Senior HR Manager​/Talent Business Partner

Position Summary

The Senior Human Resources Manager/Talent Business Partner provides guidance, counsel, and support to all levels and Bank functions on matters relating 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. This 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.

This hands‑on role plays an integral role in the delivery of critical HR services at the Bank as a strategic business partner. 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.

This role will have a hybrid work schedule in our Boston office in accordance with the Bank’s Hybrid Work Program. More time will be expected in the office to support onboarding initially.

The anticipated base pay range for this role is $119k – $195k. This role is based in Boston with weekly in‑office expectations. The base pay posted represents the annual base pay range or hourly wage range that we expect to offer for this job opportunity. The actual base salary offer will depend on a variety of factors including relevant experience, required skills and other relevant factors.

The range noted here is not indicative of all positions in the job grade within which this position falls.

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.

For more information, visit Careers – FHLBank Boston.

• 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.

• Identify and execute programs that foster a positive work culture, including recognition systems, feedback loops, and wellbeing initiatives.
• Use surveys,…