Human Resources Manager at Empower Federal Credit Union in Syracuse, New York

Job Description:

Role:

As a key member of the People & Culture team, the Human Resources Manager will drive strategic HR initiatives while balancing the needs of the business with the well-being of our employees. This role is central to fostering a positive, inclusive culture where employees thrive, contributing to our credit union’s continued success.

The HR Manager will take ownership of essential HR functions, including employee relations, business partnership, performance management, leave administration, recruitment, onboarding, billing & vendor management, policy enforcement, and HR compliance. This individual will be an inclusive leader instrumental in crafting and executing employee relations strategies that cultivate a safe, engaging, and growth-oriented work environment. In everything we do, the focus is on aligning HR/People strategies with business goals while nurturing a culture that is diverse, equitable, and collaborative.

This role calls for a balance of strategic vision and hands-on HR operations to ensure our workplace is high-performing, compliant, and deeply engaged. The HR Manager plays a pivotal role in shaping an exceptional employee experienceu2014one that consistently earns us recognition as a top employer. We believe our employees’ holistic well-being and growth are critical to our success, and this role helps lead the charge in maintaining a culture where people feel heard, valued, and supported.

Reporting to the VP of People and Culture, this role is based at our Syracuse, NY headquarters and follows a hybrid model, requiring a minimum of 5 days in the office per month.

Essential Functions & Responsibilities:

35% Employee Relations & HR Business Partnership:

-Serve as a trusted advisor to managers and employees on all people matters, providing strategic guidance on coaching, performance management, and employee development.

-Lead the resolution of complex employee relations issues, conducting thorough and objective investigations, and delivering thoughtful solutions that balance employee and organizational needs.

-Partner closely with business leaders to align HR strategies with business goals, supporting workforce planning, talent management, and organizational change.

-Build strong, trust-based relationships across the organization, fostering an environment where employees feel empowered and engaged.

-Ensure the highest standards of confidentiality when handling sensitive employee matters.

25% Human Resources Legal, & Compliance: 

-Conduct regular Reviews and/or Audits of HR processes, ensuring full compliance with federal, state, and local regulations, as well as internal policies.

-Maintain a proactive approach to mitigating risk and ensuring that all HR practices are aligned with legal requirements and organizational values.

-Collaborate closely with internal team members, General Counsel and Outside Employment Attorneys, providing your input on complex legal matters related to employment, including terminations, workplace investigations, accommodations, and policy interpretations.

- Engage outside legal counsel as necessary for specialized guidance on employment, changing laws, or high-risk employee relations cases.

- Oversee vendor management related to HR services, ensuring timely and accurate billing, contract adherence, and compliance with accounting and budgetary requirements.

20% People Team Management & HR Analytics: 

- Lead and mentor the HR team, cultivating a culture of continuous learning, growth, and high performance.

- Promote a culture of agility and adaptability within the HR team, encouraging proactive approaches to emerging challenges and opportunities in talent management and employee engagement.

- Champion the professional development of the HR team, ensuring ongoing skills development through coaching, mentoring, and exposure to new HR trends and technologies.

- Foster an innovative and forward-thinking HR team by empowering team members to take ownership of key initiatives and continuously improve processes through creative problem-solving and collaboration.

- Provide actionable insights through HR metrics and data analytics, using trends to decision making toward opportunities for improvement and growth for the HR team.

- Ensure the HR team delivers a people experience that reflects our strategic pillars, values of integrity, honesty and fairness.

 -Collaborate with cross-functional teams to integrate HR analytics into broader business strategies, ensuring alignment with organizational goals and driving measurable impact across departments.

10% Recruitment & Onboarding: 

- Oversee recruitment and selection processes, ensuring strategies attract and retain the best talent while driving DE&I objectives.

 - Create an onboarding experience that engages new hires from day one, aligning them with the organization’s culture and values and setting them up for success.

- Maintain compliance with all hiring policies, including managing the Affirmative Action Plan.

10% Employee Services & Programs: 

- Drive employee engagement through services and programs that enhance the overall employee experience, including employee assistance programs (EAP), recognition & service awards, and wellness initiatives.

- Continuously review and update HR policies to ensure compliance and relevance, making proactive recommendations to stay ahead of industry trends.

- Lead the management of the employee handbook and other employee guides to ensure that all policies are communicated and implemented effectively.

- Champion DE&I initiatives in collaboration with the VP of People & Culture and the DEI Officer, ensuring programs reflect the diverse needs of our workforce and industry.

- Advocate for a culture that embraces diversity and fosters equity and inclusion across all levels of the organization.

– Other duties as assigned.

Performance Measurements:

1. See Dayforce (HRIS) Performance Management for Goals upon start in role, and annually.

Knowledge and Skills:

Experience

- 5-8 years of progressive HR management experience, with a strong focus on Employee Relations, HR Business Partnership, Recruitment, Performance Management, and HR operations.

- 4+ years of leadership or management experience, including coaching and developing HR teams. - Proven expertise in employment law and HR compliance as well as FMLA, ADA, Disability, HIPAA, etc.

- Proficiency using HRIS systems.

- Experience in multi-location organizations is highly preferred.

Education 

A bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field. Equivalent industry-recognized certifications and experience will be considered in lieu of a degree.

Interpersonal Skills: 

- This role requires a high degree of emotional intelligence as the HR Manager will be navigating sensitive situations and building strong relationships across all levels of the organization.

- The ability to influence and motivate others, both within the HR team and the broader business, is essential.

- Strong communication skills' both verbal and written are critical for conveying policies, resolving conflicts, and coaching employees and leaders alike.

Other Skills:

- Demonstrated ability to lead with empathy and foster a workplace where people feel supported, empowered, and heard.

- Adept at managing competing priorities in a fast-paced environment, with a focus on delivering impactful results.

- Strong judgment and integrity in managing confidential and sensitive information. Proficiency in analyzing HR metrics to inform strategic decisions and drive continuous improvement.

- A proven ability to execute projects from start to finish, ensuring deadlines are met and resources are effectively managed.

- Expertise in fostering a culture of diversity, equity, inclusion, and belonging with a deep understanding of cultural nuances and perspectives.

- Excellent conflict-resolution and negotiation skills, with the ability to mediate sensitive issues and deliver fair outcomes.

Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions.

Work Environment: The work environment is generally quiet to moderate, with flexibility for hybrid working arrangements.

This Job Description is not a complete statement of all duties and responsibilities comprising the position.