People Relations & Operations Manager

ABOUT US:

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 is focused on the expansion and diversification of the select employee groups it serves, which creates 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, Regional Operations Center, Teller Center and Corporate Headquarters. Ascend recognizes that its employees are critical to the credit union’s sustained success and future growth. Our employees are the face of the credit union and their personal successes fuel the success of the team. Through collaboration between employees, management, our membership and our Board, we fuel an engine that propels the credit union forward.

WHAT WE OFFER:

Thank you for your interest in a career with Ascend Federal Credit Union! Being employed by Ascend is vastly different than just holding a job. The credit union prides itself on providing employees rewarding career opportunities, competitive benefits and a unique work culture. The credit union’s commitment to its employees is fostered by its commitment to the member-owners, ensuring dedicated and engaged employees to serve the membership. Ascend’s vision to be the most loved credit union in our market by employees and members alike has earned the credit union distinctions including Federal Credit Union of the Year (NAFCU, 2015), Best Credit Union to Work For (2016-2025) and Training MVP Awards (2015-2026).

WHAT YOU WILL DO EVERYDAY:

We are seeking a highly capable Human Resources & Operations leader to partner closely with the Chief People Officer in bringing people strategies to life through strong execution, operational discipline, and continuous improvement. This role is not the primary owner of HR strategy but is critical in translating vision into action—ensuring programs, processes, and systems are implemented effectively and experienced consistently across the organization. Primary focus includes Employee Relations function. The ideal candidate is a strong operator who thinks ahead, someone who can connect the dots, anticipate needs, and elevate how work gets done across employee relations, talent acquisition, and core HR operations. #LI-KB1

HOW YOU WILL MAKE AN IMPACT :

Execution of People Strategy

Partner with the Chief People Officer to implement and operationalize people priorities

Translate direction into clear plans, processes, and timelines that drive consistent execution

Identify gaps and bring forward practical, experience-based recommendations

Manage and develop a team of professionals, enhancing internal capabilities and fostering a high-performance culture focused on consistent service delivery

Employee Relations & Leadership Support

Manage complex employee relations matters including investigations, conflict resolution, and disciplinary actions

Ensure fair, consistent, and compliant application of HR policies

Ensure fair and consistent conflict resolution, disciplinary actions, and policy interpretation

Provide employee relations with a fair, consistent, and solutions-oriented approach

Coach leaders through performance management, feedback, and complex situations. Elevate manager effectiveness in navigating employee matters, including performance management, interpersonal conflict, and sensitive workplace issues

Ensure policies and practices are applied consistently across the organization

Balance employee advocacy with business needs and risk awareness

Manage system for employee relations

Maintain accurate documentation and ensure compliance with policies and regulations

Provide guidance and support on employee relations, workplace issues, conflict resolution, disciplinary actions, and policy interpretation

Optimize the employee relations strategy in partnership with the Chief People Officer, owning the execution to ensure alignment with company values, risk posture, and growth plans

HR Performance & Metrics

Track and drive performance across key workforce metrics including headcount, turnover, absenteeism, training completion, employee relations case resolution time, HR compliance and audit results, and pipeline readiness

Ensure HR processes are aligned and consistently executed across all areas

Talent Acquisition & Workforce Execution

Lead execution of talent acquisition to ensure quality, speed, and alignment with business needs

Partner with leaders to understand hiring priorities and drive strong recruiting outcomes

Enhance the candidate and onboarding experience through continuous improvement

Support workforce planning efforts through disciplined hiring execution

Operations, Process & Technology

Drive the development, rollout, and improvement of HR processes, programs, and systems, prioritizing efficiency, scalability, and consistency

Evaluate workflows and implement scalable, efficient solutions

Lead or support implementation and optimization of HR technology platforms

Ensure strong operational discipline, including compliance, documentation, and reporting

Own and improve core people operations processes across the employee lifecycle, from onboarding through offboarding

Track and report on key people metrics, including review completion, headcount movements, onboarding progress, and other operational indicators

Design, launch, and refine performance review cycles, calibration processes, and supporting documentation

Administer and improve people systems, documentation, and workflows across HRIS, talent acquisition, benefits, and employee records

Program Development & Implementation

Design and implement practical, sustainable programs that support employee experience and organizational effectiveness

Ensure strong adoption and follow-through across the organization

Monitor effectiveness and adjust based on feedback and results

Systems & Analytics

Partner in the implementation, optimization, and ongoing management of HR technology (HCM/HRIS)

Utilize platforms such as ADP, Workday, UKG, or similar systems to drive efficiency and insight

Develop and maintain reporting that provides clear, actionable data to leadership

Leverage analytics to identify trends, risks, and opportunities across employee relations, hiring, and operations

Champion data integrity, consistency, and usability across systems

Read all internal publications including HUB and Possibilities.

Perform other duties as required or assigned.

WHAT YOU WILL NEED TO SUCCEED:

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.

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