The biggest issues impacting human resources (HR) leaders include artificial intelligence (AI), flexible work arrangements, employee health and more, according to American Credit Union’s 2024 HR and Organizational Development Council meeting. St. Pete Beach, Florida, according to leaders who attended Sunday’s HR exchange in St. Pete Beach, Florida.
Jamie Gower, vice president of human resources at $1.9 billion West Consin Credit Union in Menomonie, Wisconsin, and Lisa Gower, executive vice president and chief human resources officer at $5.9 billion BCU in Vernon Hills, Illinois. The discussion was led by Mr. Barron as the moderator. These issues:
artificial intelligence
Most employees don’t believe that AI will take their jobs, but stories are emerging.
Attendees are using AI in HR operations to set business goals, create training and development procedures, create interview questions, create job descriptions, compare handbooks and policies during mergers, and more.
Some attendees emphasized the importance of forming an AI task force to determine frameworks, policies, and guidelines for credit unions regarding the appropriate use of AI. Some emphasize using AI internally before releasing solutions for members.
flexible working arrangements
The widespread changes to the workplace brought about by the pandemic are still impacting the workforce. Some credit unions are requiring in-office work, some are not bringing employees back to the office, and some are adopting a hybrid structure.
Some attendees said staff morale is at an all-time high, thanks in part to remote work, while hybrid workplaces have created a gap between employees who face members and back-office employees who work in-person. Some participants felt that this was creating a rift.
“We don’t want to create two different cultures,” said one participant, while another told remote workers that they may need to put in more effort to get promoted.
Some credit unions are experimenting with greater flexibility, such as four 10-hour days, while keeping in mind the need to meet branch hours and meet members’ needs.
To free up vacation time for employees, one credit union allows employees to work 38 hours a week and get paid instead of using two hours of paid time off (PTO). . Some participants have noticed an increase in staff morale since implementing unlimited paid time off.
Another credit union frees up employee time by offering a concierge so employees don’t have to spend their lunch hours running errands.
Several participants said the credit union’s policy banning Friday meetings has given staff more flexibility.
Employee mental health and wellness
Recognizing that employees and members were exhibiting high levels of stress, the credit union’s human resources department increased support for employee mental health.
To that end, we offer more vacation and paid time off, wellness spending for wellness days and self-care, an in-office wellness room for relaxation and stress relief, conflict resolution training, and in-office health coaching and psychiatric support. Some companies do.
Other topics covered by attendees included performance reviews, training and upskilling, remote onboarding and offboarding, pay equity transparency, regulatory changes, and HR software.
