HR Vendor and Program Manager

The HR Vendor and Program Manager serves as the vendor governance lead for the Human Resources department, and implements the vendor controls framework, reporting, and governance structure to ensure all vendor-related activities align with company objectives and adhere to relevant regulations. The role also manages large, moderately complex programs and projects for the HR department utilizing project management discipline. The ideal candidate possesses strong vendor and risk management experience, and has a proven track record of success leading projects that enhance capabilities or address gaps.

Key Responsibilities and Duties

• Develops and implements HR vendor management framework, policies, procedures and controls in line with corporate guidelines and regulations.

• Drives third-party risk management oversight and initiatives, working closely with internal stakeholders to mitigate risks and ensure compliance with regulatory requirements for the HR Department.

• Provides reporting of program metrics and key risk indicators to executive management.

• Promotes a culture of vendor risk management across Human Resources.

• Manages audit and regulatory responses and reporting for vendor management programs.

• Leads or supervises projects supporting program enhancements, process improvements, and other functions within HR.

• Manages projects by assigning responsibilities, developing project schedules, and leading project meetings and reporting.

Educational Requirements

• University (Degree) Preferred

Work Experience

• 5+ Years Required; 7+ Years Preferred

Physical Requirements

• Physical Requirements: Sedentary Work

Career Level

8IC

Preferred Qualifications:

• Banking industry experience

• Knowledge of enterprise risk and vendor management frameworks

• Proactive approach to Project Management, seeking a self-starter who can drive projects with cross-functional teams

• Experience with any of the following PM tools - Jira, Visio, MS Project

• PMP, PgMP or other project management certification

• Ability to prioritize work, meet deadlines and achieve goals in a dynamic environment

• Excellent verbal, written, and interpersonal communication skills, including explanations of complex concepts

• Ability to travel up to 20% of the time

Hybrid work is a minimum of four days a week, one flexible day for remote work.

Posting End Date: 1/20/25

Job Seeker Notice

EverBank, N.A. ("EverBank") is a nationwide specialty bank providing high-value products and services to consumer and commercial clients nationwide. As a pioneer in online banking, we offer convenient digital access for clients 24/7, in addition to phone banking services and a network of financial centers.

EverBank's commitment is to deliver to our clients high-performing, high-yield solutions backed by exceptional service, always giving them the advantage they expect, to make the most of their money.

VEVRAA Federal Contractor

Member FDIC

Notice to Job Seekers (https://everbank.com/about/careers/notice-to-job-seekers)

Pay Range $126,200 - $170,800

EverBank, N.A. is an equal opportunity (EEO) employer, dedicated to maintaining a work environment free of bias, harassment, discrimination and retaliation. As an EEO employer, EverBank expressly prohibits discrimination, harassment and retaliation based on protected characteristics such as race, creed, ethnicity, color, age, religion, sex, sex stereotype, pregnancy, sexual orientation, gender, gender identity, gender expression, transgender status, marital status, national origin, ancestry, physical or mental disability, genetic history and information, or military or veteran status. Providing a safe, inclusive environment is a priority at EverBank and, consistent with that mission, EverBank considers all qualified applicants for employment regardless of protected status.

We will not discharge or in any other manner discriminate against associates or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another associate or applicant. However, associates who have access to the compensation information of other associates or applicants as a part of their essential job functions cannot disclose the pay of other associates or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by us, or (c) consistent with our legal duty to furnish information.