What are the responsibilities and job description for the Talent Management Specialist position at Webster First Federal Credit Union?
Job Title: Talent Management Specialist
Department: Human Resources
Location: Onsite (not remote) at 271 Greenwood Street, Worcester, MA
About Webster First Federal Credit Union
Established in 1928 and driven by a goal to make life more comfortable for our community, Webster First Federal Credit Union has grown to an over one-billion-dollar financial institution, serving over 90,000 members across our banking and lending services. Our mission is to leverage who we are as a credit union to empower our members to live their best financial lives. We focus on members, not profits, and our values of strength, exceptional service, and “New England authenticity” are at the heart of everything we do.
We can’t do it without an exceptional workforce! With approximately 250 employees spread across 15 locations in Massachusetts, Webster First Federal Credit Union is committed to empowering a diverse and inclusive workforce that is representative of the community we serve. Our members come from all walks of life and, not unintentionally, so do our staff. We hire great people from a wide variety of backgrounds, not just because it’s the right thing to do, but because it makes us stronger.
Summary:
Reporting to the Chief Human Resources Officer, the Talent Management Specialist (TMS) is responsible for attracting, hiring, and retaining top talent across the organization while shaping a strong, consistent employee experience from first contact through exit. This role goes beyond traditional recruiting by partnering closely with leaders to define roles, assess talent needs, build career pathways, and position the organization as an employer of choice. They will lead and enhance processes related to recruiting, onboarding, and succession planning. This role includes overseeing internship programs, new employee check-in meetings, exit interviews, and collecting and analyzing data to ensure the continued growth and success of the credit union’s talent. This is a role ideal for someone who is outgoing, consultative, and business-minded - someone who can read people well, influence hiring managers, and balance relationship-building with direct, practical guidance.
This is a 37.50-hour per week position located in Worcester, MA with occasional overtime and travel required. The standard schedule is M, T: 8:00 a.m. – 4:30 p.m.; W: 8:00 a.m. – 1:00 p.m., Th, F: 8:00 a.m. – 5:00 p.m.
Essential Functions and Responsibilities:
Talent Acquisition & Employer Branding
- Lead full cycle recruiting for a wide range of roles, from intake through offer and acceptance
- Partner with hiring managers to clarify role requirements, define success profiles, and set realistic hiring expectations
- Partner with the Marketing Department to create marketing/advertising pieces that can be used online, at job fairs or networking events, and in other areas/media to promote employment with WFFCU.
- Participate in job fairs, networking events, and other community engagements that will attract interest in employment with WFFCU.
- Act as a trusted advisor to hiring managers, providing direct feedback on candidate quality, market conditions, and hiring decisions
- Proactively source and engage candidates using a variety of channels and networking strategies
- Serve as a brand ambassador, effectively selling the organization’s mission, culture, and opportunities to candidates
- Ensure a professional, engaging, and inclusive candidate experience, including training and coaching internal staff on interviewing skills and procedures
- Ensuring diversity, equity, and inclusion efforts are integrated into hiring practices to confirm the workforce appropriately reflects the communities it serves
Hiring, Onboarding & Early Employee Experience
- Coordinate and manage the hiring process, including offers, background checks, and start dates
- Oversee onboarding processes to ensure new hires are set up for success from day one
- Collaborate with the training department and supervisors to ensure employees are set up with the training, resources, and support needed to be successful in their roles.
- Conduct structured new-employee check-ins to assess engagement, performance, and integration
- Partner with managers to address early concerns and reinforce expectations during the first year of employment
Internship & Early Career Programs
- Design, coordinate, and manage internship and/or early-career mentorship programs
- Build relationships with local academic institutions to source top talent.
- Partner with leaders to define program goals, learning objectives, and meaningful work experiences
- Support intern recruitment, onboarding, mentorship, and program evaluation
Job Architecture, Career Pathing & Succession Planning
- Partner with VPs and department heads to develop and maintain clear job descriptions and role expectations
- Support job leveling and career pathing initiatives to promote internal growth and clarity
- Assist with succession planning efforts by gathering data, identifying trends, and supporting leadership discussions
- Help leaders think proactively about talent development and future workforce needs
Compensation & Talent Data Support
- Assist the CHRO with assessing compensation trends to ensure internal equity, job benchmarking, competitive pay practices, and alignment with industry standards and to implement pay structures, bonuses, and incentive programs that attract and retain talent.
- Collect and analyze talent data related to hiring, turnover, internal movement, and employee lifecycle milestones
- Prepare reports and insights to support talent planning and decision-making
Employee Transitions & Feedback
- Conduct exit interviews and analyze feedback to identify trends and opportunities for improvement
- Partner with HR leadership and managers to address themes related to retention and engagement
Other/Miscellaneous
- Promote Bank Secrecy Act (BSA) Compliance by adhering to all BSA and Office of Foreign Assets Control (OFAC) Regulations specific to the job functions and by assisting the BSA Department as necessary with any departmental function-specific items.
- Support the overall business objectives of WFFCU at all times, exercising flexibility, creativity, strategic thinking, and exceptional customer service, externally and internally.
- Perform similar work-related duties, as assigned.
About the Work Environment & Physical Demands
While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel; reach with hands and arms; and to talk or hear. The employee is frequently required to sit and to use a computer or other electronic devices and office equipment. The employee is occasionally required to stand, walk, and drive. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and ability to adjust focus. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
About You:
- A minimum of a bachelor’s degree in a relevant field is required.
- HR certification (SHRM, SPHR, etc.) is preferred.
- 2–5 years of experience in recruiting, talent acquisition, or a blended talent/HR role.
- Strong knowledge of talent acquisition, onboarding, performance management, and succession planning processes is preferred.
- Innovative, creative, and organized, with a drive for continuous learning and improvement to consistently enhance the credit union’s employee experience.
- Strong leadership, communication, and interpersonal skills; ability to work with a diverse group.
- Proven ability to manage multiple projects and work collaboratively across departments.
- Experience partnering with senior leaders and influencing without authority.
- Sales-oriented mindset with the ability to promote opportunities and close candidates
- Knowledge of relevant labor laws and regulations and expertise in HR data analytics with the ability to recognize and identify patterns and opportunities and to make data-driven decisions.
- A “people person” – an outgoing personality with a genuine interest and care for supporting people and encouraging them to be their best to achieve the goals of the credit union.
- Strong personal code of ethics, ability to act with trustworthiness, confidentiality, and discretion.
- Ability to meet any physical and environmental demands for the position, with or without accommodation, and to pass all required background checks.
- Ability to travel occasionally to branches to meet with staff and to periodic offsite events outside of normal business hours (such as career fairs, colleges, and networking events) in line with job expectations.
- Ability to be available for work punctually, and as scheduled.
Physical Demands & Work Environment:
This role primarily takes place in a professional office environment and involves sedentary work, at a desk or teller station, using a computer, and engaging in phone or video conversations. The noise level is generally moderate. Employees may need to sit or stand for extended periods, move about the office, and occasionally lift, push, pull, or carry items up to 20 pounds. Some repetitive motion including movements (motions) of the wrists, hands, and/or fingers. Employees are required to have visual acuity to perform activities such as transcribing, viewing and using a computer, and reading documents, as well as the ability to communicate verbally with colleagues, supervisors, members, and visitors. Reasonable accommodations will be provided as needed.
Pay Range: Salary Band 5, $60,000 - $85,000 / year
Note: This range reflects the full salary band for positions at this level. Individual compensation is determined based on experience, skills, and internal equity.
Salary : $60,000 - $85,000