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$80K

$102.5K

$122K

How much do credit union management jobs pay per year?

As of Aug 16, 2026, the average yearly pay for credit union management in the United States is $102,499.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,000.00 and $114,000.00 per year, depending on experience, location, and employer.

What is credit union management?

Credit union management refers to the leadership and administration of credit unions, which are member-owned financial cooperatives. Managers are responsible for overseeing daily operations, ensuring regulatory compliance, developing strategies for growth, and providing quality financial services to members. Their duties include supervising staff, managing budgets, and implementing policies that align with the credit union’s goals. Effective credit union management helps maintain financial stability and fosters community trust. Managers also play a key role in promoting financial education and member engagement.

What are the key skills and qualifications needed to thrive in credit union management?

To thrive in Credit Union Management, you need a solid background in finance, business administration, or a related field, often supported by a bachelor’s degree and relevant industry experience. Familiarity with banking software, regulatory compliance systems, and financial analysis tools is typically required. Strong leadership, communication, and problem-solving skills set successful managers apart by fostering team performance and member satisfaction. These skills and qualifications are essential for ensuring regulatory compliance, organizational growth, and the delivery of excellent member service.

What are some typical challenges faced by professionals in credit union management, and how can they be addressed?

Professionals in credit union management often face challenges such as adapting to evolving regulatory requirements, maintaining member satisfaction, and managing technological changes. Addressing these challenges involves staying updated with industry regulations, fostering a member-focused culture, and implementing effective change management strategies when introducing new technology. Building strong communication within the team and with members is key, as is investing in ongoing training and professional development. These practices help credit union managers navigate industry shifts while ensuring operational efficiency and member loyalty.

What is the difference between Credit Union Management vs Credit Union Loan Officer?

AspectCredit Union ManagementCredit Union Loan Officer
CredentialsTypically requires a bachelor's degree in finance, business, or related field; management experience often preferredRequires a high school diploma or equivalent; often benefits from relevant certifications like MLO (Mortgage Loan Originator)
Work EnvironmentOversees branch operations, staff, and strategic planning within credit unionsWorks directly with members to evaluate and process loan applications
Employer & Industry UsageUsed in credit unions, financial institutions, and cooperative bankingPrimarily employed in credit unions and banks offering consumer loans

Credit Union Management involves overseeing overall operations and staff, focusing on strategic goals, while Credit Union Loan Officers specialize in evaluating and approving member loan applications. Both roles are essential in credit unions but differ in responsibilities, credentials, and daily tasks.

What does a credit union management do?

A credit union manager oversees the daily operations of a credit union, including member services, staff management, compliance with regulations, and financial performance. They ensure the institution runs efficiently, maintains member satisfaction, and meets financial goals, often using management skills and financial software. Strong leadership and knowledge of banking regulations are essential for this role.
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What job categories do people searching Credit Union Management jobs look for?

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Credit Union Management jobs near you
Infographic showing various Credit Union Management job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 13% Part Time, and 3% Contract. Highlights an 88% Physical, 2% Hybrid, and 10% Remote job distribution, with an average salary of $102,499 per year, or $49.3 per hour.

