The Human Resources Department is dependent on all staff within the department assuming individual responsibility and working together as a team in the delivery of services. The Human Resources Specialist is involved with all aspects of HR including but not limited to: classification, job descriptions for managers and union staff, recruitment, HR metrics and reporting, performance evaluations, employee recognition, staffing, benefits and leaves and payroll.

DUTIES AND RESPONSIBILITIES (NOT ALL INCLUSIVE):

1. Classification:

• Collaborates with the HR Operations & Performance Manager to create, review and update job descriptions; conducts classification studies including desk audits, job analysis, and job restructuring.

• Works with the Human Resources Division (HRD) to reclassify vacant positions or create new positions as needed following all the policies and procedures.

2. Recruitment:

• Involved in the recruitment process, with a focus on candidate experience, enabling hiring managers to make timely hiring decisions. This includes coordinating offers, background checks and onboarding.

• Participates in job/hiring interviews and attends job fairs on behalf of the Secretariat.

• Creates and reviews requisitions in MassCareers; screens resumes for minimum entrance requirements; and reviews interview questions.

• Makes salary recommendations to the Secretariat Human Resources (HR) Officer.

3. Consultation & Customer Service:

• Develops collaborative relationships with department managers, coordinators, IT, and HR staff to provide guidance and support on initiatives including compensation, benefits, recruitment, performance management, employee relations, policy/contract interpretation, workforce planning, organizational charts, and employee development.

• Answers employee inquiries and interpretation of Collective Bargaining Agreements as they apply to payroll procedures involving leave benefits, salary rates, step increase, etc.

• Acts as the Secretariat resource not only to process documents but also to answer questions in a timely, professional manner, and help solve problems.

• Responds to all phone calls and e-mails within 24 hours of receipt and completes all filing weekly, whether it be in the personnel file, employment and staffing files, etc.

• Every week all outstanding filing shall be filed away in the proper location.

4. HR Metrics:

• In collaboration with the HR Operations & Performance Manager collects and compiles HR metrics and data from a variety of sources including the Human Resource Information System and payroll output, exit interview data, employment records, government labor statistics, and other sources.

• Analyzes data and statistics for trends and patterns with attention to recruitment, hiring practices, turnover, and compliance with employment laws and regulations.

• Uses Human Resources Analytics and the Commonwealth's Information Warehouse (CIW) to provide reporting on EOHLC employee data including: turnover, time to hire, promotional rate, and transfers.

5. Escalation to HR Leadership:

• Ensures the Secretariat HR Officer/designee is aware of concerns, problems, issues that you cannot solve yourself within a reasonable period of time (24 hours) and/or you are having difficulty communicating with a customer and need assistance.

• Ensures Secretariat HR Officer/designee is made aware of all customer complaints or concerns and/or possible liability for the Agency.

6. Assists/Collaborates:

• Compensation review and performance evaluation processes.

• EOHLC Payroll & Benefits Coordinator with life, health, and dental insurance, pension plans, vacation, leave/absence i.e. Family and Medical Leave Act (FMLA), Extended Insurance Leave Bank (EILB), tuition reimbursement, and employee assistance.

• EOHLC Payroll & Benefits Coordinator with "Use or Lose" reports at the end of each calendar year to notify employees if they will be losing any vacation time in January.

• EOHLC Payroll & Benefits with time and attendance reports. Works with the Mass. Employee Service Center, employees, and their supervisors to eliminate all exceptions and correct any problems before payroll processing day.

• Matters relative to collective bargaining agreements including contractual guidance, salary administration, etc.

7. Employee Recognition:

• Collaborates with the Senior Human Resources Business Partner on the Performance Recognition Program.

8. Office Coverage:

• It is essential to ensure the office is always covered and that there is a Human Resources presence in the office to be able to respond to customers, unless receiving prior approval from Secretariat HR Officer that coverage can be altered. Communication within the team is key, as is prior planning and organization. Being a team player and communicating timely and effectively with the team is essential. These are essential functions to be successful in this role.

9. Other:

• Researches and sustains current knowledge and understanding of state and federal employment regulations, of industry trends, and of practices relevant to human resource management.

• Participates in and supports special projects aimed at developing ongoing employee engagement.

• Performs other duties as assigned and required.

PREFERRED QUALIFICATIONS:

1. Proficiency in Human Resources Compensation Management System (HRCMS), Mobius and the Commonwealth Information Warehouse.

2. At least intermediate proficiency using Microsoft Word, Excel and Visio.

3. Knowledge of rules and regulations related to personnel and payroll processing.

4. Knowledge of bargaining unit contracts as they pertain to various types of leaves and employee benefits affecting payroll.

5. Knowledge of the policies, procedures, specifications, standards, guidelines, laws, rules and regulations governing Commonwealth of Massachusetts personnel and payroll processing.

6. Knowledge of the laws, rules and regulations governing the State personnel system.

7. Must have a strong customer-service orientation and have excellent organizational and interpersonal skills.

8. Strong attention to detail and analytical skills.

9. Must have good intuition and display sound judgment.

10. Ability to write concisely, to express thoughts clearly and develop ideas in logical sequence.

11. Ability to work collaboratively, independently and as part of a team.

12. Excellent time management skills, including the ability to prioritize work and adjust to changing priorities.

13. Judgment to recognize when consultation is needed to perform a task or project.

14. Ability to exercise discretion in handling confidential information.

15. Ability to prepare reports in a clear and logical manner.

COMMENTS:

Please upload resume and cover letter.

This position would be expected to follow a hybrid model of reporting to work that combines in-office workdays and work from home days, as needed.

Salary placement is determined by years of experience and education directly related to the position and the Human Resources Division's Recruiting Guidelines. In the case of a promotional opportunity, the salary provisions of the applicable collective bargaining agreement will apply to placement within the appropriate salary range.

Education, licensure and certifications will be verified in accordance with the Human Resources Division's Hiring Guidelines. Education and license/certification information provided by the selected candidate(s) is subject to the Massachusetts Public Records Law and may be published on the Commonwealth's website.

Qualifications

First consideration will be given to those applicants that apply within the first 14 days.

MINIMUM ENTRANCE REQUIREMENTS: Applicants must have at least (A) four years of full-time, or equivalent part-time, professional or paraprofessional experience in personnel work, the major duties of which included classification, staffing, job analysis and/or job evaluation, (B) of which at least two years must have been in a professional capacity, and (C) of which at least one year must have been in a supervisory, administrative, or managerial capacity; or (D) any equivalent combination of the required experience and the substitutions below.

Substitutions:

I. An Associate's degree may be substituted for a maximum of one year of the required (A) experience.

II. A Bachelor's degree or higher may be substituted for a maximum of two years of the required (A) experience.

*Education toward such a degree will be prorated on the basis of the proportion of the requirements actually completed.

NOTE: No substitution will be allowed for the required (B) or (C) experience.

SPECIAL REQUIREMENTS: Based on assignment possession of a current and valid Massachusetts Class D Motor Vehicle Operator's License may be required.

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.