Navy Federal Credit Union

Brad Larsen

Brad Larsen, AVP, Employee Relations, joined Navy Federal Credit Union in 2017 and he currently leads over three dozen human resources professionals. His team is the internal connector between Navy Federal’s culture, workforce and company policies. The team supports workplace investigations and accommodations under the Americans with Disabilities Act (ADA) and ensures compliance with workplace employment laws across state, federal and local legislation.

Navy Federal’s employer brand emphasizes purpose, career growth and a strong culture where our team members feel valued and respected. It plays a vital role in everything we do in Employee Relations and drives many of our strategic initiatives. We constantly work to build a positive work environment where employees are supported and empowered to have courageous and open conversations about their work experiences and outcomes. As an employee-powered credit union fueled by more than 25,000 team members worldwide, we take time to ensure our workforce understands the sensitive role that employee relations plays in protecting Navy Federal’s reputation.

As a global organization supporting the military community, Navy Federal focuses on connecting employees to our mission and culture and balancing their personal and professional demands through work-life integration and a hybrid work model. At the credit union, we spark connection and creativity through “Moments that Matter,” which boosts collaboration and engagement across the enterprise.

Continuous learning and development prepare our Employee Relations team to be scalable and flexible as workforce dynamics evolve. Our team has a monthly training hour, where we bring in guest speakers and subject matter experts who share emerging trends and strategies in the field. These sessions have resulted in multiple improvements to our internal processes and promote efficiency for our team. In addition to promoting development training on internal and external platforms, like Navy Federal’s Learning & Talent Development division and LinkedIn Learning, we support career growth and upskilling through job rotations. Most recently, our Employee Relations Supervisor rotated to a similar role within our Shared Services Center. This opportunity provided the leader with stretch assignments and unique perspectives to enhance our partnership across the department.

“In critical and difficult moments, employees look to Employee Relations for authenticity and empathy. Our job is to ensure team members feel heard and seen, because that human connection is the most impactful way to protect our employer brand”

In addition, we emphasize ongoing communication and feedback by capturing employee insights through engagement surveys and focus groups, which help guide the work we do through data and analytics. Our leaders across the organization are essential in the process, as they create an environment where employees can share candid feedback.

As the human resources industry is facing an increasingly globalized and technology-driven landscape, I believe it’s essential that employee relations leaders develop their skill sets in:

• Technological Proficiency: Leverage the latest advancements in technology to streamline processes, optimize operations and deliver services with a focus on the employee experience.

• Be Agile: It’s essential that leaders can deal with and succeed in uncertain environments. The expectations of employees, regulation and tech are all changing faster than ever.

• Strategic Thinking: Align employee relations strategies with overall business goals. Welcome perspectives from your internal business partners and collaborate with them on solutions that benefit your entire organization.

• Data-Driven Decision Making: Utilize data analytics to gain insights into employee satisfaction, engagement and performance to assist leaders in informed decision-making.

• Leading with Empathy: Strong leadership qualities paired with genuine empathy are essential to guide teams through ongoing change and challenges. To get the most out of your team members, belonging is essential.

For any young professionals looking to build a successful career in human resource management, I recommend being open to exploration. Specialization and certifications are great, but human resources are becoming a much more collaborative and integrated industry. Gain insight across human resources and your organization to bring a holistic perspective to your work. Human Resources are critical to building a company’s culture, so it’s important to understand your organization’s mission and how your role adds value to business operations. Be open to job shadowing, cross-collaboration and detail roles to get familiar with all areas of the business.

Furthermore, perfect your soft skills. Though we’re evolving with advanced technology and data resources, the “human” element of our role isn’t going away. In critical and difficult moments, your employees will look to you to be authentic and empathetic when articulating a solution that meets their needs. It’s our job as employee relations professionals to make sure our team members feel heard and seen and there’s nothing more rewarding than when we’re acknowledged for being their support during difficult moments. Our human element in those conversations is the most impactful thing we can do to protect our employer brand.