The Department of Innovation and Technology (DolT) is leading the digital transformation of government in the City of Boston. Partnering with every City department, we implement technology solutions to modernize business processes, create world-class digital experiences for our constituents, and develop tools and practices to create a data-driven approach to City operations. 

Under the direction of the Senior Director of Operations, the Director of Human Resources serves as a strategic partner to the CIO and department leadership team, overseeing workforce planning, recruitment and retention, classification and compensation, performance management, labor and employee relations, training and development, and compliance with applicable laws, regulations, policies, and collective bargaining agreements. The Director ensures HR practices are aligned with the unique needs of a highly technical, rapidly evolving environment and promotes a culture of equity, inclusion, accountability, and continuous improvement.

Strategic Leadership & Policy Development

• Develop and implement comprehensive HR strategies, policies, and programs that directly support the Department's operational goals and long-term digital strategy.
• Serve as a strategic adviser for department leadership and managers on all aspects of the employee lifecycle, including workforce planning, organizational development, and change management initiatives. Assist with performance management and disciplinary process as needed.
• Review, interpret, advise on, communicate, and implement new or updated City policies, rules, and regulations, including collective bargaining agreements, advising management and staff accordingly.
• Prepare and analyze a variety of HR statistics and reports pertaining to human resources activities, compliance, and workforce trends.

Talent Acquisition & Workforce Management

• Lead and execute the department's talent acquisition strategy, specifically focusing on developing innovative recruitment and retention programs for specialized or hard-to-find IT roles to maintain competitiveness.
• Manage all department HR functions related to the employee lifecycle, including recruiting, onboarding, training, organizational development, probation management, and offboarding.
• Oversee the preparation and completion of all personnel actions, including but not limited to hiring, promotion, layoff, salary review and adjustments, and termination.
• Coordinate the approval process for newly created or reclassified positions in collaboration with the Office of Labor Relations (OLR) and the central Office of Human Resources (OHR).
• Conduct new employee orientations and support staff onboarding processes.

Employee & Labor Relations (ER/LR) and Compliance

• Manage complex employee and labor relations issues, grievances, disciplinary actions, and terminations, ensuring fair and consistent application of department and city policies and labor laws.
• Lead and conduct confidential workplace investigations, hearings, and fact-finding while ensuring strict adherence to City and Department policies
• Represent the Department in collective bargaining negotiations in collaboration with the OLR.
• Act as the Department's representative in all labor and employment-related proceedings, including grievance hearings, dispute resolutions, unemployment, workers' compensation, and retirement board proceedings.
• Oversee Departmental compliance with all human resources policies, including attendance, residency, sick leave, Family and Medical Leave Act (FMLA), parental leave, and Americans with Disabilities Act (ADA).

HR Administration & Operations

• Supervise the departmental HR employees, providing guidance, training, and performance feedback.
• Serve as the backup for critical HR processes when needed, including but not limited to payroll processing/certification, job posting administration, and coordination of hiring/onboarding activities.
• Oversee and ensure the accuracy of time and attendance tracking and documentation; ensure the timely processing of payroll, salary adjustments, and step increases.
• Process all personnel transactions and submit Epafs for salary adjustments and step progressions, disciplinary actions, terminations, resignations, retirements, employee updates, and all forms of leave administration (LOA).
• Act as the primary liaison for the City’s central Office of Human Resources and the Office of Labor Relations, collaborating on employment, classification, and legal matters. Collaborates with other departments as required.
• Conduct exit interviews, manage the collection of City property, and process final documentation during the offboarding process.
• Manage and process the entire administrative procedure of employment agreements.
• Manage all reasonable work accommodations and arrangements, including submitting applicable forms and working with managers to ensure compliance.

Record Keeping & Employee Support

• Maintain and manage all personnel records and official employee files (e.g., attendance/leave, medical, residency, performance). Ensure files are complete, current, and stored securely and confidentially in compliance with all regulations.
• Maintain the confidentiality of employee personnel records.
• Serve as a primary resource for employees and managers, responding to complex inquiries regarding HR policies, benefits, FMLA, Workers' Compensation, parental leave, disciplinary procedures, and retirement/resignation processes.
• Provide support to employees with benefits enrollment and related questions.

• At least four (4) years of full-time, or equivalent part-time, paid professional experience in human resources management, business or public administration, or related work, two (2) years of which must have been in a supervisory capacity. A bachelor's degree in human resources management, business, or public administration, or related field, is strongly preferred and may be substituted for two (2) years of the required experience. Supervisory experience may not be substituted.
• Society for Human Resource Management Senior Certified Professional (SHRM-SCP), HR Certification Institute (HRCI) Senior Professional in Human Resources (SPHR), or similar certification preferred.
• Knowledge of human resources policies and procedures, such as ADA, FMLA, workers' compensation, etc.
• Strong written and verbal communication skills to communicate effectively with individuals, small groups, and in front of large audiences at all levels of the organization.
• Ability to work independently under tight deadlines and with sensitivity to confidential matters.
• Ability to apply laws, rules, regulations, specifications, and standards in compliance with documented policies and procedures.
• Ability to establish and maintain effective working relationships with employees and managers.
• Working knowledge of the PeopleSoft HRMS or similar Human Resource Management Systems.
• Knowledge of the City's personnel practices and procedures and union environment strongly preferred.
• Ability to exercise good judgment and focus on details as required by the position.
• Position requires a high level of accountability and an ability to make critical decisions and work to ensure the success of those decisions.
• Strong project management skills, organization skills, and time management skills.

Boston Residency Required

Terms:

Union/Salary Plan/Grade: Non-Union/ MM2-9

Hours per week: 35