Why Westerra?

At Westerra Credit Union, we believe You Can Do Money. It is more than just a phrase. It is a mindset that shapes how we empower each other and our members to take control, grow, and thrive financially. Our culture is built on beliefs that guide how we show up every day. We focus on being member-obsessed, radically transparent, relentlessly collaborative, and always learning in motion. These are not just words. They are the heart of everything we do. Inspired by our vision to Out-Love Every Bank in Colorado, we bring genuine care and dedication to every member interaction. Our mission to teach, guide, and ignite members to own their financial future drives us to create meaningful, personal connections.

This mission comes alive through our MX Code, which encourages us to anticipate needs, listen deeply with both heart and head, find the best total solution, mark the moment, and truly own the impact we make. This is how we translate our strategy into experiences that matter. When you join Westerra, you become part of a vibrant community where innovation, openness, and collaboration are not just ideals; they are daily practices. Everyone is invited to bring their authentic selves, curiosity, and passion to the table. Together, we learn, grow, and thrive, committed to making a real difference for our members and one another. Because at Westerra, we do not just talk about money, we believe you can do money.

What is the role?

The Manager of Talent Strategy plays a key role in executing and advancing Westerra’s enterprise-wide talent strategy. This position is responsible for managing and optimizing the full talent lifecycle, including talent acquisition, onboarding and offboarding, employee experience, performance management, HR operations, and employee relations.

This role partners with leaders across the organization to translate business needs into effective talent solutions, ensuring the organization attracts, develops, and retains the right talent. The Manager will support organizational design, employee experience initiatives, and talent processes while ensuring compliance with employment laws and internal policies.

The Manager is responsible for driving consistent execution, continuous improvement, and operational excellence across talent programs and processes. This role leads day-to-day HR initiatives, contributes to functional planning, and supports the execution of strategic priorities established by senior leadership.

What will be expected of me?

Talent Strategy & Acquisition

Execute and continuously improve talent acquisition strategies to enhance candidate and hiring manager experience
Manage recruitment processes, workflows, and standards for consistency and effectiveness
Support and/or lead full-cycle recruitment for key roles
Ensure compliance with all applicable employment laws and hiring practices

Workforce Planning & Organizational Alignment

Partner with leaders to support workforce planning efforts aligned to business needs
Provide insights on talent trends, capacity, and hiring needs
Support organizational design and team structure conversations

Employee Lifecycle Management (Pre-boarding, Onboarding, Offboarding)

Ensure seamless execution of employee lifecycle processes in partnership with HR team members
Drive consistent, engaging onboarding and offboarding experiences
Identify and implement improvements to increase retention and engagement

Employee Relations & Experience

Serve as a trusted resource to leaders and employees on employee relations matters
Support resolution of workplace issues with a focus on fairness, consistency, and risk mitigation
Promote a positive, inclusive, and high-performing work environment

Performance & Talent Management

Leads the execution of performance management processes, including goal/objective setting and performance reviews
Reinforce alignment between individual performance and organizational/strategic objectives
Partner with leaders to strengthen feedback and development practices

Compliance & Governance

Ensure talent practices align with federal, state, and local employment laws
Maintain consistent application of HR policies and procedures
Support audits, reporting, and documentation as needed

Team Leadership & Development

Lead, coach, and develop direct reports or project teams
Partner closely with HR team members and cross-functional stakeholders
Contribute to a culture of accountability, collaboration, and service excellence

Executive Partnership

Partner with the VP of Talent Management on strategic initiatives and enterprise projects
Support broader organizational priorities and long-term talent strategy development

Operational & Organizational Accountability

Support execution of annual plans and priorities for the talent function
Monitor and report on key talent metrics and outcomes
Assist in managing resources and budgets within assigned areas
Represent HR in internal meetings and, occasionally, external events
Perform other duties as assigned

Will I have Direct Reports? Yes

HR Business Partner
Talent Acquisition Partner Sr.

What am I bringing?

Experience/Education:

8+ years of progressive experience in Human Resources across multiple disciplines, including at least 2 years serving as an HRBP
Experience leading programs, projects, or small teams
Prior credit union experience preferred
HR certification preferred

Skills and Abilities:

Strong execution focus with accountability for delivering results
Solid understanding of how talent strategy supports and drives business outcomes
Strong problem-solving and decision-making skills, using data and insights to inform actions
Ability to influence and build relationships across teams and leaders
Experience managing multiple priorities in a fast-paced environment
Knowledge of HR operations and end-to-end talent lifecycle processes
Ability to support and develop team members and/or peers
Strong communication skills with the ability to convey complex information clearly and effectively
High level of integrity and ability to handle confidential information
Leverages data, technology, and AI-enabled tools to generate insights, improve decision-making, and enhance talent processes, while ensuring responsible and ethical use
Proficiency in Microsoft Office and standard business tools
Continuous learner with a focus on improving processes, leveraging new technologies, and driving better outcomes

What is the work environment like, and are there physical requirements for this role?

Hybrid work environment (typically at least 2 days/week on location)
Must reside in Colorado or be willing to relocate prior to employment
Primarily office-based, working at a desk
May require occasional after-hours availability in urgent situations
Occasional travel within the Denver Metro area to support business needs

Salary: in addition to the starting annual salary of $85,871 - $105,000, this role is also eligible for Westerra’s self-funding reward plan. This plan pays out a cash incentive annually if Westerra hits specific criteria tied to financial goals and this role has a direct impact on the outcome of those results!

What are some of our benefit offerings?

Three health plans through UMR that offer a variety of coverage options, including HSA and FSA options
Two dental plans through Delta Dental
Basic life and AD&D insurance, short-term disability and long-term disability
20+ days of paid time off (PTO) per year
Anniversary time off that consists of 1+ days of paid leave for each anniversary year (PLAY)
16 hours of volunteer time off (VTO) per year
11+ paid holidays
401(k) that includes up to 6% match
Up to 2% off the rate on a new Westerra mortgage, applicable to primary residence, second home, or investment property
2% off Auto/RV/Motorcycle Loans
Up to $5250 per year for educational reimbursement
4 weeks of paid parental leave
Mental health resources including an Employee Assistance Program (EAP)
Individualized learning and development programs

Please note, applications will be accepted until at least May 8, 2026.

Learn more about this Employer on their Career Site

Manager Talent Strategy