Job Description

　　The Executive Office of Energy and Environmental Affairs seeks to protect, preserve, and enhance the Commonwealth's environmental resources while ensuring and promoting a clean energy future for the state's residents. Through the stewardship of open space, protection of environmental resources, and enhancement of clean energy, the Executive Office of Energy and Environmental Affairs works tirelessly to make Massachusetts a wonderful place to live, work, and raise a family.

　　Who We Serve:

　　Massachusetts was the first state in the nation to combine energy and environmental agencies under one Cabinet secretary. The Executive Office of Energy and Environmental Affairs (EOEEA) serves Commonwealth residents interested in outdoor recreational activities, clean energy solutions and those who work with animals and livestock. Equally, EOEEA works with energy consumers, power companies, clean energy providers and farmers to delicately balance the interaction with environmental protection laws and regulations while being a cornerstone for our economic prosperity.

　　EOEEA Human Resources (HR) Shared Services provides support and administers human resources programs and services to current and prospective EOEEA employees and agency business partners for the Secretariat including Massachusetts Environmental Police, and its six agencies and their divisions including: Department of Agricultural Resources and the State Reclamation Board - Mosquito Control Projects; Department of Conservation and Recreation; Department of Environmental Protection; Department of Fish and Game; Department of Public Utilities, and the Department of Energy Resources.

　　The Executive Office of Energy and Environmental Affairs seeks applicants for the position of Deputy HR Officer of Strategy and Partnerships

　　This is an exciting time to join the Executive Office of Energy and Environmental Affairs (EOEEA) Human Resources Shared Service Team as we work to strengthen the Human Resources function throughout the Secretariat and its agencies. EOEEA is a mission-driven state environmental organization that is experiencing strong, sustained growth, placing increased demand on its Human Resources services. The Deputy HR Officer of Strategy and Partnership is member of the HR leadership team and is responsible for directing the Deputy Human Resources Director (Agency Business Partners), by leading and collaborating on strategic initiatives that contribute most significantly to our HR Transformation efforts particularly those that improve, transform and "scale-up" the human resources functions. The Deputy HR Officer of Strategy and Partnerships reports to the Secretariat Human Resources Director and collaborates with the EEA Human Resources Competency Centers. The Deputy HR Officer is works in a hybrid work environment.

　　Position Overview: The Deputy Human Resource Officer of Strategy and Partnerships is a pivotal role within the EOEEA Human Resources (HR) Office and is responsible for developing and executing HR strategies that align with the Executive Office of Energy and Environmental Affair's overall business goals and objectives. This person will be a key driver of HR Transformation efforts including innovation, organizational growth, and strategic alignment, contributing significantly to the overall success of EOEEA by collaborating with internal and external stakeholders to build strategic partnerships across our EOEEA agencies and the Commonwealth. Across EOEEA HR, the Deputy HR Officers will be expected to lead and direct other HR teams on Secretariat-wide projects and initiatives in coordination with the SHRO and EEA Operations.

　　This position manages a team of four HR Deputy Directors (HR Business Partners) as well as the Employee Relations Competency Center.

　　Overall: Provide team leadership by setting clear goals to achieve the best results and greatest impact. Motivate and enable the team to meet goals and produce high-quality work, adopt new technology, and provide excellent service. Coach, develop, and mentor members of the team to attain high levels of performance and engagement.

　　Strategic HR Planning:

　　• Collaborate with the Secretariat Human Resource Officer (SHRO) to formulate long-term HR strategies that support the Secretariat's mission, vision, and strategic goals.• Identify emerging HR trends and best practices and integrate them into the organization's HR strategy.• Monitor and analyze HR metrics and trends to make data-driven recommendations for strategic HR initiatives. • Stay up to date with HR Trends, changing labor laws, and regulations, to advise on HR strategy and compliance.• Prepare and present HR reports and presentations to leadership to support data driven decisions utilizing relevant HR metrics.

　　Partnership Development:

　　• Establish and maintain strategic partnerships with key internal and external stakeholders, including agency senior leadership, department heads, and external HR networks.• Leverage partnerships to drive collaborative initiatives that enhance HR effectiveness and align with business objectives.• Understand the business goals of the Secretariat and its agencies and identify how HR strategy can contribute to the success of those goals.

