SVP Human Resources & Organizational Development

    • Job Tracking ID: 512165-775841
    • Job Location: Broomfield, CO
    • Job Level: Any
    • Level of Education: Any
    • Job Type: Full-Time/Regular
    • Date Updated: 06/16/2021
    • Years of Experience: Any
    • Starting Date: ASAP
    • Days of the Week: Mon,Tue,Wed,Thurs,Fri
    • Hours: Full-time
    • Salary: Starting salary for this position is expected to be $124,000 to $165,000, depending on experience and qualifications.
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Job Description

Premier Members Credit Union is a $1.5 billion not-for-profit financial cooperative serving the Front Range of Colorado, with 14 branch locations and a commitment to providing excellent member service.  We are looking for a collaborative, solution-focused HR leader to help set the stage for PMCU's next phase of growth.


Responsible for setting and executing the strategic vision for Human Resources including recruitment, staffing, performance management, employee relations, compensation, benefits, employee engagement and overall organizational development efforts.  Provides leadership in establishing and implementing human resource and organizational development objectives, policies and plans, supporting the overall goals and objectives of the credit union.  Partners with the senior management team and other leaders to develop and implement diversity, equality and inclusion strategies, programs, policies, and metrics that successfully engage, develop, retain and attract a diverse workforce, fostering inclusion and a sense of belonging.  Assigns, directs, and appraises department personnel, ensuring that they are effective and well utilized for all credit union human resource and organizational development needs.



  • Collaborates with the CEO and Senior Management with long- and short-term human resources and organizational development planning.  Develops and implements a total strategy and direction for the Credit Union's human resources and organizational development functions.
  • Plans and directs programs for all human resources areas including employment, employee relations, compensation, organizational development, benefits administration, and equal employment opportunity.
  • Develops policies and programs to meet and anticipate organizational needs. Communicates and assists in the interpretation and implementation of personnel policies. Participates in decisions involving employees.
  • Develops and maintains strategic staffing plan to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization.
  • Provides overall leadership and guidance to the HR function in assisting all managers in talent acquisition, career development, succession planning, retention, training, and leadership development. 
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee engagement evaluated through periodic employee engagement surveys.
  • Develops progressive and proactive compensation program to provide motivation, incentives and rewards for effective performance. 
  • Participates with other senior managers to develop and execute short- and long-range corporate strategic and operational plans, policies, programs and systems.
  • Researches and monitors national benefits trends. Develops benefit programs that are cost effective and designed to attract top talent and retain valued employees. Recommend changes in benefits offered as needed.
  • Ensures the effective performance of the Credit Union's benefits, pension, incentive, and bonus programs.  Provide recommendations that ensure cost effectiveness and appropriate service delivery.
  • Oversees the development and implementation of the credit union’s organizational development strategy to enhance the knowledge and skills of credit union’s employees.
  • Develops HR planning models to identify competency, knowledge, and talent gaps and develop specific programs for the filling of the gaps.  Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge of the credit union industry.
  • Protects the interests of employees and the credit union in accordance with human resource policies and governmental laws and regulations.
  • Manages the budget and other financial measures of the HR department.
  • Responsible for establishing and maintaining effective communication, coordination, and working relations with Credit Union personnel and management.
  • Establishes credibility throughout the organization with management and the employees in order to be an effective listener and problem solver.
  • Work as project facilitator on assigned projects.

Experience and Skills




  • Bachelor’s degree in Business, Human Resources, Organizational Development, or related field
  • HR certification (SPHR OR SHRM-SCP)
  • Master’s degree in related field preferred


Required Knowledge:

  • Strong knowledge of human resources laws and regulations
  • Understanding of compensation and benefits policies and programs
  • Knowledge of organizational development systems and resources


Experience Required:              

  • Eight to ten years of progressively responsible experience in human resources
  • Management experience required



  • A forward-thinking and creative individual with high ethical standards
  • A strategic planner with sound technical skills, analytical ability, good judgment and strong operational focus
  • Excellent communication and presentation skills, and an ability to relate to people at all levels of an organization
  • A proven ability to resolve conflicts between different parties to a dispute



  • Standard office conditions
  • Low to moderate noise
  • Limited lifting up to 10 lbs.


This description has been reviewed to ensure that only essential functions and basic duties have been included.  Peripheral tasks, only incidentally related to each position, have been excluded.  Essential functions, requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions.  In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive.  Additional functions and requirements may be assigned by supervisors as deemed appropriate. 


In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals.  However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

The Credit Union believes that each employee makes a significant contribution to our success.  That contribution should not be limited by the assigned responsibilities.  Therefore, this job description is designed to outline primary duties, qualifications, and job scope, but not limit the incumbent.  It is our expectation that each employee will offer his/her services wherever and whenever necessary to ensure the success of our endeavors.

Job descriptions are not intended as and do not create employment contracts.  The organization maintains its status as an at-will employer.  Employees can be terminated for any reason not prohibited by law.