HR Business Partner

Navigant Credit Union

Smithfield, RI • On-site

Full-time

Medical, Dental, Vision, Retirement

Re-posted yesterday

Job description

ABOUT THE ROLE:
Under general supervision of the VP, Employee Experience and using significant independent judgment, the HR Business Partner supports the Human Resources Department by serving as a trusted advisor to managers and employees within defined business units across the Credit Union. This position provides guidance and support in employee relations, leave management, performance management, employee engagement, retention, policy interpretation, HR training, and recruiting support. The HR Business Partner recommends, develops, and executes employee engagement and retention strategies; supports performance improvement, employee development, advancement, and satisfaction; assists with HR policy development and interpretation; manages employee relations matters and leave of absence processes; and supports HR programs, special projects, and compliance-related activities. May serve as a functional lead in a specific discipline (e.g. leave management, engagement, etc.) depending upon the needs of the team.
WHAT YOU WILL DO:
  1. Provides employee relations guidance and support, including coaching managers, conducting complex investigations, maintaining proper documentation, consulting with outside counsel as necessary, advising on remedial action steps, and utilizing case management software to document employee relations matters.
  2. Manages the leave of absence process, including workers' compensation; meets with employees to explain their rights, provides required documentation, follows up as necessary, consults with outside counsel as needed, and manages any third-party administrator relationship
  3. Partners with the VP, Employee Experience and Human Resources leadership in supporting the performance management, goal-setting, development, retention, and engagement strategies and programs at the Credit Union. Provides recommendations and guidance on proper goal setting and performance evaluation criteria to help ensure an equitable process.
  4. Develops, recommends, and implements strategic initiatives to enhance employee engagement, retention, employee satisfaction, and performance at all levels of the Credit Union.
  5. Provides expert guidance, support, training, and coaching to managers and employees on the Credit Union's engagement initiatives and employee experience programs. Works with Human Resources leadership and third-party consultants, as applicable, to execute engagement strategies adopted by the Credit Union.
  6. Recommends and assists in the development of Human Resources policies and procedures; interprets Human Resources policies and provides guidance to employees and Credit Union management.
  7. Develops and conducts HR training on a variety of topics, including but not limited to employee relations, corrective action, harassment prevention, new hire orientation, performance management, engagement, and other topics as needed.
  8. Supports recruiting efforts by assisting with background checks, offer letters, interviews, candidate communications, and related recruiting support. Provides guidance to managers on behavioral and competency-based interview methods as needed.
  9. Organizes, supports, and oversees employee events, team-building activities, employee recognition programs, wellness initiatives, and other engagement activities designed to improve employee satisfaction, employee performance, and organizational culture.
  10. Supports HR compliance and reporting activities, including Affirmative Action and EEO-1 record-keeping and reporting, educational assistance reimbursement administration, systems and facilities access notifications, and other HR Programs and special projects as assigned.
  11. Represents the credit union in local civic, community and professional organizations as requested.
  12. Performs all other duties as assigned by the VP, Employee Experience or Human Resources leadership.

QUALIFICATIONS:
Education
BA/BS degree in Human Resources or related field required. HR certification such as SPHR/PHR or SHRM-SCP/SHRM-CP preferred.
Experience/Skills/Knowledge:
  1. Minimum 8 years of previous experience in a human resources generalist, employee relations, HR business partner, or related capacity required, preferably in a credit union or financial institution.
  2. Extensive employee relations and leave management experience required.
  3. Experience with employee retention, development, engagement, performance management, data collection, analysis, and reporting.
  4. Must have a demonstrated knowledge of laws and regulations impacting the Human Resources function, particularly as they relate to employee relations, state and federal leave laws, Affirmative Action, and EEO reporting.
  5. Must have the ability to handle highly confidential information and exercise sound judgment, discretion, and professionalism.
  6. Must possess strong service orientation skills in alignment with the credit union's mission and core values.
  7. Must have the ability to develop trusted advisor relationships across all levels of the organization.
  8. Excellent verbal, written, telephone, interpersonal, presentation, facilitation, organizational, analytical, and problem-solving skills required.
  9. Must have the ability to handle multiple projects and priorities simultaneously with an effective outcome.
  10. Recruiting skills, including interviewing, background check coordination, offer letter preparation, and candidate communication preferred.
  11. Prior payroll experience or familiarity with payroll concepts, laws or processes a plus.
  12. Must be PC proficient, including Microsoft Office Word, Excel, PowerPoint, Outlook, and the Internet. HRIS experience required; ADP Workforce Now experience preferred. Case management, performance management, applicant tracking, Microsoft 365, database, CRM, and reporting tool experience preferred.
  13. Must have the ability to function in a financial institution or commercial office environment and utilize standard office equipment including but not limited to fax, copier, telephone, and related technology.
  14. Must be able to travel to branches and other locations to meet with employees as needed. Travel outside of state for conferences and seminars may be required.
  15. Ability to lift up to 25lbs. (e.g. file boxes) may be required.

ABOUT:
People helping people is what makes Navigant Credit Union truly special. Our mission is to improve the financial well-being of the families, businesses, and communities we serve, and have been since our founding in 1915.
At $4 billion in assets, Navigant Credit Union is the largest credit union in Rhode Island and third largest in New England. Our success is founded upon our community-based values and our belief in putting people first. These are just a few of the reasons why Navigant Credit Union has been named "Rhode Island's Best Place to Work" year-after-year by the Providence Business News.
Our Core Values of "Leadership, Unity, Caring, and Integrity" are the guiding principles for our organization. They are the qualities and/or traits that we consider a high priority for Navigant Credit Union employees.
Navigant Credit Union prides itself on investing in our workforce, while exceeding member expectations. We offer tremendous opportunities for professional development, career advancement, and a best-in-class benefits package including robust medical and dental plans, vision benefits, 401(k) with a generous employer match, tuition reimbursement, competitive salaries, paid volunteer days, and more.
If you believe you'd be a great fit, and are interested in joining our team, check out our open positions and apply today!

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