　　Organizational Development:

　　• Lead initiatives to foster organizational growth and development to achieve business goals, including workforce planning, succession planning, and performance management.• Advise HR Deputy Directors on organizational design and organization sizing activities to ensure strategic and efficient use of resources across the Secretariat.• Advocate on behalf of the HR Deputy Directors to the SHRO and EOEEA Leadership.• Serve as a point of escalation to resolve and mitigate challenging, voluminous, or high- profile organizational design initiatives.

　　Employee Relations

　　• Manage the Employee Relations Competency Center in the delivery of conflict resolution, performance management, and employee engagement initiatives.• Review and advise on employee relations processes to minimize errors and enhance efficiency.• Partner with Labor Relations and HRD to ensure seamless and efficient administration of Employee Relations processes.• Advocate on behalf of the Employee Relations team to the SHRO and EEA Leadership.• Serve as a point of escalation to resolve and mitigate challenging, voluminous, or high- profile employee relations issues.

　　Change Management:

　　• Play a key role in managing organizational change by providing HR expertise in areas such as restructuring, strategic workforce planning, and process improvements.• Develop change management strategies to facilitate smooth transitions and minimize disruptions.

　　Diversity and Inclusion:

　　• Promote diversity and inclusion initiatives across agencies to ensure the organization fosters an inclusive and equitable environment for all employees.• Collaborate with DEI Director and organizational leaders to develop strategies that promote diversity at all levels of the organization.

　　Qualifications:

　　Bachelor's degree in human resources, Business Administration, or a related field (master's degree preferred).

　　Proven experience in HR strategy development, organizational development, and partnership management.

　　Strong knowledge of HR best practices, labor laws, and regulations.

　　Exceptional communication and interpersonal skills to foster partnerships and collaborate across all levels of the organization.

　　Analytical mindset with the ability to use data to drive insights and decisions.

　　Change management expertise and experience in leading organizational transformations.

　　Experience in delivering PowerPoint presentations to senior leadership.

　　Strong leadership skills and the ability to manage and motivate a team.

　　Preferred Qualifications:

　　Professional certifications such as SHRM-SCP, PHR, or equivalent are a plus.

　　Proficient in leading and managing through change, growth and uncertainty while creating a productive, stable, and reliable environment for the immediate team and the larger HR organization.

　　Flexibility, adaptability, and agility to navigate through resistance and setbacks effectively. Anticipate barriers and adjust in ways that move the work and team forward.

　　Experience in managing the impact of Human Resources change (such as, implementing new HR systems, the deployment of new HR service delivery models, changing HR business processes, or introducing new employee-facing programs or policies).

　　Solution- and team-oriented.

　　Excellent written and verbal communicator with strong interpersonal skills and emotional intelligence.

　　Experienced in building strong relationships and collaborations, as well as alliances and productive partnerships in a complex, matrixed organization.

　　Qualifications

　　MINIMUM ENTRANCE REQUIREMENTS:

　　Applicants must have at least (A) six (6) years of full-time or, equivalent part-time, professional, administrative, supervisory, or managerial experience in business administration, business management, public administration, public management, clinical administration or clinical management of which (B) at least two (2) years must have been in a project management, supervisory or managerial capacity or (C) any equivalent combination of the required experience and substitutions below.

　　Substitutions:

　　I. A certificate in a relevant or related field may be substituted for one (1) year of the required (A) experience.

　　II. A Bachelor's degree in a related field may be substituted for two (2) years of the required (A) experience.

　　III. A Graduate degree in a related field may be substituted for three (3) years of the required (A) experience.

　　IV. A Doctorate degree in a related field may be substituted for four (4) years of the required (A) experience.

　　Comprehensive Benefits

　　When you embark on a career with the Commonwealth, you are offered an outstanding suite of employee benefits that add to the overall value of your compensation package. We take pride in providing a work experience that supports you, your loved ones, and your future.

　　Want the specifics? Explore our Employee Benefits and Rewards!

　　An Equal Opportunity / Affirmative Action Employer. Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply.

　　The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law. Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC) may self-select out of opportunities if they don't meet 100% of the job requirements. We encourage individuals who believe they have the skills necessary to thrive to apply for this role.