Human Resources Manager

Company overview

Michigan Business Connection, LC focuses on commercial loan underwriting, origination, and management for Michigan community financial institutions, with a primary emphasis on serving Credit Unions. The organization aims to energize and enable quality lending programs by leveraging cost and risk sharing as a competitive advantage. Since 2004, Michigan Credit Unions have helped Michigan business owners and real estate investors access more than $2 billion in commercial financing.

Role overview

The Human Resources Manager leads all HR activities, including talent acquisition, employee relations, compliance, performance management, benefits administration, and culture development. This role acts as a trusted advisor to the leadership team and a key partner across the organization. The ideal candidate is proactive, organized, and ready to shape HR operations in a fast growing financial services environment.

Responsibilities

• Demonstrate commitment to MBC core values: Teamwork, Accountability, Integrity, Innovation, and Leadership.
• Talent Acquisition and Staffing
  • Collaborate with department leaders to identify hiring needs and plan workforce requirements.
  • Oversee end-to-end recruiting, from posting roles to offer negotiations.
  • Build recruitment pipelines to support rapid growth.
  • Design onboarding programs that create a strong first year experience for new hires.
• Employee Relations and Culture
  • Serve as a confidential resource for employees and provide guidance on HR matters.
  • Support managers with coaching, conflict resolution, and performance conversations.
  • Lead initiatives that strengthen culture, engagement, and retention.
  • Drive efforts aligned with the company values.
• HR Operations and Compliance
  • Ensure HR practices comply with federal and state employment laws, particularly in financial services.
  • Maintain accurate employee files, HR systems, and reporting metrics.
  • Lead annual policy reviews, handbook updates, and required training.
  • Support audit and regulatory needs related to HR or workforce compliance.
• Compensation and Benefits
  • Administer employee benefits programs, open enrollment, and vendor relationships.
  • Assist with compensation benchmarking and pay structure management.
  • Provide guidance to employees on benefit eligibility, enrollment, and changes.
• Performance Management and Development
  • Manage the performance review process and help leaders create effective development plans.
  • Support training efforts, including management development and compliance training.
  • Identify skills gaps and recommend training or development paths.
• Leadership expectations
  • Demonstrate decisive leadership within the line of business to fulfill responsibilities and support staff attraction, retention and development. Establish a clear performance measurement model to maintain awareness of personal and professional standing, opportunities to contribute to team goals, and pathways for advancement, recognition, and rewards. Communicate improvement plans clearly and celebrate successes with appropriate reward and recognition.
  • Actively participate in industry events and stay informed about industry news through trade publications and regulatory websites.
  • Engage in business or community efforts to reinforce MBC and credit union image, with company support for time and budget where appropriate.
  • Represent MBC leadership at internal and external events to expand senior leadership touchpoints.
  • Develop a known personal brand within the industry through interactions with examiners, peers, trade organizations, service providers, vendors, and credit unions, and by pursuing media and public relations opportunities. Build peer and resource networks to enhance capabilities.
  • Contribute beyond the immediate line of business by demonstrating leadership and proactive actions.
  • Involve directly and as a senior manager in more complex areas to develop less-experienced staff and strengthen MBC's depth and attentiveness.
• Success measurements
  • Performance is primarily assessed by the timeliness and reliability of HR services, with a focus on proactive initiative to achieve favorable compliance outcomes and maintain resource availability.
• Supervisory responsibilities: None.

Qualifications

To perform this role effectively, the candidate should be able to fulfill all essential duties. The listed requirements represent the minimum knowledge, skills, and abilities needed. Reasonable accommodations may be provided to enable individuals with disabilities to perform essential functions.

• Education and experience: A bachelor's degree (B.A. or B.S.) from a four-year college or university, or an equivalent combination of education and experience. At least three years of progressive HR experience, preferably in financial services, lending, banking, or another regulated industry. Strong understanding of employment laws and HR compliance practices. Proven ability to manage recruiting, employee relations, and HR operations, including experience in technology, business intelligence, or related fields.
• Language skills: Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before