SVP Human Resources

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A Day in the Life

The SVP Human Resources oversees day-to-day HR functions and ensures that the organization's processes meet regulatory standards, and best practices are in alignment with Lendistry's mission and strategic goals. The SVP of Human Resources is both a strategic and firsthand role leading and facilitating the planning and execution of multiple HR functions. This role will directly manage the Payroll Team, the Benefits Team, the HRIS Team, Policies, Performance, Compensation, Reporting and Analytics. Ultimately, the SVP of Human Resources will ensure our HR Department operates efficiently and aligns with our business objectives and that help to make Lendistry the best place to work!

Lendistry: Who We Are

We're proud to be the nation's largest minority-led, tech-savvy lender for small businesses and commercial real estate. As a certified Community Development Financial Institution (CDFI) and Community Development Entity (CDE), our mission is all about creating economic opportunities and fueling growth for small business owners and their communities. Join us as we pave the way with innovative financing and financial education!

What You'll Be Doing

• Manage the Payroll Team, creating efficient payroll strategies with a focus on process improvement, accuracy, and compliance.
• Direct all aspects of payroll operations, which include overseeing company payments, reviewing payroll changes and compiling payroll summaries for leadership review.
• Responsible for delivering on the strategy and execution of the company Total Rewards programs that will continue to build upon Lendistry's unique culture and business strategy.
• Assist in ensuring that all company related administrative forms, reports, processes, and audits are completed accurately, timely and in compliance with relevant local, state, federal and provincial regulations for Benefits, HR Recordkeeping and audits and compliance.
• Responsible for the continual evaluation of Lendistry's Total Rewards packages, including base pay, incentive pay, health and wellness benefits, and retirement benefits. Conduct semi-annual review of compensation grade structure to ensure accuracy and calibration with market data. Makes recommendations regarding compensation levels for employees and manage issues of internal equity.
• Develop, operationalize, and analyze the performance evaluation process, including goal setting, performance review and performance improvement, working with executive leadership to ensure organizational goals are met.
• Monitor and present statistical performance analysis with recommended solutions to executive leadership.
• Oversee the design, delivery, and administration of our HRIS system, employee data management and delivery of the relevant KPIs necessary to make initiative-taking and effective business decisions.
• Oversee the development of HRIS reports involving employee data to drive strategy and the development of executive scorecards for business leaders to determine predictive trends and variances.
• Oversee the analysis of Human Capital data and develop monthly presentations to communicate findings on metrics, trends, and variances.
• Responsible for identification of problem areas for all HR transactions and service delivery processes and recommend solutions.
• Serve as the project leader for all new projects involving HR data, system changes, and implementation of new HR software.
• Develop initiatives, policies, and programs to complement existing practices and create consistency across the organization.
• In partnership with Lendistry's legal team, own all workforce-related policy matters, including drafting and updating Lendistry's Employee Handbook.
• Lead Lendistry's efforts toward data-driven team and workforce management, including building and maintaining all people analytics systems and processes and providing regular reporting on workforce KPIs to Lendistry's executive team.

Your Areas of Knowledge and Expertise

• Bachelor's degree or equivalent experience in human resources management.
• 7+ years of professional HR experience, ideally with a services-oriented business, with a combination of corporate and business unit line experience preferred.
• 2 to 3 years in an HR Leadership role.
• SHRM-SCP and/or SPHR Certification preferred.
• Advanced level in Microsoft Suite, including Word, Excel and PowerPoint.
• Proficiency with Monday.com and Lucid chart preferred.
• Administrative skills with HRIS System Management required (UKG or Ultipro preferred).
• Strategic thought leader with excellent interpersonal skills and the ability to work effectively with individuals and groups, both independently and as part of a team at all organizational levels.
• Strong ability to translate strategic direction and business goals into day-to-day processes, with an emphasis on continuous improvement.
• Proven experience and skill in leading and mentoring a diverse group of HR professionals to achieve organizational goals, effectively managing projects and delegating responsibilities efficiently in a fast-paced, customer service focused environment.
• High degree of professionalism, emotional intelligence, ethics, and personal integrity to maintain confidentiality and handle documents and situations with sensitivity.
• Demonstrated ability to build strong relationships and take an employee-centric approach to help Lendistry stand out as an employer of choice.
• Excellent written and oral communication skills necessary to effectively work with key stakeholders.
• Demonstrated ability to think creatively and innovatively resulting in good decision making.
• Strong analytical and problem-solving ability with active listening skills, meticulous attention to detail and the ability to prioritize competing demands.
• Willingness to adapt to changing business needs and deadlines, including extended work hours when necessary.
• Professional, business-like appearance and demeanor, able to champion the Lendistry brand both internally and externally and the ability to take the organization to the next level.
• Superior influence and negotiation skills, with strong executive presence and judgment necessary to gain credibility and respect among executive leaders.
• Ability to manage large scale projects while interacting with people across all levels of the organization.
• Results and action oriented and creative problem solver with high level of proven conflict resolutions skills.
• Comfortable with ambiguity and change and able to navigate large organizations with confidence.

Why You'll Love Working Here:

• Comprehensive Medical, Dental, and Vision Insurance
• Generous Paid Time Off
• Birthday Day Off
• 12 Paid Company Holidays
• 401(k) Match
• FSA and HSA
• Paid Life Insurance
• Paid Disability Insurance
• Pet Insurance
• Employee Assistance Program (EAP)
• Professional Development Courses
• In Office Provided Snacks and Drinks
• Gym Facilities (LA & Tustin/CEC Offices)
• In Office Engagement Activities

COMPENSATION RANGE

The US base salary range for this full-time position is $165,000-220,000 annually.

Our salary ranges are determined by role, level, and location.

The range displayed on each job posting reflects the minimum and maximum base salary for new hires for the position across all US locations. Within the range, individual pay is determined by multiple factors like job-related skills, experience, and state of residence. Your recruiter can share more about the specific salary range during the interview process.

Please note that the compensation details listed in US role postings reflect the base salary only, and do not include any variable compensation elements.

PHYSICAL REQUIREMENTS

This is a stationary position that requires frequent sitting (approximately 95%), repetitive wrist motions, grasping, speaking, listening, close vision, and the ability to adjust focus. It also may require occasional standing, lifting, carrying of 20lbs or less, walking, kneeling, bending/stooping, twisting, pulling/pushing, and reaching above the shoulder. Employees in this position must be physically able to efficiently perform the essential functions of the position.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)