The Associate Relations team manages staffing, onboarding, associate recognition, associate relations, career opportunities, new associate orientation, anniversary and retirement celebrations. This team manages the lifecycle of an associate from application/resume to promotion to retirement.

HR Consultants (HRC) collaborate with managers to fill open positions at the Bank. Together they review applications and resumes submitted on our website and through our partnership with Indeed, which the hiring and staffing coordinators manage. Once a manager expresses interest in a candidate, the HR Onboarding Manager and HR Onboarding Coordinator manage the process of pre-employment screening and assessments.

Additionally, HRCs are critical in advising and guiding managers through successful associate performance management and associate relation matters. The HRCs coach managers in the use of Expert Supervisor, a critical tool for managing within the confines of employment law. HRCs are not just available for managers, they are also available for associates who have questions about their employment or are seeking career counseling.

HRCs stay abreast of changes in employment law and partner closely with HR Risk Management to use this information in an effort to ensure Capital City Bank policies are compliant. These policies are communicated to associates through the Associate Manual.

The Associate Relations team also manages rewards and recognition for all Bank associates, which includes planning retirement receptions, tenure recognition, and events.

The Benefits Team’s goal is to communicate and educate associates regarding benefits for which they are eligible, how to enroll in those benefits, and how to receive the most from those benefits. All benefits offered are designed to be robust as well as competitive. The Benefits Team is here to make benefits as easy and as useful as possible.

One of the key roles of the HR Benefits administrators is researching providers and negotiating the best possible plan and premium terms with those providers. After contracts are negotiated, the team manages the relationships to ensure health, dental, 401(k), and stock purchase plan providers provide our associates the best possible service. From Workers’ Compensation to Critical Illness Insurance to Flexible Spending Accounts (FSAs), the benefits team takes care of the details, so associates don't have to.

Benefits are also liaisons with the vendors on behalf of the Bank. If associates have any problems, questions, or concerns with any of their benefits, all they have to do is call, and the Benefits team will be there to help.

Please refer to the Associate Manual for a complete list of associate benefits.

The Compensation Analyst ensures competitive and equitable pay practices on a bank-wide level. This area conducts and participates in compensation surveys to analyze and study wage trends. This information is used to determine salary levels for each position in the Bank. The salary levels are shared with supervisors and managers to assist them in determining appropriate pay. Additionally, the compensation analyst manages the performance appraisal process and salary administration and monitors compensation as it relates to promotions and merit increases.

HR Risk Management is responsible for assessing risk within HR—that is, their role takes a bird’s eye view of HR’s function as a whole. Under the Risk umbrella, associates perform legal, compliance, and compensation functions, which include the following:

• Legal – works with HR colleagues and managers to identify and eliminate (and/or minimize) risks associated with employment law claims
• Compliance – ensures compliance related to workplace laws and regulations, including working in partnership with business units impacted by laws and/or regulations specific to their line of business
• Compensation – decides upon competitive and equitable pay practices on a bank-wide level related to new hires and promotions and manages the performance appraisal process, merit increases, and salary administration

The Operations team is responsible for payroll, HRIS, and HR compliance. The Operations team’s goal is to ensure associates are paid timely and accurately and ensure that internal HR-related compliance policies are disseminated and acknowledged.

The most important responsibility of the Operations team, which includes the Operations Manager, Payroll Manager, Payroll Coordinator, and Compliance Specialist, is managing the payroll function. Other critical components of this team include internal HR-related compliance matters and HRIS.

The payroll coordinator manages StarAccess and UKG payroll systems. The manager is responsible for approving and making corrections to timecards on a weekly basis. This process must be completed promptly to ensure associates are paid correctly. The payroll coordinator reviews the approved timecards and contacts managers regarding any discrepancies. All timecards are then signed off by the payroll coordinator. Each month, the hours for the pay period are reviewed and transmitted into the payroll system.

In addition to StarAccess information, the Operations team is responsible for processing and verifying new hires; associate position changes and separations; as well as federal, state, and local taxes; garnishments; direct deposit; address changes; incentives; commissions; and benefits deductions.

Once payroll is completed, numerous checks and balances are performed by the Operations team, including the reconciliation of payroll accounts and benefits billing. This team also generates reports needed for other areas of the Bank, as well as outside governmental agencies. They partner closely with the Benefits Team to substantiate the 401(k) and stock contribution information, which is transmitted to our outside benefits providers.

The Pension team is responsible for participant communications and counseling, benefits calculations, distributions, audits, and tax filings. They develop and maintain a comprehensive database of pension benefits calculations for each active and term-vested participant, including calculating pension benefits for each participant. They also develop and maintain pension beneficiary records as well as research historical plan data at the participant level, as needed. The pension benefit applies to associates hired through December 31, 2019.

• Chief Human Resources Officer
• Chief Diversity Officer & Benefits Manager
• HR Talent & Engagement Manager
• HR Benefits Coordinator 
• HR Benefits & Operations Manager
• HR Benefits & Diversity Manager
• HR Onboarding Coordinator
• HR Onboarding Manager
• HR Payroll Manager
• HR Payroll HRIS Coordinator
• HR Compliance Specialist
• HR Compliance Strategist
• HR Compensation Analyst
• HR Compliance & HRIS Specialist
• HR Consultant I
• HR Consultant II
• HR Recruiter