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.

　　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 Director of Classification and Compensation reports to the Deputy HR Officer of Talent Management and supervises a team of classification and compensation specialists and collaborates with the EOEEA Human Resources Competency Centers. The position works in a hybrid work environment.

　　The Executive Office of Energy and Environmental Affairs seeks applicants for the position Director of Classification and Compensation.

　　The Director of Classification and Compensation plays a critical role in ensuring fair and competitive compensation practices for all EOEEA employees. The Director leads a team responsible for the administration and management of the Commonwealth's classification and compensation programs for EOEEA and its agencies in accordance with the Human Resources Division's guidance. The Director oversees job analyses, compensation studies, salary studies, market analyses and trends surveys. This position requires a deep understanding of commonwealth regulations and practices, collective bargaining and compensation trends, and the ability to collaborate with various stakeholders across EOEEA and the Commonwealth to achieve organizational goals.

　　Key Responsibilities:

　　Classification and Compensation Strategy:

　　Implement Commonwealth classification and compensation strategies in alignment with EOEEA's mission and goals, ensuring competitiveness in the public sector labor market.

　　Develop and implement policies, procedures, and programs to ensure consistent and equitable practices across EOEEA.

　　Advise on classification and compensation strategy to EOEEA and HRD to ensure that compensation remains competitive and equitable within the market and the organization while maintaining the integrity of the classification system.

　　Conduct regular market analysis and salary surveys to benchmark compensation packages and recommend adjustments as necessary.

　　Identify potential pay compression issues and provide potential solutions.

　　Analyze and recommend changes to the present compensation structure including parity, compression and pay equity analysis. This recommendation may include recommendations for classification of individual positions as well.

　　Review and assess all current job descriptions, confirm, and recommend changes to job descriptions.

　　Review and assess current job classifications used across EOEEA, confirm, and recommend changes to hierarchical order of jobs using an evaluation system and make recommendations.

　　Continuously monitor compensation trends and best practices in the public sector to maintain competitiveness.

　　Classification and Compensation Leadership:

　　Provide leadership and direction for the Classification and Compensation Competency Center, ensuring efficient and compliant processes.

　　Collaborate with internal and external HR teams and stakeholders (e.g., Labor Relations, HRD, EOEEA HR Competency Centers including Strategy & Partnership, etc.) to streamline workflows and ensure efficient and equitable compensation.

　　Lead job evaluation and classification processes, ensuring accurate job descriptions and equitable job grading.

　　Consultant to update job descriptions to uniformly reflect the distinguishing characteristics, essential job functions, minimum qualifications (education/experience and knowledge/skills/abilities), working conditions (physical demands, work environment, and travel requirements), and certification/licenses/registrations requirements for classification as needed.

　　Consultant to identify career ladders/promotional opportunities as deemed appropriate in collective bargaining positions.

　　Maintain working knowledge of EOEEA collective bargaining agreements in relation to classification and compensation plans; serve as a resource and support Competency Centers including Employee and Labor Relations with information and analyses on classification and compensation administration.

　　Monitor and analyze HR metrics and trends to make data-driven recommendations for process improvements and resource optimization.

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

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

　　Review and implement temporary acting pay assignments.

　　Provide training and collateral, workshops, and seminars on compensation topics to employees and supervisors.

　　Prepare reports and maintain records related to employee compensation activities.

　　Advocate on behalf of the Compensation team to the Deputy HR Officer of Talent Management.

　　Represent and advocate for EOEEA at the Commonwealth level in all matters involving classification and compensation to ensure that EOEEA is meeting organizational goals and objectives.

　　Communicate classification and compensation policies and changes to employees, and address inquiries or concerns related to classification and compensation matters.

　　Qualifications:

　　Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred).

　　Minimum of 5 years of experience in classification and compensation management, with a focus on government or public sector classification and compensation.

　　Strong understanding of relevant labor laws, regulations, and collective bargaining agreements.

　　Excellent analytical and quantitative skills, with proficiency in data analysis and compensation benchmarking.

　　Exceptional communication and interpersonal skills to effectively interact with employees, management, and external stakeholders.

　　Knowledge of employee classification and compensation program best practices including the organization of job classifications and pay structures.

　　Interpretation of collective bargaining agreements, department policies and procedures and applicable laws and regulations.

　　Ability to conduct job analysis.

　　Ability to serve as a professional expert and subject matter expert on classification and compensation plans, laws, cba's, policies and procedures.

　　Ability to perform multiple complex duties simultaneously with constantly changing priorities and deadlines.

　　Demonstrate a strong customer service orientation and exhibit patience and empathy towards employees.

　　Maintain confidentiality and demonstrate discretion, initiative, and good judgment.

　　Assure efficient and timely delivery of program services, projects, and activities.

　　Proven ability to lead and develop a team of compensation professionals.

　　Certified Compensation Professional (CCP) certification is a plus.

　　Experience with HRCMS is preferred. Proficiency in HRIS (Human Resources Information System) and related HR technologies.

　　Qualifications

　　MINIMUM ENTRANCE REQUIREMENTS:

　　Applicants must have at least (A) five (5) years of full-time or, equivalent part-time, professional, professional internship, administrative, supervisory, or managerial experience in business administration, business management, public administration, public management, clinical administration or clinical management or (B) 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 experience.

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

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

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