About Gulf Winds

Service Beyond Banking - At Gulf Winds, we are forward-thinking and team-oriented. We recognize and reward service that exceeds our members’ expectations and, most importantly, have fun while working hard and impacting our community. We’re looking for driven professionals who are passionate about service, fueled by purpose, and guided by core values of Integrity, Care, Growth, and Innovation

Our Values

Integrity

We own our decisions and actions by doing the right thing, learning from our mistakes, and taking responsibility.

Care

We help members meet their goals by listening to understand and offering the best solutions, placing kindness above all else.

Growth

We set ambitious goals, provide personal development opportunities, and encourage results.

Innovation

We challenge the status quo to enhance the member’s experience and solve tomorrow’s challenges today.

Working at Gulf Winds

Working at Gulf Winds is not just a job, it’s a career. We’re hiring collaborative, motivated people who want to love what they do. We are forward-thinking and team oriented. We recognize and reward excellent member service and have fun while working hard. When you join the team, you can expect:

Open and transparent communication with your leaders
Consistent coaching and opportunities to improve performance.
Collaborative and team-focused environments
Short and long-term professional development
Opportunity to participate in cross-functional projects.

With you on our team we can achieve our vision of becoming the leading and most trusted credit union on the Gulf Coast.

Role:

The Vice President of Workforce Excellence is a critical senior leadership position within Gulf Winds Credit Union and a key member of the People Leadership Team. The role leads the Human Resources and Training functions and is accountable for delivering workforce strategies and services that support growth, strengthen member service, and drive long-term organizational success.

Reporting to the Chief People and Culture Officer, the Vice President of Workforce Excellence is expected to build and sustain a high-performance organization by attracting, developing, and retaining exceptional talent and by embedding a culture grounded in Integrity, Care, Growth, and Innovation. With 100% accountability and an 'own the business' mindset, this leader will set clear priorities, partner with senior leaders, and ensure measurable impact across People programs and HR service delivery.

Primary areas of accountability include:
Workforce Strategy: Sets the workforce excellence direction with defined and metrics-based priorities, plans, and budget aligned to credit union goals and member service expectations.
Talent Acquisition: Leads recruiting, selection, and onboarding to build a high-performing, values-aligned workforce.
Learning Development: Oversees training and development programs that build capability, support career growth, and strengthen the leadership pipeline.
HR Operations: Ensures accurate, compliant execution of core HR operations (payroll, benefits, team member relations, performance management) and consistent, high-quality service delivery.
Culture & Engagement: Reinforces a culture of integrity, care, growth, and innovation; drives engagement, retention, and accountability using clear metrics to guide continuous improvement.

Essential Functions & Responsibilities:

25%

Strategic Leadership
• Partner with the Chief People and Culture Officer to develop and execute workforce excellence strategies aligned with the credit union’s strategic goals, including workforce planning, succession planning, and organizational development.
• Serve as a key member of the People Leadership Team, providing expert guidance on talent and HR matters while collaborating closely with peers across departments.
• Champion a high-performance culture that embodies our core values: Integrity, Care, Growth, and Innovation.
• Lead, mentor, and develop the HR and Training teams to deliver exceptional service and continuous improvement.
• Manage departmental budgets, resources, and vendor relationships effectively.
• Utilize data and analytics to measure the effectiveness of workforce programs and make informed, strategic decisions.

25%

Talent Acquisition and Development
• Lead full-cycle recruiting efforts to attract, select, and onboard high-performing team members who align with our culture and values.
• Design and implement robust talent development programs, including leadership development, career pathing, mentoring, and continuous learning initiatives.
• Oversee the Training department to ensure all team members receive high-quality, ongoing professional development that enhances skills, knowledge, and performance.

25%

Human Resources Operations
• Own all essential HR functions, including: Payroll processes and compliance, Benefits planning, administration, and cost management, Team member relations and performance management, Compliance with federal, state, and local employment laws, and Team member engagement, retention, and recognition programs.
• Drive initiatives that promote high levels of team member engagement, satisfaction, and well-being.

