Chief People Officer in Lawton, Oklahoma at City National Bank & Trust

Serves as mediator, coach, advisor and facilitator on all human resource matters.Ensures compliance with established employment related laws/ guidelines/procedures at all Bank organizational levels. Provides assistance and counseling with interpretation of human resources laws and guidelines to both management and staff. Acts as corporate Affirmative Action/Equal Employment Opportunity OfficerLeads, oversees, directs, and maintains the Bank's salary administration and performance appraisal/management programs. Participates in compensation and benefits surveys on behalf of the Bank and ensures maintenance/updates of competitive salary ranges for all bank jobs. Oversees the performance review process and counsel’s supervisors/managers on coaching and performance issues. Aligns compensation and incentive structures directly with Bank strategic goals.Leads and manages recruitment/retention policies and practices. Coordinates all recruiting, screening, interviewing and selection activities, both exempt/non-exempt, including establishment of recruiting sources.Oversees offers of employment up to senior management. Monitors and reports on employee turnover. Works with Senior Management to develop and/or update succession plans.Evaluates and recommends organizational structure improvements to enhance efficiency, scalability, and clarity of roles. Ensures organizational design supports speed of execution and decision-making effectiveness.Formulates, recommends and implements bank wide human resources policies, programs and objectives. Directs preparation/maintenance of reports. Develops and maintains the Bank's Employee Handbook and supporting procedures.Prepares, assists and monitors annual budget for salary, benefits, and training. Directly contributes to improvement of the Bank’s efficiency ratio through workforce optimization, productivity improvements, and cost discipline.Develops, administers and maintains Bank's benefit and retirement programs. Seeks competitive bids, solicits Board approval and implements plans in best interest of Bank. Ensures total rewards strategy supports attraction, retention, and engagement of high-performing employees. Balances competitiveness with cost control and long-term sustainability

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Bachelor's degree (B. A.) from four-year college or university or equivalent experience plus additional specialized Human Resources training or equivalent work experienceSpecialized training in human resources related schools, etc. (i.e., Human Resource School, SHRM certification of PHR/SPHR) is preferred.

4-5 years working with executive leadership5-7 years HR generalist experience and/or training or related experience and/or trainingOr equivalent combination of education and experience

Excellent communication skills, both written and verbalHigh energy levelFacilitator/coach/mentorGood reasoning abilities and sound judgementResourceful and well organizedParticipative management styleAssertive/persuasiveNegotiation skillsService oriented

Constant use of computer screens with the ability to operate a computer keyboard, use hand to finger, handle or feel, reach with hands and arms, and talk, see or hearAbility to lift/carry no more than 20lbsAbility to sit the majority of the assigned work scheduleClear verbal communication

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Monitors turnover. Develops strategies to ensure annual turnover is consistently trending downward to market level relative to bank staffing models.Manages an efficient hiring process. New hire turnover of tenure less than 90 days is 15% or less.Interactions with employees promote and model teamwork, communications, trust, and respect.Maintains confidentiality with sensitive information and Bank relationships.Understands and conducts oneself with integrity consistent with Bank’s core values.Services internal and external customers in a manner which exceed expectations.Ensures annual bank personnel expense is at budget or below. Develops, analyzes and interprets all key ratios measuring human resource investment. Recommends strategies for improvements, where necessary.Ensures all human resources actions are in compliance with applicable federal, state, and municipal statutes related to the fair and equitable treatment of staff.Maintains an environment where employees receive fair and equal consideration relative to all human resources related matters/policies.