Position Summary:
As a senior member of the Human Resources leadership team, the Deputy Director will partner closely with the Director of Human Resources to shape how HR services are delivered today-and how they evolve for the workforce of the future. This is an opportunity for an accomplished HR leader to influence strategy, modernize operations, strengthen the employee experience, and help DCAMM attract, develop, and retain a talented and diverse workforce.
The Deputy Director provides leadership and oversight across the full range of HR operations, including recruitment, classification and compensation, labor relations, training and professional development, payroll, workers' compensation, benefits administration, performance management, and employee services.
The Deputy Director will also play an important role in advancing DCAMM's commitment to workforce diversity, accessibility, inclusion, and equal opportunity.
In the absence of the Director of Human Resources, the Deputy Director assumes responsibility for the management and leadership of the HR unit.
What You'll Do:
Lead HR operations and service delivery. Partner with the Director to plan, organize, and oversee the day-to-day work of the HR Department, including payroll, benefits, leave administration, workers' compensation, employee programs, recruitment, and other core HR services.
Build a strong talent pipeline. Work across DCAMM to develop effective recruitment strategies for a wide range of positions, including highly technical roles in building engineering, design, maintenance, and construction management. Build relationships with colleges and universities to expand pipelines for entry-level talent, internships, co-op opportunities, and future full-time employment.
Advance workforce diversity and accessibility. Develop and implement strategies to attract and retain a more diverse workforce and strengthen DCAMM's standing as a Model Employer for individuals with disabilities, consistent with the Americans with Disabilities Act (ADA).
Provide leadership on classification and compensation. Oversee the timely resolution of employee classification and compensation matters, including MEPA-related issues, for both union and management employees.
Support effective labor relations. Work closely with DCAMM's Labor Relations Manager, in consultation with the Executive Office for Administration and Finance (A&F) and the Human Resources Division (HRD), on matters involving union employees and broader collective bargaining issues.
Champion HR technology improvements. Serve as DCAMM's primary HR contact with HRD for the implementation of new Human Capital Management and Learning Management Systems.
Deliver an exceptional employee experience. Lead HR's continuing commitment to responsive, professional, and solutions-oriented customer service. Help managers and employees navigate complex and sensitive workplace matters and work toward timely, appropriate resolutions.
Invest in employee development. Partner with DCAMM's training manager to identify and deliver cost-effective training and professional development opportunities that strengthen employee capabilities and support DCAMM's mission.
Strengthen performance management. Oversee HR processes and provide technical assistance to managers and employees regarding current performance management systems, including MassPerform and EPRS.
Serve as an agency liaison. Represent DCAMM as the agency liaison to the State Ethics Commission for Statement of Financial Interest (SFI) requirements.
Who We're Looking For
We are looking for a collaborative and experienced HR professional who brings sound judgment, strong leadership skills, and a commitment to excellent public service. The ideal candidate is comfortable navigating complex employee and labor relations matters, improving systems and processes, building productive partnerships, and leading change in a large and multifaceted organization.
Just as importantly, we are seeking someone who believes that an effective HR organization is more than an administrative function-it is a strategic partner in building the workforce, culture, and capabilities an organization needs for the future.
Join DCAMM and help build a modern, responsive, inclusive HR organization that supports the people behind our mission.
Salary for this role will be determined based on candidate experience and organizational peer equity.
For more information about employment at DCAMM, please view our RECRUITMENT VIDEO
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!
