Secretariat Human Resources Officer

Commonwealth of Massachusetts•Boston, MA

About The Position

The Executive Office of Veterans Services (EOVS) is seeking a qualified HR Leader for the role of Secretariat Human Resources Officer (SHRO). The Secretariat Human Resources Officer (SHRO) serves as the senior human resources leader for the Executive Office of Veterans Services (EOVS), responsible for establishing the overall HR strategy, policy framework, and governance model that supports the Secretariat’s mission and operational needs. EOVS operates within a complex environment that includes administrative functions and 24/7 residential care services at the Massachusetts Veterans Homes in Holyoke and Chelsea, with a highly unionized workforce and significant regulatory requirements. Reporting to the Assistant Secretary of Administration and Finance, the SHRO provides strategic direction and executive-level guidance on all human resources matters, ensuring alignment with Commonwealth policies, Human Resources Division (HRD) standards, and Comptroller (CTR) requirements. The SHRO partners with executive leadership to align workforce planning, organizational design, and HR priorities with agency goals. The SHRO ensures that these initiatives create an employee focused, high performance culture empathizing quality, productivity, and goal attainment through training and development. This role is crucial in fostering a workplace that upholds dignity, honor, and respect, reflecting the values necessary to support the best possible health care and support services for our veterans. This role establishes HR policy and strategic priorities while delegating operational execution to the Deputy SHRO and HR team. The SHRO collaborates with Labor Relations, Legal, and other functional partners to ensure coordinated and compliant handling of employee and labor matters, without direct operational management of those functions.

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 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.
A criminal and tax history background check will be completed on the recommended candidate as required by the regulations set forth by the Executive Office of Health and Human Services prior to the candidate being hired.
Education, licensure and certifications will be verified in accordance with the Human Resources Division’s Hiring Guidelines.

Nice To Haves

Significant experience working across multiple facets of Human Resources including talent acquisition, employee and labor relations, benefits, payroll, classification/compensation, workforce development and organizational engagement
Knowledge of the principles and practices of Human Resources and Labor Relations Management
Familiarity with classification/compensation, change management, organization design, performance management, problem solving, coaching and employee engagement.
Familiarity with military culture and veteran hiring initiatives
Conversant with The Commonwealth's Collective Bargaining Laws and regulations applicable to Collective Bargaining
Demonstrated ability to interact constructively with senior and mid-level management, and union representatives
Awareness of leading-edge employee relations practices, trends, and information
High level of self-motivation/accountability, bringing enthusiasm and energy to team and tasks
Excellent interpersonal, presentation, and communication skills with the ability to partner with and influence leaders across all levels of an organization
Ability to handle confidential information with an understanding of diversity and the importance of fostering an open and respectful work environment
Skilled in leading initiatives ranging from complex to highly complex where the impact is significant in supporting the needs of the organization
Demonstrated ability and understanding to fully utilize HRIS systems including personnel (HRCMS), recruitment (ATS), and training (LMS) applications
Ability to develop long-range plans and programs and evaluate work performance

Responsibilities

Establish and oversee the Secretariat’s HR strategy, priorities, and operations
Ensure alignment of HR initiatives with EOVS mission, workforce needs, and regulatory requirements
Define HR governance, policies, and standards for consistent application across all EOVS operations
Identify priorities to inform HR department budget decisions, as delegated to the Deputy SHRO or other designee, in coordination with the Chief Financial Officer
Serve as principal representative to the Human Resources Division.
Serve as primary HR advisor to the Secretary, Chief of Staff, Assistant Secretary of Administration and Finance, and executive leadership team
Develop and implement guidance on workforce strategy, organizational design, and change management
Advise on risk, compliance, and workforce implications of operational decisions
Develop and maintain HR policies in alignment with HRD, legal, and regulatory requirements
Establish workforce planning strategies to address staffing, retention, and succession needs
Provide recommendations on organizational structure and design decisions across EOVS
Align workforce strategies with budgetary and operational constraints
Collaborate with Labor Relations, Legal, and executive leadership to align on labor strategy and priorities
Identify labor-related risks, trends, and workforce impacts
Provide oversight of HR operations through the Deputy SHRO and HR leadership team
Establish expectations, priorities, and performance standards for HR service delivery
Monitor operational effectiveness, including hiring, payroll coordination, performance management, and employee services
Ensure alignment of payroll practices with CTR policies and internal controls
Oversee workforce-related cost drivers, including overtime, leave usage, and staffing levels; partner with Finance to ensure accurate and compliant workforce management and budgeting
Utilize HR data and workforce metrics to inform strategic decision-making
Establish reporting frameworks to monitor workforce trends, risks, and performance
Provide executive-level reporting and insights to leadership
Other duties, as assigned.