Director of Human Resources

Ascend is the largest credit union in Middle Tennessee and one of the largest credit unions in the United States, with over $4 billion in assets. With an occupation-based field of membership, Ascend focuses on the expansion and diversification of the select employee groups it serves, creating greater security for the credit union and its member-owners. Approximately 650 employees serve more than 260,000 members from 28 Middle Tennessee branch locations, a Regional Operations Center, Teller Center, and Corporate Headquarters.

What We Offer

Ascend provides employees with rewarding career opportunities, competitive benefits, and a unique work culture. The credit union’s commitment to its employees is reflected in its dedication to member-owners, ensuring engaged and dedicated staff. Ascend has earned distinctions including Federal Credit Union of the Year (NAFCU, 2015), Best Credit Union to Work For (2016-2025), and Training MVP Awards (2015-2026).

Responsibilities

• People Operation Strategy
  • Develop and execute the operational strategy for the People Operations function in alignment with organizational and People priorities.
  • Translate enterprise People strategies into scalable operational processes, systems, and service delivery models.
  • Establish operational priorities, annual goals, and key performance indicators that support organizational growth and operational excellence.
  • Build trusted partnerships through collaboration, consultation, and operational leadership to enable leaders and functional areas to achieve business objectives.
• People Operations Excellence
  • Lead the organization’s People Operations function, ensuring exceptional service delivery throughout the employee lifecycle.
  • Develop standardized processes, service standards, governance practices, and operating procedures that improve efficiency, consistency, and quality.
  • Continuously evaluate operational performance and implement improvements that enhance the employee and manager experience.
  • Lead business continuity planning for People Operations and establish operational resiliency through documented procedures and cross-training.
• Team Leadership
  • Recruit, develop, coach, and lead a high-performing People Operations team.
  • Foster a culture of accountability, collaboration, continuous improvement, customer service, and operational excellence.
  • Establish performance expectations, provide ongoing coaching, and create development opportunities that strengthen team capability.
  • Build operational knowledge and cross-functional expertise to ensure continuity across People Operations functions.
• Employee Lifecycle Services
  • Oversee operational execution of the employee lifecycle from recruitment through separation.
  • Ensure timely and accurate onboarding, employee changes, transfers, promotions, offboarding, and records administration.
  • Develop workflows that create a seamless employee experience while ensuring compliance and operational consistency.
  • Maintain accurate employee records and documentation in accordance with legal and organizational requirements.
• Benefits, Leave & Payroll Operations
  • Provide operational leadership for benefits administration, leave administration, and payroll services.
  • Oversee relationships with third-party administrators, payroll providers, brokers, carriers, and operational vendors.
  • Ensure accurate, timely, and compliant administration of employee benefit and payroll programs.
  • Partner with the Employee Relations team to support operational execution of leave administration, ADA accommodations, and related employment processes.
• People Technology & Digital Transformation
  • Serve as the business owner for HR technology and People systems.
  • Develop the People technology roadmap in partnership with Information Technology and organizational leadership.
  • Lead implementation, optimization, automation, and continuous improvement of People systems and digital solutions.
  • Ensure data integrity, security, system effectiveness, and user adoption across all People technologies.
  • Evaluate emerging technologies and recommend innovative solutions that improve operational effectiveness and the employee experience.
• Workforce Analytics & People Scorecard
  • Own the enterprise People Operations dashboard and operational workforce metrics.
  • Develop executive and Board-level reporting that provides meaningful workforce insights.
  • Partner with functional People leaders to consolidate enterprise People metrics into an integrated People scorecard.
  • Analyze workforce data and operational trends to support strategic decision-making and continuous improvement.
  • Establish governance for workforce reporting, data quality, and People analytics.
• Governance, Risk & Operational Compliance
  • Develop operational governance practices that support consistency, accountability, and operational excellence across the People function.
  • Establish and maintain standard operating procedures, documentation, and operational controls.
  • Identify operational risks and implement mitigation strategies that protect organizational effectiveness and business continuity.
  • Support audits, regulatory reviews, and operational compliance initiatives in partnership with Employee Relations, Finance, Internal Audit, and business leaders.
• Vendor & Partner Management
  • Provide operational leadership for People vendors and strategic partners, including People technology, payroll, benefits administration, recruiting, background screening, learning platforms, recognition programs, and other People services.
  • Establish performance expectations and service level agreements for operational vendors.
  • Evaluate vendor performance and recommend opportunities to improve service quality, efficiency, and value.
• Continuous Improvement
  • Champion a culture of continuous improvement throughout the People function.
  • Identify opportunities to simplify processes, improve service delivery, reduce administrative burden, and enhance operational effectiveness.
  • Lead cross-functional improvement initiatives that strengthen efficiency, scalability, and employee experience.
  • Leverage technology, automation, and data to modernize People Operations.
• Read all internal publications including HUB and Possibilities.
• Perform other duties as required or assigned.

Requirements

• Bachelor's Degree in Human Resources, Business Administration, Psychology, or related field required.
• 8-10 years of progressive Human Resources experience with strong operational focus required.
• Deep expertise in employee relations, including complex and sensitive matters required.
• Proven success in executing talent acquisition strategies and hiring outcomes required.
• Demonstrated ability to build and implement processes, programs, and systems.
• Hands-on experience with HCM/HRIS platforms (e.g., ADP, Workday, UKG).
• Hands-on experience with HR Acuity preferred.
• Strong analytical capability with the ability to translate data into action.
• Excellent project management skills with a track record of execution and follow-through.
• Ability to think ahead while staying grounded in day-to-day delivery.
• Strong communication and influencing skills across all levels of the organization.
• Regular and reliable attendance is required.