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State of Massachusetts Strategic HR Business Partner in Boston, Massachusetts

_Who We Are_: 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. *Job Opening:*The Executive Office of Energy and Environmental Affairs, seeks applicants for a*Strategic HR Business Partner*- to perform the following duties: 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. *Department:*EOEEA Office of Human Resources – Shared Services *Position Overview:*The Strategic Human Resources Business Partner is responsible for developing and executing HR strategies that align with their respective agency(ies) overall business goals and objectives. This person will be a key partner in HR innovation, organizational growth, and strategic alignment, contributing significantly to the overall success of the agency(ies) they support by collaborating with agency leadership.They will oversee the administration and implementation of HR policies, initiatives, and activities in coordination with EOEEA HR. *Key Responsibilities:* */Strategic HR Planning:/* · Ensures all agency HR needs are met and aligned with the Secretariat’s strategic direction and business objectives. Provides insight and recommends areas for process improvement, change management, organizational development, performance management, communications strategies, and employee engagement. · Collaborate with HR and agency leadership to formulate long-term HR strategies that support the agency’s mission, vision, and strategic goals. · Identify emerging HR trends and best practices and integrate them into the agency's HR strategy. · Monitor and analyze HR metrics and trends to make data-driven recommendations for strategic HR initiatives to agency leadership. · Stay up to date with HR trends, changing labor laws, and regulations, to advise agency leadership on HR strategy and compliance. · Prepare and present HR reports to agency leadership to support data driven decisions and recommendations utilizing relevant HR metrics. · In collaboration with agency leadership and finance, coordinate new and repurposed hiring roles and positions, and evaluate and assist in prioritizing critical staffing needs through annual workforce planning process. */Partnership Development:/* · Establish and maintain strategic partnerships with agency senior leadership and department heads. · Leverage partnerships to drive collaborative initiatives that enhance HR effectiveness and align with agency organizational and operational objectives. · Understand the organizational and operational goals of the agency(ies) they support and identify how HR strategies can contribute to the success of those goals. · Coach and support high-level executives, function heads, and senior-level management throughout their agency(ies) in all leadership, business strategies and HR related areas. */Organizational Development:/* · Lead initiatives to foster organizational growth and development to achieve agency organizational and operational goals, including workforce planning, succession planning, and performance management. · Advise Agency Leadership on organizational design and organization sizing activities to ensure strategic and efficient use of resources across the agency(ies) they support. · Partner with senior leadership and Agency managers on reorganization and restructuring efforts, including the creation of promotional opportunities, identifying new roles, and proper job classification consistent with the organizational structure and workforce planning. · Recommend and support implementation of Collective Bargaining Agreement updates and modifications. */Competency Center Collaboration:/* · Serve as a point of escalation to resolve and mitigate challenging or high- profile employee relations issues for the agency(ies) they support. · Collaborate with Recruitment Partners to ensure compliance with hiring protocols and to support agency Hiring Managers. · Serve as a point of escalation for Recruitment Partners to advise on salary negotiations. · Collaborate with Agency Leadership and Recruitment to monitor FTE report and mitigate any issues. · Confer with management to advise on salary recruitments and adjustments, monitoring for MEPA (Massachusetts Equal Pay Act) implications and management compression and collisions. · Collaborate with Employee Relations, Training & Development, and Diversity, Equity and Inclusion to inform succession planning activities. */Change Management:/* · Play a key role in managing organizational and operational change by providing HR expertise in areas such as restructuring, strategic workforce planning, and process improvements for the agency(ies) they support. · Develop change management strategies to facilitate smooth transitions and minimize disruptions. */Diversity and Inclusion:/* * *//*Promote diversity, equity, inclusion, and belonging initiatives for the agency(ies) they support to ensure the agency fosters an inclusive and equitable environment for all employees. * Collaborate with DEI and organizational leaders to develop strategies that promote diversity at all levels of the agency(ies). * Preferred Qualifications:* * At least 5 years of well-rounded experience in human resources, with at least 2 years of experience in a supervisory capacity. * Familiarity with unionized environments strongly preferred. * Experience with workforce planning and development a plus. * Working knowledge of labor and employment laws, regulations, and HR best practices. * Excellent communication and problem-solving abilities. * Ability to maintain confidentiality and handle sensitive information with discretion. * Demonstrated strategic thinking, leadership capabilities, objective setting, and measurement skills. * Experience effectively coaching, delivering feedback, motivating, and developing staff. * Ability to analyze and determine the applicability of program data, to draw conclusions, and to make appropriate recommendations. * Ability to persuade, influence and gain the buy-in of others. * Demonstrated ability to drive multiple projects to successful completion. * Ability to adjust to changing situations, be flexible to meet changing priorities, and work with ambiguity. * Must maintain a high degree of professionalism and confidentiality. * Experience conducting workplace investigations is a plus. * Experience in a government agency or public sector HR preferred. * Solution- and team-oriented. * Excellent written and verbal communicator with strong interpersonal skills and high emotional intelligence. * Experienced in building strong relationships and collaborations, as well as alliances and productive partnerships in a complex, matrixed organization. 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. Job: Environmental and Energy* *Organization: Exec Office Of Energy and Environmental Affairs *Title: *Strategic HR Business Partner Location: Massachusetts-Boston-100 Cambridge Street Requisition ID: 240006E8