Senior Manager, People & Talent

Federal Home Loan Bank of New York•New York, NY

4d•$225,000 - $260,000

About The Position

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 data and the action planning to address concerns and ideas raised, including communicating the results to the organization. • Provide insights and best-in-class ideas around building a more engaged workforce. • Lead and design employee engagement initiatives, leveraging data from employee surveys to ensure employees feel valued, engaged, and supported. Strategic Advisor and Thought Partner • Serve as a trusted advisor to senior leadership on People & Talent related matters, in partnership with or on behalf of the Vice President, Director, Human Resources as may be required. • Ensure compliance with HR policies and employment laws, inclusive of FMLA policies and strategies. • Use data and analytics to inform decisions and measure program effectiveness. • In partnership with the Vice President, Director, Human Resources, support the interactions with the Board and the Compensation & HR Committee (C&HRC) of the Board, working on meeting materials and follow up items. • Serve on Bank wide Committees as needed, bringing the HR perspective and ensuring recommended actions support the needs of the business and the employees.

Requirements

Deep understanding of the financial services industry, including regulatory and compliance considerations.
Demonstrated success as a strategic partner to business leaders, aligning HR initiatives with organizational goals to drive performance, engagement, and enablement.
Proven ability to lead cross-functional collaboration and influence at all levels of the organization.
Experience creating and presenting executive ready talent strategies, organizational development plans, and workforce analytics.
Ability to evaluate organizational culture and work with business leaders to design and execute plans that improve engagement and drive business performance.
Strong communication, interpersonal, and analytical skills.
Knowledge of Talent Acquisition approaches, including the ability to proactively pipeline high potential candidates for future positions, source and attract talent for existing open positions, as well as familiarity with job performance metrics (KPIs) and validated job applicant testing tools and methodologies.
Bachelor’s degree required.
Minimum of 12 years of progressive leadership experience as an HR Business Partner/Manager, with proven experience in strategic talent management, recruitment, organizational development, performance management, and employee engagement.
Experience managing a small team, providing coaching and mentorship, and fostering a culture of collaboration, accountability, and professional growth.
Experience working with enterprise-wide banking functions including Risk, Finance, Legal, Technology, Capital Markets, and Operations.
Demonstrated experience leading HR initiatives in dynamic transformation environments and establishing outstanding solutions that position the bank as an employer of choice.
Prior success driving leadership development through varied methods to create capability and higher performance.

Nice To Haves

Candidates skilled in Change Management methodologies (e.g., Prosci, Kotter, or Lewin) or have led transformational change in highly regulated or complex organizations are preferred.
Master’s degree or equivalent in Human Resources, Business Administration, Organizational Development, or related field, preferred.
SPHR or SCP certification, preferred.
Experience with commonly accepted and validated behavioral & cognitive skill assessments is a plus.
Candidates with prior Workday experience will be viewed favorably.

Responsibilities

Lead discovery and ideation sessions with senior leaders to visualize the degree of change needed to advance the work of the bank.
Use systems thinking methodologies to envision and accomplish change management objectives.
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.
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.
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.
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.
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.
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.
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 data and the action planning to address concerns and ideas raised, including communicating the results to the organization.
Provide insights and best-in-class ideas around building a more engaged workforce.
Lead and design employee engagement initiatives, leveraging data from employee surveys to ensure employees feel valued, engaged, and supported.
Serve as a trusted advisor to senior leadership on People & Talent related matters, in partnership with or on behalf of the Vice President, Director, Human Resources as may be required.
Ensure compliance with HR policies and employment laws, inclusive of FMLA policies and strategies.
Use data and analytics to inform decisions and measure program effectiveness.
In partnership with the Vice President, Director, Human Resources, support the interactions with the Board and the Compensation & HR Committee (C&HRC) of the Board, working on meeting materials and follow up items.
Serve on Bank wide Committees as needed, bringing the HR perspective and ensuring recommended actions support the needs of the business and the employees.