Description: The Manager of Classification and Compensation serves as the EEA HR Shared Services lead expert for classification and compensation matters and is responsible for the overall administration of the program. This is a working manager position that requires advanced technical expertise and hands-on involvement in the organization's most complex and sensitive classification and compensation matters. The Manager independently conducts classification analyses, develops compensation recommendations, interprets and applies applicable laws, regulations, collective bargaining agreements, Civil Service rules, and Commonwealth policies, and provides guidance to agency leadership. The Manager independently manages the EEA's most complex classification and compensation issues, exercises sound judgment in developing recommendations and resolving problems, and serves as EEA's lead resource for classification and compensation matters.
The Manager is responsible for the development, implementation, and administration of classification and compensation programs supporting more than 3,500 full-time employees and a large seasonal workforce across the Executive Office of Energy and Environmental Affairs (EEA), including six agencies and the Massachusetts Environmental Police.
The Manager develops and implements classification and compensation policies and strategies that promote equitable, competitive, and legally compliant pay practices while supporting EEA's workforce objectives. The Manager serves as the Secretariat's principal advisor on classification and compensation matters and partners with agency leadership, Strategic Human Resources Business Partners, the Human Resources Division (HRD), Labor Relations, and legal counsel to resolve complex issues involving job evaluation, compensation strategy, organizational design, pay equity, salary administration, and workforce planning.
The Manager leads a team of classification and compensation specialists by establishing priorities, assigning and reviewing work, providing technical direction and coaching, and ensuring the accurate and timely completion of work. In addition to supervising the team, the Manager personally handles challenging classification and compensation matters, develops and implements job specifications, develops policies and procedures, monitors compliance with applicable laws, regulations, and collective bargaining agreements, and represents EEA before HRD, Civil Service, and other statewide stakeholders.
The Manager exercises judgment, organizational awareness, and balancing competing priorities.
Specific duties and responsibilities include, but are not limited to, the following: - Evaluate classification, compensation, and organizational decisions with a Secretariat-wide perspective, anticipating downstream impacts across agencies and ensuring solutions align with EEA's overall workforce strategy and operational objectives.
- Take a proactive, solution-oriented approach to complex workforce and organizational challenges by identifying issues early, developing practical recommendations, and implementing sustainable solutions that support both agency and Secretariat priorities.
- Leverage workforce data, compensation analytics, organizational metrics, and market research to develop evidence-based recommendations and clearly communicate the rationale supporting classification, compensation, and organizational decisions.
- Assess the broader organizational implications of proposed personnel actions, organizational changes, and compensation decisions to ensure consistency, equity, operational effectiveness, and long-term workforce sustainability across EEA.
- Use analytical reasoning and quantitative data to identify trends, evaluate workforce needs, measure program effectiveness, and support executive decision-making with clear, well-supported recommendations.
- Anticipate emerging workforce, compensation, and organizational issues by monitoring trends, identifying potential risks, and recommending strategic improvements that enhance recruitment, retention, and organizational effectiveness.
- Lead the administration of EEA's classification and compensation program, ensuring consistent, equitable, and legally compliant personnel actions across the Secretariat.
- Conduct and oversee complex classification studies, compensation analyses, organizational reviews, salary recommendations, and workforce evaluations.
- Develop, implement, and evaluate classification and compensation policies, procedures, and program initiatives to ensure compliance with applicable laws, Civil Service rules, collective bargaining agreements, and Commonwealth policies.
- Serve as the principal advisor to executive leadership on classification, compensation, organizational structure, workforce planning, and salary administration.
- Interpret and apply classification and compensation laws, regulations, policies, and collective bargaining agreements to resolve complex personnel matters.
- Supervise and develop classification and compensation staff by establishing priorities, assigning work, providing technical guidance, and ensuring the timely delivery of services.
- Develop and maintain job specifications, classification standards, compensation recommendations, and supporting documentation.
- Conduct salary studies, market benchmarking, pay equity analyses, salary compression reviews, and organizational design evaluations.
- Represent EEA before the Human Resources Division, Civil Service, Labor Relations, and other statewide stakeholders on classification and compensation matters.
- Build collaborative partnerships with executive leadership, Human Resources Business Partners, managers, and external stakeholders to support organizational and workforce objectives.
- Develop strategic recommendations that support recruitment, retention, compensation, organizational effectiveness, and workforce planning.
- Monitor changes in employment laws, regulations, Civil Service rules, and collective bargaining agreements and recommend program improvements to ensure continued compliance and operational excellence.
Preferred Qualifications: - Extensive knowledge of classification and compensation principles, practices, and salary administration.
- Demonstrated knowledge of Civil Service laws and rules, collective bargaining agreements, employment laws, and Commonwealth human resources policies.
- Experience conducting classification reviews, compensation analyses, organizational studies, salary benchmarking, and pay equity evaluations.
- Proven ability to interpret and apply laws, regulations, policies, and collective bargaining agreements to resolve complex personnel issues.
- Strong analytical and problem-solving skills, with the ability to develop practical, well-supported recommendations.
- Demonstrated experience advising executive leadership on classification, compensation, organizational design, workforce planning, and organizational effectiveness.
- Excellent written and verbal communication skills, including the ability to prepare reports, job specifications, policy documents, and executive-level recommendations.
- Proven ability to build collaborative relationships and work effectively with executive leadership, Human Resources, Labor Relations, Civil Service, the Human Resources Division, and other stakeholders.
- Strong leadership and supervisory skills, including experience coaching, developing, and managing professional staff.
- Excellent project management and organizational skills, with the ability to manage multiple priorities and meet competing deadlines.
- Demonstrated ability to exercise sound judgment, maintain confidentiality, and effectively navigate complex and sensitive personnel matters.
- Proficiency with Microsoft Office Suite, particularly Excel, Human Resources Information Systems (HRIS), and other business applications.
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.
