate of $115,500, but your offer amount may be increased with relevant work experience and transferable skills. PRIMARY RESPONSIBILITIES As an impact-driven team, our work is collaborative and dynamic. This role, like all positions at orsa, will be counted on to perform a variety of tasks associated with its purpose and as directed by leadership. Some of the core deliverables of this role are: ROLE-SPECIFIC CONTRIBUTIONS * Evolve a strategy for the human enablement team that focuses on innovation, automation, and technological solutions, unleashing the humanity of the human potential team in service to our team members. * Partner with key stakeholders across the human potential team and broader organization to assess needs and objectives. * Partner with human potential leadership to support team member journey analysis and future of work initiatives. * Serve as the subject matter expert and advisor to leadership, providing counsel on how to leverage HP data and systems to drive business outcomes. * Ensure all HP systems and processes adhere to legal, regulatory, and internal compliance standards. * Develop team members with a focus on growth, driving a sense of accountability for current commitments while simultaneously supporting the team-member led development journey to future destinations. * Fulfill other responsibilities as needs evolve. HR Technology Leadership * Own the vision for HR technology based on organizational needs, purpose, and strategic priorities. * Evaluate and recommend system upgrades, integrations, and enhancements that improve efficiency, compliance, and user experience. Experience Measurement & Insights * Use all available tools to design and manage listening posts that capture a clear and evolving snapshot of member and team member experience. * Utilize both quantitative and qualitative data from listening posts to understand and share the stories of our members and team members, driving actionable insights. * Deliver experience insights to stakeholders in ways that are easily consumable, verifiable, and inspire continuous improvement. Analytics & Reporting * Further use data analytics, modeling, and forecasting as strategic assets, delivering insights that inform talent strategy, workforce planning, and operational excellence. * Support skill development of other SME’s in human potential team to elevate collective analytical capabilities. Process Excellence * Analyze existing processes within the human potential team. Utilize process improvement tools (e.g., six sigma, lean, etc.) to improve. * Serve as a consultant to new processes, designing with a focus on efficiency, experience, impact, and compliance. * Install control and performance measures across key areas to prevent outcome decay. * Support skill development of other SME’s in human potential team to elevate collective process capabilities. QUALIFICATIONS AND COMPETENCIES REQUIREMENTS As an organization focused on creating belonging, we appreciate that outstanding team members have different roads to excellence. Therefore, we don’t compromise on capability but use qualifications as guidelines. Typically, we’d expect a great chief capacity offer to have built capabilities through experiences that would include a minimum of: * Education: A bachelor’s degree and/or at least five years additional years of related experience. * Work Experience: Demonstrated success driving outcomes from implementation to sustainable performance in the areas of data management, analytics, , process, and modeling. Experience effectively managing one or more HRIS/HCM, survey, and talent platforms. Conversion management experience preferred. BA or PMO experience a plus. * Industry Experience: Experience in financial services preferred. * Professional Credentials and/or Certifications: Six Sigma Black Belt. The outcome of experience is our priority, so proficiency will be evaluated over means of acquiring it. Necessary competencies include: LEADERSHIP At orsa, whether we serve as managers, lead cross-functional teams or initiatives, or simply lead ourselves, we are all leaders. * Core Adaptive Capabilities; Systems thinking, pattern recognition, scenario planning and learning agility * Human Centered Leadership: Empathy, emotional intelligence, psychological safety, inclusive leadership, purpose-drive motivation * Strategic Thinking & Innovation: Horizon planning, breakthrough thinking, calculated risk taking, experimentation mindset * Execution in Ambiguity: Decisive action despite uncertainty, agile implementation, resource flexibility, change leadership * Technology & Data Fluency: Digital acumen, data literacy, ecosystem thinking, ethical technology use FUNCTIONAL * HR Technology Implementation & Administration Advanced knowledge of HRIS/HCM platforms including implementation, configuration, system administration, and multi-system integration. This includes new tool evaluation, vendor management, and system optimization. * People Analytics & Broader Data Analysis The ability to collect, manage, interpret, and visualize workforce data to generate actionable insights. This includes proficiency with tools such as Excel, Power BI, Tableau, Python/R, or similar platforms. * Process Improvement & Management Ability to apply knowledge of structured improvement frameworks such as Lean, Six Sigma, or Agile to enable practitioners to identify waste, reduce cycle times, eliminate errors, and enhance experience. This includes optimizing managed people operations processes from design through execution and ongoing monitoring. * Requirements Gathering & Business Analysis Facilitation of needs assessment conversations and effective conversion to documentation to support solutions that meet requirements. This includes post-implementation assessment of effectiveness. * Change Enablement & User Adoption Competency in designing with end user adoption in mind. This includes interface design, communication, and the development of effective support tools. Work Model and Conditions: Hybrid This position works in-office where working conditions, lighting, temperature, audio, and workspace are all sufficient. This position also works from home, where an appropriate work environment is required. Work requires the ability to constantly operate a computer and the ability to read, type, and communicate. Work may require the ability to move work-related supplies weighing up to 10-15 pounds. The hybrid classification provides the opportunity to flex with purpose, empowering team members to work in locations best suited for work and life. In that spirit, those in a hybrid role are encouraged to maintain a commutable proximity to their primary work location because: * The organization expects hybrid team members to attend certain meetings in person * Managers may require onsite work to support outcomes * Work model classification is subject to change As a team member of orsa, you’ll enjoy: * Comprehensive medical, dental, and vision plans * Generous paid time off package for all full-time team members  * Up to 12-weeks paid paternity/maternity leave * Lifestyle Accounts to help with your personal wellbeing * Family Health Benefits * Paid time off to observe all Federal Holidays * Flexible work options depending on position * A generous 401k match * Numerous employee engagement activities * Community Resource Groups * Paid time off for occasions such as volunteering, caregiving, and family events Contact/application information: If this description appeals to you, please submit an application! A member of orsa’s talent acquisition team will be in contact with you shortly! Equal Employment Opportunity Policy: orsa credit union is an equal opportunity employer (M/F/D/V). We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, gender identity or expression, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable Federal, State or local laws.  Disclaimer: This job posting highlights some of the most critical responsibilities and requirements of the position. There may be additional duties and responsibilities that are not listed above. A Talent Acquisition Specialist will be sure to discuss the role in further detail should your application be selected to move forward. Please note that orsa credit union does not involve Artificial Intelligence (AI) when evaluating applications. Applications for this position are reviewed by a member within the Talent Acquisition team. We are dedicated to providing an equitable and thorough review of all submissions and look forward to additional connection as the recruitment process continues!

Responsibilities

The director of human enablement will lead the human potential team by leveraging data analytics, process improvement, and technology solutions to optimize team performance. This role serves as a strategic partner to drive business outcomes through innovative HR technology and experience measurement.