Human Resources Director
Prism Bank, Oklahoma City, OK, United States
Human Resources Director
The Human Resources Director will serve as the organization’s senior HR leader, replacing our current outsourced HR service provider and building a fully in-house human resources function.
This individual will oversee one direct report—an HR Coordinator who manages day-to-day HR administration—while focusing the majority of their time on strategic initiatives, process development, and organizational capability building.
The HR Director will create the frameworks, documentation, tools, and workflows necessary to attract, evaluate, hire, and integrate talent consistently and effectively. This leader will act as a strategic partner to executive leadership, driving initiatives that strengthen employee engagement, develop talent, ensure regulatory compliance, and cultivate a high-performance culture.
Essential Duties and Responsibilities
HR Function Build-Out and Strategy • Design and implement the bank’s in-house HR infrastructure, including policies, procedures, systems, and workflows, transitioning from the outsourced model. • Develop and execute a comprehensive HR strategy aligned with the bank’s business objectives, growth targets, and cultural values. • Supervise and develop the HR Coordinator, delegating day-to-day administrative functions (benefits administration, personnel file maintenance, payroll coordination, leave tracking) while maintaining oversight and quality standards. • Serve as a trusted advisor to the executive team on all people-related matters. Recruiting Process Development and Talent Acquisition • Build a formal, documented recruiting program from the ground up, establishing standardized processes for every stage of the hiring lifecycle: requisition approval, job posting, candidate sourcing, screening, interviewing, selection, and offer management. • Develop written recruiting playbooks and standard operating procedures that ensure consistency, compliance, and repeatability across all departments and hiring managers. • Build relationships with local universities, professional associations, community organizations, and industry networks to develop a diverse, proactive talent pipeline. • Develop and deliver hiring manager training on the bank’s recruiting processes, interviewing best practices, legal compliance, and candidate experience. • Track and analyze recruiting metrics (time-to-fill, cost-per-hire, source effectiveness, quality of hire, offer acceptance rate) and report trends to leadership with recommendations for continuous improvement.
Onboarding Program Development and New Hire Integration • Design and implement a formal, structured onboarding program with documented processes, checklists, and timelines that ensure a consistent and thorough experience for every new hire. • Develop comprehensive orientation materials, department-specific training plans, compliance training schedules, and role-specific onboarding roadmaps. • Establish formal 30/60/90-day milestone check-ins with defined objectives, feedback mechanisms, and manager accountability for new hire development. • Coordinate with department managers to ensure onboarding content is current, relevant, and aligned with actual job expectations. • Continuously evaluate and refine the onboarding program based on participant feedback, retention data, and time-to-productivity metrics. Compensation, Benefits, and Compliance • Oversee the administration of compensation programs, benefits enrollment, and annual open enrollment processes, with day-to-day administration handled by the HR Coordinator. • Conduct market benchmarking and compensation analysis to ensure competitive pay practices that attract and retain talent. • Ensure compliance with all federal, state, and local employment laws and banking industry regulations (e.g., EEOC, FMLA, ADA, FLSA, OFCCP, CRA). • Maintain and update the employee handbook and all HR policies as regulations evolve. Employee Relations and Culture • Serve as a trusted resource for employees and managers on workplace concerns, conflict resolution, performance issues, and disciplinary actions. • Lead investigations into employee complaints and recommend appropriate corrective actions. • Develop and facilitate management training on leadership skills, communication, and regulatory topics.
Qualifications
Required: • Bachelor’s degree in Human Resources, Business Administration, or a related field. • Minimum of 7–10 years of progressive HR experience, with at least 3 years in a senior or director-level role. • Proven track record of developing formal recruiting processes, workflows, and documentation in an organization that previously lacked them. • Hands-on experience designing and implementing structured onboarding programs. • Strong working knowledge of federal and state employment laws and regulations applicable to the banking or financial services industry. • Exceptional interpersonal, communication, and presentation skills. • Ability to operate both strategically and hands-on in a lean, fast-paced environment.
Preferred: • SHRM-SCP, SPHR, or equivalent professional HR certification. • Prior experience in banking, financial services, or another highly regulated industry. • Experience supporting organizations with 50–200 employees through periods of growth. • Familiarity with Oklahoma employment law and local labor market dynamics.
