AVP of People Experience

How to apply: Complete an Online Application at our website www.capedcu.com for the specific job opportunity that interests you. Resumes are not accepted in lieu of an application.

*This position will have the opportunity to be remote hybrid after a training period upon hire*

Role: The AVP of People Experience contributes to the obtainment of CapEd’s business objectives and mission by leading strategic and operational initiatives across the employee lifecycle to foster engagement, equity, and excellence. This position’s focus includes total rewards strategy, performance management, workforce planning, and change leadership. This mid-level-leader position is responsible for all talent management functions for direct reports including talent acquisition, performance management, time management and people development over the People Solutions team. This position sets the operational direction for the span, often a single subfunction, through collaborating with the Chief People Officer and other credit union leaders to enhance organizational effectiveness and leadership capability.   

Essential Functions & Responsibilities:

• Provide strategic direction and leadership to the Total Rewards function, including compensation philosophy, frameworks, benefits, payroll, retirement, and wellbeing programs and ensure total rewards programs are competitive, equitable, and aligned with CapEd’s strategic goals and employee value proposition.
• Provide executive guidance on complex compensation matters, pay equity analysis, market benchmarking, including incentive plans, retention strategies, and executive pay.
• Partner with AVP of People Strategy in workforce planning processes, forecasting, succession planning, skills gap analysis, job architecture, career paths, and role definitions.
• Oversee employee relations strategies to ensure fair, equitable, and compliant employment practices that support a positive workplace culture.
• Lead complex employee relations investigations, ensuring documentation, confidentiality, and consistency in outcomes.
• In partnership with the People Business Partner and People Development team, use insights from employee relations data to identify opportunities for proactive action and leadership development. 
• Lead the development and use of key people metrics and data analytics to identify trends, risks, and opportunities that inform decision-making across all People Experience areas.
• Lead change management initiatives, ensuring smooth adoption of strategic projects, organizational shifts, or cultural transformations.
• Cultivates great employee experience and wellbeing to mitigate employee turnover through hiring, assessing performance, coaching and developing employees in adherence to CapEd policies and employment law.  
• Optimizes operations through monitoring span performance and data, identifies risk trends and recommends operational risk policies and strategies for span. Often recommends and leads key tactics and projects.  
• Develops, illustrates, and communicates budgets and cost containment for span.  
• Maintains knowledge of all Credit Union products, services, and promotions.
• Contributes to efficient Credit Union operations by performing other job-related duties as assigned.

Knowledge and Skills: 

Experience: Eight to ten years of progressive HR leadership experience, including compensation strategy, people analytics, employee relations, total rewards, and workforce planning.

• Demonstrated experience leading change management and aligning HR strategy with business performance.
• Strong analytical skills with the ability to translate data into actionable insights.
• Excellent communication, facilitation, and stakeholder management skills.
• Financial services/credit union or highly regulated industry experience preferred.

Education: (1) A bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required, or (2) achievement of formal certifications recognized in the industry as equivalent to a bachelor's degree (e.g. information technology certifications in lieu of a degree).  Master’s degree or HR certification (SHRM-SCP/CP, CCP) preferred.