Position SummaryThe VP, Total Rewards & HRIS is a player/coach (technical and people leader) role focused on developing and executing strategies to attract, motivate, develop and retain a skilled and committed workforce by providing a competitive and comprehensive total rewards program. Collaborates with senior management and other internal stakeholders to ensure that the total rewards program supports the Bank's strategic objectives and meet all legal and compliance requirements. The position also has primary responsibility for the department's Core HRIS tool, Workday, including core system configuration, data integrity, reporting and maintenance. This role is responsible for managing and developing 2 other HR professionals.
This scope of this role requires the ability to be both strategic and detail-oriented given the size of the Bank's HR team and the highly collaborative nature of the way we work. This role is ideal for a subject matter expert who enjoys collaborative problem-solving, project management and the ability to influence decisions. This role is expected to positively represent the Bank's HR function and be an independent, trusted advisor to the Bank's Leaders.
Our recruiting effort in 2026 is targeted at the Vice President level. The title that may be offered to the selected candidate will be either an AVP or VP of Total Rewards & HRIS. More information on how we would determine the right level is noted below.
This role will have a hybrid work schedule in our Boston office in accordance with the Bank's Hybrid Work Program. More time (3 or 4 days a week) will be expected in the office to support onboarding for the first 3 months.
Anticipated Pay RangeThe anticipated base pay range for this role is $170,000 - $263,000 (VP)
The anticipated base pay range for this role is $119,000 - $195,500 (AVP)
This role is based in Boston with weekly in-office expectations. The base pay posted represents the annual base pay 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
Specific Responsibilities- Leads the Bank's total compensation, benefits and reward programs in support of the Bank's business objectives and human capital engagement, including but not limited to:
o Works with Human Resources management to continually review, monitor and design competitive, cost-effective total compensation, benefits and reward programs, including bank-wide and executive incentive compensation and qualified and non-qualified benefit plans, and other awards and benefits programs.
o Oversees all on-going and annual compensation, benefits and rewards programs including market pricing, job description development and salary administration to ensure competitiveness and equity (internal, state pay equity compliance).
o Ensures legal, regulatory, internal compliance and data integrity of all plans, procedures, programs and reporting to prevent any undue tax or penalties to employees or the Bank.
o Provides interpretation and insight on board governance issues related to executive compensation and benefits as well as other board agenda topics.
o Leads all compliance efforts related to compensation, benefits and HRIS.
o Serve as key stakeholder and subject matter expert on regulatory, internal audit and compliance matters related to areas of responsibility.
o Monitors and advises Bank management on upcoming trends and/or legislative initiatives that may impact the Bank's work environment from a total rewards and HRIS perspective.
o Provides consultative advice to managers on day-to-day program interpretation and usage (operationalization of compensation and total rewards programs).
o Manages benefits expenses by reviewing plan design objectives, utilization trends, expense projections and recommending alternative options to Bank Leadership.
o Negotiates contracts for benefit services and programs with outside vendors/brokers to obtain cost-effective, maximum coverage for employees.
o Develops and monitors annual budgets for compensation, benefits, rewards and HRIS initiatives and programs.
o Ensures all related 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.
o Designs, coordinates and implements annual and on-going employee communications and programs to ensure new and current employees understand and value total compensation and benefits.
- Demonstrates effectiveness as a people manager including the attraction, development and retention of HR Talent at the Bank through staffing and work assignments, performance evaluation, salary and incentive recommendations, and performance management.
- Manages the department's HRIS system (Workday) including system configuration, data integrity, maintenance and administration. Ensures processes are seamlessly integrated with the Bank's payroll function (Accounting). Ensures the integrity and timeliness of all business rules and data. Ensure that all departmental reporting requirements are defined and met.
- Demonstrates skills and ideas that maximize relevant technology investments, including automation of workflows, Manger and employee self-service, proactive reporting and functional dashboards and analytics.
- Develops the reward programs presentations for the HR & Compensation Committee of the Board of Directors; coordinates the overall HR & Compensation Committee material preparation to ensure high quality and timely end work product.
- Actively supports the Bank's strategy to leverage Inclusion & Opportunity as a long-term strategic priority.
- Serves as Human Resources team member on various projects, Bank working groups or Committess.
- Other duties, as assigned.
Qualifications• A consummate team player who actively promotes a collaborative approach to accomplishing the task at hand.
• Demonstrates various aspects of business acumen in a Bank or Financial Services organization. Develops and applies understanding of financial and other key drivers of the Bank's performance.
• Ability to assess and communicate complex issues and/or data clearly and concisely and communicate to all organizational levels as well as internally and externally with credibility and influence. This applies to written communications, presentations to various audiences and when presenting data or analytics that require context for clarity.
• Effective people and project management skills, along with other Bank Leadership Competencies.
• Ability to effectively identify the right actions to drive and implement change within the organization.
• A proactive, service-oriented problem solver.
• Possess an intellectual curiosity regarding how things work and pursues the development of knowledge /awareness that leads to generating ideas and solving problems.
• Relationship management with external vendors/partners with a track record of success and effectiveness.
• Demonstrates current, in-depth knowledge of applicable laws, trends and regulations governing compensation and benefits/total rewards.
Education- A relevant degree or directly related equivalent work experience required.
- CCP (Certified Compensation Professional) or CEBP (Certified Employee Benefits Specialist) designations are strongly desired.
Experience- Minimum of 8 years of experience for the AVP title, for the VP title, 12+ years of progressively responsible experience and knowledge in compensation and benefits planning, research, policy and program design including base pay, executive compensation, incentive compensation, retirement and health and welfare plans. We are not seeking experience with stock options or plans given our business model.
- 5+ years' experience and working knowledge of HRIS systems and modules that the Bank utilizes. Workday experience is strongly preferred.
- Current or prior people management experience is expected for the VP title, strongly preferred for the AVP title.
- Demonstrated ability and willingness to contribute on both a strategic and tactical level.
- Experience with board governance of Human Resource matters is necessary.
- Demonstrated success in collaboratively solving relevant business challenges of a broad nature.
- Experience in developing/maintaining effective subject matter processes and procedures, with demonstrated experience leveraging technology or automation to improve business outcomes or the user experience.
- Prior experience developing and managing relevant budgets is required.
Candidates that are considered for the VP, Total Rewards & HRIS title will:
- Have a minimum of 12 years of progressively responsible experience and knowledge in compensation and benefits planning, research, policy and program design including base pay, executive compensation, incentive compensation, retirement and health and welfare plans.
- Demonstrate experience with navigating and influencing decisions for complex business challenges.
- The required or more years of HRIS management experience, ideally with various systems. Workday experience is strongly preferred.
- Can demonstrate prior performance leading others in most or all aspects of the job responsibilities, along with the interest and capabilities to perform all aspects of the job.
Candidates that are considered for the AVP, Total Rewards & HRIS title will:
- Have at least 8 years of progressively responsible experience and knowledge in compensation and benefits planning, research, policy and program design including base pay, executive compensation, incentive compensation, retirement and health and welfare plans.
- Demonstrate experience with navigating and influencing decisions for business challenges with degrees of complexity.
- Have the required years of HRIS management experience, ideally with various systems. Workday experience is strongly preferred.
- Demonstrate prior performance in most or all aspects of the job responsibilities, even if as an individual contributor, along with the interest and capabilities to perform all aspects of the job.
- Have demonstrated people management experience or the experience to show that this responsibility can be effectively handled through examples of peer partnerships or development successes.
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:www.fhlbboston.com 