20%

Culture and Accountability
• Build and strengthen departments that fully reflects Gulf Winds' culture of Integrity, Care, Growth, and Innovation.
• Foster an environment of 100% accountability, where every team member “owns the business” and takes personal responsibility for results.
• Promote practices to support a welcoming and high-trust workplace

Other duties as assigned.

Performance Measurements:

Workforce Strategy: Develop and execute a metrics-based workforce excellence strategy, priorities, and budget aligned to the credit union’s strategic plan; implement workforce planning and succession planning for critical roles; establish a regular people analytics/dashboard cadence to monitor trends, risks, and actions.

Talent Acquisition: Deliver recruiting and onboarding outcomes that meet business needs for volume, speed, quality, and values alignment; improve (or meet annually-set targets for) time-to-fill and offer acceptance for priority roles; improve new-hire early retention and onboarding effectiveness.

Learning & Development: Improve job performance through training that strengthens member service excellence, compliance readiness, and leadership capability; implement leadership development, mentoring, and career pathing with measurable participation and outcomes; identify and close priority skill gaps in partnership with leaders.

HR Operations: Ensure payroll and benefits administration are accurate, timely, cost-conscious, and compliant; execute team member relations and performance management consistently with appropriate documentation and legal compliance; improve HR service delivery through standard processes and continuous improvement.

Culture, Engagement, and Retention: Improve engagement and retention using measurable initiatives grounded in Integrity, Care, Growth, and Innovation; reduce regrettable turnover and strengthen retention in critical roles (or meet annually-set targets); reinforce recognition and accountability practices that strengthen an “own the business” culture.

6.	*Operational Excellence:* Lead HR and Training teams to meet departmental goals and deliver exceptional service; ensure vendor and system performance (HRIS/LMS) supports efficient, scalable processes; manage budgets within approved targets while demonstrating ROI/efficiency improvements.

Knowledge and Skills:

Experience:

Eight to ten years of progressive HR/talent leadership experience, with at least three to five years in a senior role.

Education:

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Talent Management, or a related field. HR certification such as SHRM-SCP or SPHR required.

Interpersonal Skills:

Work frequently involves exercising advanced conflict resolution, giving material presentations, and resolving issues impacting multiple departments or divisions. Role also requires the ability to motivate or influence others as a material part of the role, with a significant level of diplomacy and trust. Obtaining cooperation (internally and/or externally) is an important part of the role and a high level of interpersonal skills is critical to the success of this position.

Other Skills:

• Strategic Thinking & Execution: Ability to develop long-term vision while driving day-to-day tactical excellence.
• Leadership & Influence: Inspirational leader who can build trust and influence at all levels of the organization.
• Cultural Champion: Deep commitment to fostering integrity, care, growth, and innovation.
• Accountability & Ownership: “Own the business” mindset with 100% personal accountability.
• Collaboration: Excellent interpersonal and communication skills; proven collaborator with the Chief People and Culture Officer and cross-functional teams.
• Results-Oriented: Data-driven decision maker focused on outcomes and continuous improvement.

Physical Requirements:

This role requires sitting at a computer for most of the day. This role would also require the ability to file files, open filing cabinets, and bend or stand as necessary. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential function.

Work Environment:

The position is based in-office in our Pensacola, Florida market, operates primarily in an office setting, and routinely uses standard office equipment such as computers, printers, and phones. This position requires consistent presence in the office to collaborate with team members and fulfill job responsibilities effectively. It requires actively participating in conference calls and meetings with other Credit Union team members and vendors. The normal expected work schedule is Monday through Friday, 8:30a.m. to 5:00p.m. After-hours work or travel required to meet project deadlines or attend conferences, seminars, or meetings. Must adhere to safety rules and regulations.

VP of Workforce Excellence