Senior Manager, Talent Management and Administration

262857 Requisition #
The Supervision, Regulation and Credit Department has an immediate opening for a Senior Manager in the Operations & Staff Development (OSD) Unit. This position has full responsibility for the Talent Management and Administration areas. The team works collaboratively with local and national resources to understand needs, analyze data to validate the need, research potential solutions and implement the agreed upon solution. The TMA team focuses on analyzing workforce metrics, administering reward/recognition programs, managing learning programs, building and delivering career development / learning solutions, facilitating examiner credentialing, commissioning and conflicts processes and managing the onboarding/off-boarding processes. The leader has the responsibility for partnering with Human Resources (HR) and hiring managers to facilitate effective and innovative processes to recruit, develop and retain top talent. The position reports to an Assistant Vice President and can be performed from either the Richmond, VA or Charlotte, NC locations.

Essential Job Responsibilities include but are not limited to the following:
Unit/Department Leadership:
  • Acts as an effective leader and contributes to teamwork within areas of responsibility and across department.
  • As Member of senior management team of OSD, participates in decisions related to all other areas in the OSD unit.
  • Assesses and provides strategic direction, overall plans, and goals for TMA Team in collaboration with key stakeholders and the Assistant Vice President.
  • Leads and/or makes significant contributions to System workgroups related to area relevant to TMA and/or other areas of expertise; Plays an integral role in department/Bank workgroups.
  • Develops, implements and audits programs, practices and processes within areas of responsibility to ensure consistency and compliance.
  • Partners with department leadership and Human Resources (HR) to ensure that appropriate business solutions and strategies are being implemented to meet business needs in the areas of professional development, workforce planning & metrics, talent acquisition and program administration (rewards/recognition, conflicts of interest, onboarding/off-boarding). 
  • Supports the department's talent management initiatives by working directly with senior management to align development plans and programs to meet the overall strategic objectives of the department.

Team Leadership: 
  • Oversees and manages TMA team to ensure that processes are consistently executed on, addressing the needs and expectations of the customers and stakeholders.
    • Creates a productive environment with high team morale, consistent engagement and broad inclusion by actively seeking input from all staff and facilitating transparency (as much as possible) in decision-making processes.
    • Establishes expectations/ performance objectives for individuals on their team; sets priorities, ensures accountability, reviews work products. Supervises direct reports by assigning and monitoring work activities, providing oversight and guidance as needed. Conducts mid-year and annual performance evaluations; provides ongoing coaching and feedback regarding job performance. Ensures that coaching/feedback is completed for indirect reports, if applicable. Provides feedback and coaching for other team members, as appropriate, and for indirect reports, if applicable. 
    • Serves as a partner to direct reports by identifying development needs, engaging in ongoing coaching/feedback and understanding career interests / aspirations. 
    • Exercises managerial authority concerning staff utilization, project assignments, and initiating informal measures to modify behaviors, as well as making recommendations for formal discipline.
  • Builds, develops, and maintains relationships with internal and external stakeholders to formulate solutions to address issues and capitalize on opportunities, both locally (District) and nationally (System).
  • Seeks ongoing and continuous opportunities to gather feedback from customers, both individually and collectively; identifies plans to address gaps in meeting customer expectations.
  • Partners with HR to identify sourcing strategies for talent acquisition. This includes providing creative ideas for sourcing resumes, focusing on workforce diversity, and active engagement at recruitment activities.

  • Expertise in problem solving, creativity and innovation to determine problem areas and provide fresh approaches to solving highly complex human capital opportunities
  • Advanced analytical, planning, problem-solving and organizational skill required to lead and direct a highly experienced staff
  • Outstanding oral and written communication, ability to influence and negotiate with all levels of leadership, including Bank, System and Board executives
  • Broad and deep technical knowledge of, and ability to interpret and apply, Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), Civil Rights Act (Title VII), Fair Labor Standards Act (FLSA), Employee Retirement Income Security Act (ERISA) and various other legislation and regulation that is applicable to the HR technical specialty applicable to leading the TMA function
  • Advanced skills in Microsoft Office, including the ability to perform complex analysis
  • Must be willing to travel overnight as required.

***The hiring range is $112,000 - $134,000, annually.
***The deadline to apply is February 3, 2020.
***Selected candidate subject to special background check procedures.
Qualifications/Experience Required:
  • Bachelor's degree in Human Resources, Finance, Business, Management or related discipline.
  • Minimum 5 years success with direct reports, specifically, leading a team of professional staff with varied backgrounds/experiences
  • Minimum 5 years leading a business support and/or operations team
  • Minimum 10+ years in banking, financial services, public service or other related industry.
  • Proven success in leading change, facilitating difficult conversations, developing process improvements and documenting outcomes.
  • Demonstrated exceptional interpersonal skills with confidence in positively and professionally influencing individuals at all levels, both internally and externally.

Special Considerations:
  • Please review the FRB Employee Code of Conduct to ensure there are no major issues related to your previous employment and current financial interests. (The Code is available on the About Us, Careers webpage at; the relevant sections are 5.3 and Appendix B, Parts I, II and III). 
  • Sponsorship or practical training extensions are not available for this position.

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