• Improving overall performance through effective deployment and use of metrics and information. Identifying and solving talent gaps through training, coaching, and mentoring.
• Enhancing the overall talent profile through effective filling of vacant roles, including the use of succession planning techniques and the development of talent pipelines for critical or hard to fill positions.
• Developing and effectively deploying relevant employee value propositions.
• Improving the overall culture of the MassDOT organization to align with strategic needs.
• Developing effective and sustainable workforce and succession planning processes.
• Modernizing HR Service Delivery through continuous improvement and commitment to improving technological resources.

About MassDOT Human Resources

MassDOT's Human Resources Department is responsible for developing and implementing all human resources programs and policies for the Agency in the areas of personnel management and administration, HR/CMS (PeopleSoft) administration, recruitment, employee relations, planning, training, employee assistance, performance appraisal, career development and employee communications. HR must ensure that all employee-related contractual, statutory, and administrative obligations are met; that a wide variety of support services are available to improve the quality of work life, employee morale and productivity; that all department employees are properly classified and compensated in an efficient, accurate and timely manner; and that all HR programs and activities are in compliance with established federal and state regulations and are effectively meeting Agency goals.

The CHRO is responsible, directly and indirectly, for the conduct and development of Human Resources staff. This staff is divided into five major functional areas:

Human Resources Operations is responsible for Classification & Compensation, Payroll, Leaves of Absence, Drug & Alcohol Testing, License Compliance and the Human Resources Operational Service Center (HROSC), which is responsible for transactional human resources and delivery of customer service.

Human Resources Strategy function is responsible for strategic and tactical administration in the areas of Talent Acquisition; HR Business Intelligence (HRBI) and Employee Communications. These units are charged with transforming HR Service delivery through process improvement, and the development of programs and options within their subject areas to support embedded HR Business Partners.

Center for Engagement is headed by the Director of Human Resources, and consists of the following subgroups:

• Labor and Employee Relations is a new combined unit within MassDOT HR, combining two previously separate groups. This group is responsible for ensuring harmonious labor relations; administering the MassDOT collective bargaining agreements with its unions; responding to employee incidents and performing investigations where necessary and appropriate; and managing the grievance and discipline processes.
• Labor Negotiation collectively bargains contracts with 5 bargaining units, comprising 10 union locals, representing over 3,000+ employees in a wide variety of different fields. The Chief Labor Negotiator is responsible for developing and executing a labor negotiation strategy which aligns collective bargaining agreements to MassDOT management needs.
• The Engagement and Eventsunit focuses on employee engagement, workplace culture, and the development of management skills. This unit also is responsible for compliance with employee performance management deadlines.
• Learning & Developmentis responsible for delivering innovative training solutions to enhance the capabilities of the workforce, as well as conducting and overseeing all required compliance-related trainings.

Human Resources Business Partners (HRBPs) are directly responsible for the strategic and operational leadership of Human Resources within MassDOT's operating and support divisions. The HRBPs coordinate with relevant HR units and shared services departments to influence departmental policy to support HR-related business initiatives.

HR Programs Team is a small function that works cross-functionally across MassDOT HR, and in partnership with external partners within MassDOT and state government, to deliver projects designed to improve overall service delivery. In addition, this team is responsible for working across all of HR and with external partners on the MassDOT HR Strategic Plan.

Qualifications

Pre-Hire Process

A finalist for this position must be able to pass a comprehensive background check including a criminal record check, Department of Revenue (DOR) check, and employment references.

About MassDOT

The 4,000 employees of Massachusetts Department of Transportation (MassDOT) take great pride in connecting the Commonwealth's residents and communities. MassDOT is responsible for developing, implementing, and coordinating transportation policies and projects for the Commonwealth of Massachusetts and to efficiently plan, design, construct, and maintain a safe statewide transportation system which effectively meets the transportation needs of the Commonwealth. Information about MassDOT's inclusive culture and career opportunities can be found at mass.gov/massdot-careers .

MassDOT's divisions include Highway, Registry of Motor Vehicles, Aeronautics, and Rail & Transit. Headquarters (Planning & Enterprise Services) provides business and administrative support and policy leadership for each of the four (4) divisions.

Minimum Entrance Requirements

This requisition will remain open until filled; however, first consideration will be given to those applicants that apply within the first 14 days.

Current MassDOT employees should use their internal MassCareers account to apply.

All job applications must be submitted online through MassCareers to be considered.

Please provide a complete, accurate and current resume / application for MassDOT to review in order to determine if your submitted materials meet the minimum entrance requirements for the position.

Applicants must have at least (A) seven (7) 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 four (4) years must have been in a managerial capacity.

• For questions regarding the job posting, please email the MassDOT Talent Acquisition Team at talentacquisition@dot.state.ma.us.
• For general questions regarding MassDOT, call the Human Resources Service Center at 857-368-4722.
• For a disability-related reasonable accommodation or alternative application method, call the ADA Coordinator, Lucy Bayard, at 857-274-1935.

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.