Senior Manager Talent

Position: Senior Manager, People & Talent
Human Capital Consultants, LLC has been retained to lead FHLBNY's search for a Vice President, Sr. Manager, People & Talent. Under the leadership of a new President & CEO, the bank is embarking on a significant organization-wide transformation initiative where change will be implemented and measured cross functionally. The selected VP, Sr. Mgr., P&T, in partnership with staff and other leaders, will play a critical role in implementing and monitoring this transformation and change effort.

The human resources organization, comprising thirteen (13) FTEs, provides support and services to the entire bank. The People & Talent team (5 FTEs) supports Organizational Development, Recruiting and Employee Relations, and HR Support for the business. The Operations team (7 FTEs) is responsible for administering the Compensation, Benefits, HRIS, and Payroll needs of the business. Both People & Talent and Operations leaders report directly to the Vice President, Director, Human Resources (1 FTE).

We are seeking a highly relational and experienced HR Professional to lead the People & Talent Function. This leader will serve as a strategic leader and thought partner as well as an operator as the needs of the business require. This role is critical to shaping our talent strategy, fostering high-performance, and ensuring our people practices align with business goals and the mission of the Federal Home Loan Bank of New York as a wholesale lender to the financial services sector.

Roles and Responsibilities:

This HR leader will be responsible for shaping the workplace environment, employee experience, and organizational culture, focused on aligning people strategies with core business goals to attract and retain top talent and drive overall success. The primary focus is to foster a positive, inclusive, and high-performance culture that supports employee well-being and professional growth.

In this role, your span of control and impact will include the following:

Change Management and Transformation

* Lead discovery and ideation sessions with senior leaders to visualize the degree of change needed to advance the work of the bank. This includes a review of the organizational structure, prior and current operating processes, policies, and programs.

* Use systems thinking methodologies to envision and accomplish change management objectives. This may include identifying a third-party vendor to augment change management and transformation initiatives.

* Serve as a coach for senior leaders to educate and equip them to fulfill the role of change sponsor.

* Provide guidance and consultation to leaders and staff to:

Ensure change management is incorporated into projects across the bank.

Educate and train key stakeholders on change management principles and practices.

Establish measures to monitor the adoption rate of change through the design, development, and execution of consistently applied change management strategies and methodologies.

* In partnership with the Vice President, Director, Human Resources, and communications leaders, establish a cadence of celebrating and communicating key milestones, operating efficiencies, and outcomes that support business goals and the mission of the bank.

People Leadership

* Lead, develop, and mentor the People & Talent team to ensure performance goals are being met, champion a learning and professional development culture, and ensure alignment with strategic workforce goals.

Talent Strategy

* Develop and implement a comprehensive talent management strategy to attract, develop, engage, and retain a high-performing workforce that aligns with the organization's overall business objectives.

Recruitment Strategy & Execution

* Design and implement scalable recruitment strategies to attract and retain top talent across the Bank's risk, finance, and technology functions.

* Partner with business leaders to identify hiring needs and build proactive talent pipelines.

* Oversee employer engagement initiatives, the candidate experience, and onboarding.

* Leverage validated job applicant testing tools to support fair and effective selection processes.

Employee Development & Learning

* Lead the design and delivery of learning and development programs that support career growth and organizational capability.

* Champion leadership development, succession planning, and skills-based training initiatives.

* Tailor development programs to meet the needs of professionals in sales, customer service, risk analysis, accounting, and IT.

Performance Management

* Drive a performance culture through effective goal setting, feedback, and appraisal systems.

* Provide guidance and oversight on employee performance counseling, mentoring, and coaching.

* Utilize job performance metrics (KPIs) to assess individual and team effectiveness and inform development plans.

Culture & Engagement

* Act as a steward of the company culture, ensuring it aligns with values and implementing programs to boost employee morale and engagement.

* Support the gathering of employee…