Director of Human Resources

The Director of Human Resources plays a pivotal role in shaping and executing the organization's human resources strategy. This role is a key member of the senior leadership team, responsible for aligning HR initiatives with the institution's broader business objectives to foster a high-performance culture, collaboration across teams and an inclusive environment where all advisors appreciate the unique experiences each individual brings to Horizon.

This role involves overseeing talent acquisition, employee engagement, Advisor role descriptions and grading, Human Resources design, employee relations, Human Resources compliance, and organizational development, while ensuring that HR policies are in line with regulatory requirements. The role is also tasked with optimizing HR technologies to improve departmental efficiency. Ultimately, the role ensures that the institution attracts, develops, and retains the talent necessary to meet its strategic goals and maintain competitive within the industry.

Strategic Leadership & Planning:

• Develop and execute HR strategies aligned with the institution's business objectives and goals.
• Lead and oversee the HR department, ensuring efficient operations across all HR functions.
• Provide strategic direction for talent acquisition, retention, and employee development programs.

Leadership & Collaboration:

• Serve as a trusted advisor to the executive team and senior leadership on all HR-related matters.
• Collaborate with senior leadership and department heads to ensure HR initiatives are aligned with business goals.
• Act as a liaison between management and employees, ensuring transparency and trust within the organization.
• Work closely with Benefits and Compensation team on advisor incentive compensation design and employee benefit offerings.

Organizational Development & Change Management:

• Lead organizational change initiatives, ensuring smooth transitions during mergers, acquisitions, or restructuring.
• Facilitate a continuous improvement mindset across the HR function and the wider organization.

Succession Planning & Talent Management:

• Manage succession planning processes to identify and groom future senior leaders.
• Working closely with Executive team on succession planning to include immediate/ready now talent, and interim leadership strategies.
• Oversee talent management programs to ensure the organization maintains a pipeline of top talent.

Board & Stakeholder Communication:

• Provide regular reports to the board of directors and executive leadership on HR metrics, talent strategies, and organizational performance.
• Communicate HR initiatives and changes to external stakeholders, ensuring alignment with the financial institution's goals.

Talent Acquisition & Workforce Planning:

• Oversee recruitment, hiring, and onboarding processes within the organization.
• Collaborate with leadership to forecast staffing needs and create workforce plans that meet both short- and long-term goals.

Employee Relations & Engagement:

• Foster a positive organizational culture through employee engagement programs, communication, and feedback channels.
• Address employee concerns and mediate conflict resolution throughout the organization.
• Implement programs for employee recognition and reward systems.

Compensation & Benefits Management:

• Oversee salary benchmarking and ensure the organization's compensation packages are competitive.
• Ensure compliance with regulatory requirements for compensation and benefits programs.
• Work collaboratively with Benefits/Compensation team.

Compliance & Risk Management:

• Ensure HR policies, procedures, and practices comply with local, state, and federal laws and regulations.
• Stay informed on financial industry-specific HR regulatory changes.
• Conduct regular reviews of HR processes and policies to mitigate legal and operational risks.

Employee Development & Training:

• Lead employee training and development programs to improve skills and promote career growth.
• Partner with senior leadership to develop succession planning strategies and identify high-potential talent.
• Ensure employees have access to continuous learning opportunities, especially in areas like financial services and compliance.

Performance Management & Metrics:

• Develop and monitor key performance indicators (KPIs) for HR functions, ensuring continuous improvement in all areas of the department.
• Implement and oversee performance review processes, ensuring alignment with organizational objectives.
• Analyze HR data & trends for actionable insights and support decision-making.

Technology & HR Systems Management:

• Oversee HR technology platforms (e.g., HRIS systems) to streamline processes and improve efficiency.
• Implement data-driven HR solutions to track employee performance, development, and retention.

• Bachelor's Degree in Human Resources or related field.
• 10+ Years previous Human Resources experience required.
• 5+ Years management experience.
• Strong project management skills with proven ability to measure success via key performance indicators.
• Bank Experience preferred.
• Experience engaging with executive leadership team members preferred.

A successful HR Director requires dynamic leadership, strategic thinking and the ability to be a compassionate communicator. The following competencies, when combined, ensure that the HR leader can drive organizational success while fostering a positive, inclusive, and high-performing work environment.

Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions in compliance with the Americans with Disabilities Act (ADA)

Horizon Bank is a proud Equal Opportunity Employer | Disability | Veteran Employer.

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