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 Talent Management

　　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 leads and collaborates 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 works in a hybrid environment.

　　Position Overview: The Deputy Human Resources Officer of Talent Management is a strategic leadership role responsible for overseeing and optimizing the functions of three key Competency Centers within the Human Resources Office: Recruitment, including Seasonal Hiring Programs; Learning & Development; and Classification and Compensation. This position plays a crucial role in shaping and executing HR strategies that attract, develop, and retain top-tier talent while ensuring alignment with EOEEA overall objectives.

　　This Deputy HR Officer role presents an exciting opportunity for a seasoned HR professional to play a pivotal role in shaping EOEEA's talent strategies and ensuring the success of key Competency Centers. The successful candidate will demonstrate a strategic mindset, strong leadership skills, and a passion for driving employee growth and engagement.

　　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.

　　Recruitment:

　　Provide strategic oversight to the Recruitment Director and their team to inform and advise on Recruitment and Talent Acquisition Strategies.

　　Serve as a point of escalation for the Recruitment Competency Center.

　　Review and analyze recruitment metrics and trends to identify areas of improvement and inform decision-making.

　　Ensure compliance with legal and regulatory requirements throughout the recruitment process.

　　Diversity and Inclusion:

　　Collaborates with the Director of Diversity, Equity, and Inclusion on recruiting for and promoting diversity and inclusion initiatives across EOEEA and its agencies.

　　Collaborate with DEI and organizational leaders to develop strategies that promote diversity at all levels of the organization.

　　Training & Development:

　　Provide strategic oversight to the Director of Training and Development and their team to advise learning and development strategies to align with EOEEA and its agencies organization goals and needs, while continuing to foster a culture of continuous growth and improvement.

　　Monitor the effectiveness of learning initiatives to identify areas of improvement and inform decision-making.

　　Serve as a point of escalation for the Training & Development Competency Center.

　　Compensation & Classification:

　　Provide strategic oversight to the Director of Compensation and Classification to ensure consistency and that compensation remains competitive and equitable within the market and the organization, while ensuring compliance with HRD policies and collective bargaining agreements.

　　Review compensation analyses to inform decisions on salary structures, job classifications, etc.

　　Ensure compliance with legal requirements related to compensation, including pay equity and regulatory reporting.

　　Serve as a point of escalation for the Compensation & Classification Competency Center.

　　 HR Communications:

　　Provide HR Communications function, to support employer brand management and HR's digital presence.

　　Create useful, relevant, and inclusive content for multiple audiences and across multiple platforms, including HR-related newsletters, announcements, presentations, "how to" instructions, change management communications, and related materials on EOEEA HR employee offerings.

　　Create a high-quality user experience as we adapt and implement new technologies and an enhanced HR shared service delivery model.

　　Strategic Leadership:

　　Work closely with the Secretariat HR Officer and other senior leaders and stakeholders to develop and execute HR strategies that align with the EEA's and its agencies' missions, values, and long-term objectives.

　　Provide guidance and mentorship to the Competency Center teams, fostering a culture of collaboration, innovation, and professional growth.

　　Act as a thought leader in HR practices, leveraging industry insights to drive continuous improvement and adaptability within the department.

　　Relationship Management:

　　Build strong partnerships with cross-functional teams, senior management, and external stakeholders to ensure HR initiatives align with business needs and priorities.

　　Collaborate with senior leaders to provide data-driven insights and recommendations on workforce planning, talent development, and compensation strategy.

　　Maintain positive employee relations by addressing concerns, resolving conflicts, and promoting a positive and inclusive work environment.

　　Qualifications:

　　Bachelor's degree in Human Resources, Business Administration, or a related field; master's degree preferred.

　　Minimum of 8-10 years of progressive HR experience, with a focus on Talent Acquisition, Learning & Development, and Compensation.

　　Strong knowledge of HR best practices, labor laws, and industry trends.

　　Proven experience in strategic planning, project management, and people leadership.

　　Excellent communication, interpersonal, and negotiation skills.

　　Analytical mindset with the ability to analyze data, draw insights, and make informed decisions.

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

　　Preferred Qualifications:

　　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 forward.

　　Experience 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.

　　Experience 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.