The Human Resources Director will serve as the organization’s senior HR leader, replacing our current outsourced HR service provider and building a fully in-house human resources function.
This individual will oversee one direct report—an HR Coordinator who manages day-to-day HR administration—while focusing the majority of their time on strategic initiatives, process development, and organizational capability building.
The HR Director will create the frameworks, documentation, tools, and workflows necessary to attract, evaluate, hire, and integrate talent consistently and effectively. This leader will act as a strategic partner to executive leadership, driving initiatives that strengthen employee engagement, develop talent, ensure regulatory compliance, and cultivate a high-performance culture.
Essential Duties and Responsibilities
HR Function Build-Out and Strategy • Design and implement the bank’s in-house HR infrastructure, including policies, procedures, systems, and workflows, transitioning from the outsourced model. • Develop and execute a comprehensive HR strategy aligned with the bank’s business objectives, growth targets, and cultural values. • Supervise and develop the HR Coordinator, delegating day-to-day administrative functions (benefits administration, personnel file maintenance, payroll coordination, leave tracking) while maintaining oversight and quality standards. • Serve as a trusted advisor to the executive team on all people-related matters. Recruiting Process Development and Talent Acquisition • Build a formal, documented recruiting program from the ground up, establishing standardized processes for every stage of the hiring lifecycle: requisition approval, job posting, candidate sourcing, screening, interviewing, selection, and offer management. • Develop written recruiting playbooks and standard operating procedures that ensure consistency, compliance, and repeatability across all departments and hiring managers. • Build relationships with local universities, professional associations, community organizations, and industry networks to develop a diverse, proactive talent pipeline. • Develop and deliver hiring manager training on the bank’s recruiting processes, interviewing best practices, legal compliance, and candidate experience. • Track and analyze recruiting metrics (time-to-fill, cost-per-hire, source effectiveness, quality of hire, offer acceptance rate) and report trends to leadership with recommendations for continuous improvement.
Onboarding Program Development and New Hire Integration • Design and implement a formal, structured onboarding program with documented processes, checklists, and timelines that ensure a consistent and thorough experience for every new hire. • Develop comprehensive orientation materials, department-specific training plans, compliance training schedules, and role-specific onboarding roadmaps. • Establish formal 30/60/90-day milestone check-ins with defined objectives, feedback mechanisms, and manager accountability for new hire development. • Coordinate with department managers to ensure onboarding content is current, relevant, and aligned with actual job expectations. • Continuously evaluate and refine the onboarding program based on participant feedback, retention data, and time-to-productivity metrics. Compensation, Benefits, and Compliance • Oversee the administration of compensation programs, benefits enrollment, and annual open enrollment processes, with day-to-day administration handled by the HR Coordinator. • Conduct market benchmarking and compensation analysis to ensure competitive pay practices that attract and retain talent. • Ensure compliance with all federal, state, and local employment laws and banking industry regulations (e.g., EEOC, FMLA, ADA, FLSA, OFCCP, CRA). • Maintain and update the employee handbook and all HR policies as regulations evolve. Employee Relations and Culture • Serve as a trusted resource for employees and managers on workplace concerns, conflict resolution, performance issues, and disciplinary actions. • Lead investigations into employee complaints and recommend appropriate corrective actions. • Develop and facilitate management training on leadership skills, communication, and regulatory topics.
Qualifications
Required: • Bachelor’s degree in Human Resources, Business Administration, or a related field. • Minimum of 7–10 years of progressive HR experience, with at least 3 years in a senior or director-level role. • Proven track record of developing formal recruiting processes, workflows, and documentation in an organization that previously lacked them. • Hands-on experience designing and implementing structured onboarding programs. • Strong working knowledge of federal and state employment laws and regulations applicable to the banking or financial services industry. • Exceptional interpersonal, communication, and presentation skills. • Ability to operate both strategically and hands-on in a lean, fast-paced environment.
Preferred: • SHRM-SCP, SPHR, or equivalent professional HR certification. • Prior experience in banking, financial services, or another highly regulated industry. • Experience supporting organizations with 50–200 employees through periods of growth. • Familiarity with Oklahoma employment law and local labor market dynamics.