Senior Manager, Talent Strategy

WORKERS FEDERAL CREDIT UNION•Littleton, MA

5h•Hybrid

About The Position

Workers Credit Union is seeking a Senior Manager, Talent Strategy to design, lead, and continuously improve talent programs that strengthen organizational performance and the employee experience. This is a highly visible, strategic role that blends talent acquisition program leadership, workforce planning, performance management, employee listening, and people analytics. This role is ideal for a forward‑thinking HR leader who enjoys combining strategy, analytics, and execution to shape how the organization attracts, develops, and retains talent.

Requirements

High School Diploma or equivalent required; Bachelor’s degree preferred.
CCP, PHR, or SHRM certification preferred.
5–7 years of progressive HR experience spanning two or more of the following areas: talent acquisition programs, workforce planning, performance management systems, people analytics, or compensation support.
Proven recruitment and talent acquisition experience, including ownership of hiring programs and processes.
Demonstrated people leadership experience, leading teams and driving strong results through collaboration and accountability.
Hands‑on compensation experience, including analyses to support hiring, promotions, retention, restructures, and pay equity.
Strong analytical capability, with the ability to translate workforce and compensation data into actionable insights.
Working knowledge of compensation principles, job architecture, market pricing, and FLSA classification.
Excellent project management, communication, and organizational skills, with high attention to detail and discretion.

Responsibilities

Lead, coach, and support direct report(s), fostering a culture of accountability, continuous improvement, and high performance.
Own and evolve talent acquisition programs and governance, ensuring consistency, quality, effectiveness, and compliance.
Monitor program metrics to identify opportunities for efficiency, scalability, and continuous improvement.
Serve as program owner and subject matter expert for the Credit Union’s performance management and employee listening platform.
Lead employee listening initiatives (e.g., engagement surveys, stay interviews, exit interviews) and translate insights into actionable, strategic recommendations.
Support workforce‑related processes, including promotions, compensation changes, restructures, and title adjustments.
Partner with HR and Finance on annual workforce planning, aligning talent needs with business strategy and budget cycles.
Apply workforce analytics and scenario modeling to identify risks, capability gaps, and future workforce needs.
Translate complex people data into clear, compelling narratives that inform decision‑making.
Conduct data‑driven compensation analyses to support hiring, promotions, retention, restructures, and pay equity initiatives.
Participate in compensation surveys and incorporate external market data into recommendations.