VP, Compensation, Benefits & HRIS

Fhlbboston; Boston (MA); Hybrid; USD 119,000 - 263,000; Full time

Job summary

FHLBank Boston is seeking a Vice President, Total Rewards & HRIS to lead the design and execution of the bank’s total rewards strategy while directing HRIS initiatives in Workday. This role requires strategic vision, robust governance, and hands-on management of a small team of HR professionals.

A hybrid schedule in Boston supports onboarding and collaboration. The ideal candidate will bring extensive experience in executive compensation, benefits, and HR systems, with a track record of legally

Qualifications

• Bachelor's degree in a related field; advanced degrees optional.
• CCP (Certified Compensation Professional) or CEBP (Certified Employee Benefits Specialist) strongly desired.
• Extensive experience in total rewards, compensation, benefits and HRIS leadership.

Responsibilities

• Lead total compensation, benefits and rewards programs aligned with business objectives.
• Oversee pricing, job descriptions, salary administration and equity considerations.
• Ensure compliance, data integrity and governance of all plans and reporting (SOX.)
• Manage HRIS (Workday) configuration, data integrity, reporting and integrations with payroll.
• Provide executive-level consultation on governance, regulatory and board matters.
• Develop budgets for compensation, benefits and HRIS initiatives and oversee vendor contracts.

Skills

Total Rewards

HRIS

Workday

Leadership

Regulatory Compliance

Education

Relevant degree

CCP designation

CEBP designation

Job description

Position Summary

The 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 Range

The 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:
• 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.
• 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).
• 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.
• Provides interpretation and insight on board governance issues related to executive compensation and benefits as well as other board agenda topics.
• Leads all compliance efforts related to compensation, benefits and HRIS.
• Serve as key stakeholder and subject matter expert on regulatory, internal audit and compliance matters related to areas of responsibility.
• 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.
• Provides consultative advice to managers on day-to-day program interpretation and usage (operationalization of compensation and total rewards programs).
• Manages benefits expenses by reviewing plan design objectives, utilization trends, expense projections and recommending alternative options to Bank Leadership.
• Negotiates contracts for benefit services and programs with outside vendors/brokers to obtain cost-effective, maximum coverage for employees.
• Develops and monitors annual budgets for compensation, benefits, rewards and HRIS initiatives and programs.
• 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.
• 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, manager 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