Senior HR Manager/Talent Business Partner

Senior HR Manager / Talent Business Partner

Federal Home Loan Bank of Boston – base pay range $119,000–$195,000 per year. Additional compensation includes an annual bonus. Hybrid work schedule with weekly in‑office expectations.

Position Summary

The Senior Human Resources Manager/Talent Business Partner provides guidance, counsel, and support to all levels and Bank functions on matters related to our ability to attract, develop, and retain talent to meet the Bank’s present and future needs. Specific areas of focus are Talent Acquisition, Employee Engagement, Performance, and Employee Relations to support the achievement of the Bank’s strategic objectives. This role will infuse inclusion and opportunity in functional business practices, both of which are essential to optimize individual and organizational performance.

The broad scope of this role is comprehensive, with responsibility for and influence on all stages of the Talent life cycle from employer branding and initial candidacy through separation of employment for a highly qualified and committed workforce. The role offers involvement and ownership in a wide variety of projects and initiatives and exposure to many facets of our mid‑sized business. We seek a digitally fluent professional who can leverage systems and tools to meet the business needs of our HR team, internal and external stakeholders.

As a player/coach, you will manage the performance and professional development of up to 2 direct reports. Core responsibilities position this role as a strategic driver of employee experience, not just a program administrator.

Anticipated Pay Range

The anticipated base pay range for this role is $119k – $195k.

All Bank full‑time positions are eligible to participate in our annual incentive program and our robust total rewards offerings, in addition to the base pay.

Specific Responsibilities

Holistic Talent Acquisition (may be up to 50% of the time)

• Oversee strategic staffing and recruitment activities, including employer branding, outreach, assessment techniques, and leveraging analytics to support the Bank’s business objectives.
• Lead the full lifecycle talent acquisition process in partnership with hiring managers, covering sourcing, screening, interviewing, selection, and hiring, with a focus on inclusion and opportunity.
• Manage the Bank’s applicant tracking system (ATS), data integrity, reporting, and stakeholder communications, own technology decisions and process workflows.
• Analyze recruitment, turnover, and workforce trends; develop recommendations and metrics for enhancing talent attraction, development, and retention.
• Oversee recruitment budgets and external resources (e.g., agencies, events, advertising), recommend and implement process improvements for efficiency, compliance and business results.
• Deliver effective onboarding for new hires and temporary workers, including pre‑hire tasks, orientation, and stakeholder feedback.
• Manage and coordinate the Bank’s Summer Internship program and lead or support pilot recruiting and pipeline initiatives.
• Represent the Bank at events and outreach activities to attract qualified applicants.
• Ensure that all recruitment procedures, processes, materials, records and reports meet legal, regulatory, and internal compliance and are implemented and documented appropriately either directly or through the supervision of direct reports.
• Support the Bank’s Workforce & Succession Planning efforts, as directed.

Talent Engagement

• Identify and execute programs that foster a positive work culture, including recognition systems, feedback loops, and wellbeing initiatives.
• Use surveys, pulse checks, and additional tools to assess employee sentiment and identify areas of strength and for improvement.
• Collaborate with HR and Bank leaders to ensure engagement efforts support organizational objectives and drive performance.
• Champion transparent, consistent messaging around engagement initiatives and organizational changes to build trust and move the needle.
• Promote and model inclusive practices that enhance belonging and engagement across the Bank.

Performance & Employee Relations

• Manage the Bank’s performance activities, communications and reporting, including our tool (Workday) and enhancements to meet business needs.
• Build and maintain effective relationships with all Bank colleagues and be seen as a trusted resource and consultative partner within the Bank.
• Design, implement, and administer employee relations programs and proactive strategies, partnering with HR staff and legal counsel as needed.
• Coach managers and employees on performance improvement, development needs, and employee relations matters.
• Counsel on various employee relations matters and ensure compliance with policies, laws, and regulations; conduct investigations as required.
• Track and analyze employee relations trends, developing tailored solutions or organizational strategies to address issues.

HR Operations

• Model consultative HR behaviors in alignment with Bank Competency models. Demonstrates digital fluency regarding areas within the scope of this role with an eye for the user/employee experience, process efficiency, maximizing automation and minimizing business risk.
• Serve as the primary contact for workplace accommodations and flexibility requests, collaborating on leave management and maintaining accurate records, compliance and communications.
• Periodic testing to support Workday Releases or other relevant HR tech.
• Responsible as part of Human Resources management to ensure that role‑specific internal controls are adequate, documented and performed correctly and attests to adequacy as Sarbanes‑Oxley sub‑certifier and during annual Risk Assessment process. Identifies, develops and implements procedures, policies or other steps to mitigate risks.
• Oversee the compilation of annual EEO‑1 report and other required, requested or regulatory reports.
• Manages direct report(s) and maintains customary authority of a manager including responsibilities such as staffing and work assignments, performance evaluation, development and total reward recommendations.
• Serves as Human Resources representative on various FHLBank System or Bank‑wide projects or committees as assigned.
• Other duties, as assigned.

Qualifications

Knowledge & Skills

• A consummate team player and results‑focused contributor who actively promotes a collaborative approach to accomplishing the task at hand.
• Possess strong business acumen. Develops and applies understanding of financial and other key drivers of the Bank’s performance.
• Ability to effectively identify the right actions to drive change within the organization, with independence over time.
• Possess an intellectual curiosity regarding how things work and pursues the development of knowledge /awareness that leads to generating ideas and solving problems.
• Broad and in‑depth knowledge of applicable laws and regulations governing employment and employee relations.
• A highly developed competency to influence colleagues and decision‑makers is a must.
• Ability to translate and communicate complex issues and/or data clearly and concisely and communicate in writing or verbally to all organizational levels as well as internally and externally with credibility and influence.
• Excellent problem‑solving and decision‑making skills.
• Excellent people and project management skills.

Education

• Undergraduate degree or directly related equivalent work experience required. Relevant professional certification(s) strongly desired.

Experience

• 12+ years of progressively responsible experience and knowledge in human resources, with passion for strategic Talent Acquisition and Talent Management, as outlined in the responsibilities. Success in this type of role within a mid‑sized business is strongly preferred.
• Demonstrated experience working with management and senior leadership in understanding and developing solutions to complex employment and employee relations required.
• 5+ years’ experience supervising/managing HR talent required.
• Must have successfully developed convincing business cases to include: defining the opportunity, researching options and making specific recommendations.
• Current or recent experience with HRIS systems and role‑specific tools, such as Applicant Tracking Systems, is expected. Experience using Workday is strongly preferred.
• Demonstrated project management experience within HR or recent role.
• Demonstrated success in collaboratively solving challenges of a broad nature.
• Experience in developing/maintaining effective processes and procedures.
• Prior experience developing and managing budgets is required.

Equal Opportunity Employer

As an Equal Opportunity Employer, we strongly encourage applicants from every ethnicity, color, religion, gender, age, national origin, disability, veteran or parental status and sexual orientation.

Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

Applications are being accepted on the Careers page of our website: