Chief Technology Officer jobs in Iowa

Position Summary:

The Chief People Officer (CPO) is a top-level executive responsible for overseeing all aspects of an organization's human resources and people management strategies. They play a critical role in developing and implementing initiatives to attract, retain, and develop top talent, while fostering a positive and inclusive work culture. The CPO works closely with other senior leaders to align HR strategies with overall business objectives, ensuring that the organization has the right people, skills, and resources to drive success. They oversee areas such as talent acquisition, performance management, employee engagement, compensation and benefits, training and development, operational effectiveness, payroll, and diversity and inclusion initiatives. This position works closely with the President/CEO and the Board of Directors Compensation Subcommittee and the investment committee.

GreenState Culture:

At GreenState, we exist to create lasting value for those we serve. We do this by putting immense value into our employees, members and communities. We empower our employees to create endless opportunities, which will then impact the lives of our members and enhance the vitality of our communities.

1. Adheres to the Credit Union's core values and Service Standards in conducting GreenState's mission and vision.
2. Demonstrates a positive member service (internal and external) focus at all times.
3. Demonstrates teamwork in all interactions with coworkers and in the completion of all duties and responsibilities.
4. Ensures confidentiality of member information.
5. Supports a diverse and inclusive work environment.
6. Leads the Human Resources and Operational Effectiveness teams, providing guidance, coaching, and mentorship to ensure high performance and employee engagement.
7. Makes key contributions to the formulation of the Credit Union's business strategies.
8. Responsible for the Credit Union's compliance to Federal and State legislation pertaining to all employee matters. Ensures human resources policies and procedures are kept up to date and in compliance, and consistently enforced.
9. Maintains knowledge of industry trends and employment legislation which impact the Credit Union's personnel policies and practices.
10. Crafts talent acquisition strategies to build strong pipelines for future hiring needs along with succession planning strategies.
11. Leads, communicates, and implements organizational culture for the Credit Union.
12. Regularly reviews and makes recommendations to the President/CEO and/or the Executive Management team or the Board of Directors at the President/CEO's request, to improve policies that impact employees.
13. Develops and implements human resources disciplines such as compensation, benefits, training, talent acquisition, employee engagement and diversity, equity, and inclusion.
14. Regularly reviews and recommends changes as needed in wage, salary, and benefit administration. Oversees and ensure benefits and rewards programs are comprehensive, competitive and align with business goals. Ensures alignment with Credit Union compensation philosophy, as approved by the President/CEO and Board of Directors.
15. Communicates frequently with department and executive stakeholders to understand the current and future needs of our workforce. Ensures the Credit Union has appropriate staffing that is well trained and appropriately compensated.
16. Responsible for human capital related metrics. Reviews trends in employee related matters and proposes solutions.
17. Keeps employees informed of all changes in personnel policies; maintains Employee Handbook.
18. On a consultative basis, works with department managers (and through Human Resource Business Partners) to assist them in carrying out their responsibilities on employee matters (i.e. disciplinary actions, performance issues, talent strategies, etc.). Ensures high quality counsel with employees on personnel policies, and procedures.
19. Assists in the investigation/research, solutions and appropriate adjustments to complaints received from management personnel and employees. Ensures all matters handled in alignment with procedures and with a high level of confidentiality.
20. Consults with legal counsel on a regular basis related to employee matters and/or as directed by the President/CEO.
21. Drives the development and maintenance of a state-of-the-art Human Resources Information System (HRIS) and practices.
22. Performs other projects or duties as assigned

1. Bachelor's degree or equivalent 15 years in related experience, or equivalent combination of education and experience. A master's degree in human resource management is a plus.
2. Proven experience as an HR executive or senior management in a leadership role.
3. Ability to strategically and tactically evaluate and implement HR related programs and initiatives.
4. Models exceptional interpersonal and communication skills, both oral and written; able to articulate ideas to both technical and non-technical audiences.
5. Must be able to work in a collaborative team environment.
6. Proven ability to analyze and synthesize complex organizational issues.
7. Ability to exercise sound independent judgement in carrying out day to day responsibilities.
8. Excellent negotiating skills with internal customers and external service providers.
9. A high energy executive; tenacious and passionate about reaching goals while keeping ego in check.
10. Outstanding organizational skills, and the ability to manage multiple priorities.
11. Expected to operate at a highly effective level despite significant work pressure and a fast-paced environment. Awareness of stress levels amongst employees and ability to facilitate either temporary or long-term relief.
12. Experience leading complex, major change initiatives; demonstrated skills in change management.
13. Interpersonal skills to represent the credit union and promote its products in a positive and professional manner during related contact.
14. Must be bondable.
    
    

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