Equity Diversity Inclusion Program Manager Jobs in Randolph, MA

The Executive Office of Housing and Livable Communities (EOHLC) is seeking a Diversity, ADA & Learning and Development Manager/M6 in the Deputy Secretary's Office/Human Resources Unit.

AGENCY MISSION:

The Executive Office of Housing and Livable Communities (EOHLC) is responsible for building more homes and lowering housing costs across the Commonwealth through partnerships with municipalities, housing authorities, and community stakeholders.

OVERVIEW

The Diversity, ADA & Learning and Development Manager provides agency-wide leadership and expertise across a broad portfolio of human resources programs that promote an equitable, inclusive, compliant, and well-supported workforce. The position is responsible for developing, recommending, and implementing HR policies, programs, and initiatives in the areas of affirmative action and diversity, equity, inclusion and access (DEIA), reasonable accommodations, learning and professional development, and other employee services. Serving as the agency's Diversity Officer and ADA Coordinator, as well as the Secretariat's Learning and Development Manager and MassAchieve Administrator, the position exercises substantial independent judgment in interpreting employment requirements, advising managers and senior leaders, identifying workforce and compliance needs, and developing strategies and programs that support EOHLC's workforce and organizational objectives.

The Diversity, ADA & Learning and Development Manager reports to the Senior Human Resources Business Partner and works collaboratively with the Secretariat HR Officer, Director of Labor and Employee Relations, agency leadership, managers, and other internal and external partners to advance consistent and effective HR practices and support the Secretariat's workforce goals.

DUTIES AND RESPONSIBILITIES (NOT ALL INCLUSIVE):

1. Diversity Officer:

         Oversees compliance of Executive Order # 592 and state and federal employment laws.

         Manages the creation and implementation of the EOHLC Affirmative Action (AA) plan, including developing and managing affirmative action/equal opportunity programs, preparing quarterly and annual affirmative action reports.

         Reviews and recommends HR policies, practices, and programs, including those related to recruitment, hiring, onboarding, performance management, and retention, to ensure compliance.

         Assists the Secretariat HR Officer/Diversity Director in drafting the Secretariat annual AA narrative, Diversity plan, Quarterly AA reports, AA and Diversity plan progress reports.

         Provides guidance and direction to departmental managers and supervisors regarding hiring, onboarding, and performance management.

         Coordinates the collection and analysis of quantitative and qualitative data and conducts analysis to inform DEIA related gaps and identify opportunities for improvement.

         Assists the HR Secretariat with designing and implementing a Diversity, Equity, Inclusion, and Access (DEIA) strategy by identifying key opportunities, gaps, and driving vision/strategy throughout the secretariat.

         Develops DEI learning programs by assessing learning needs across the Secretariat and assists in related curriculum development and training delivery.

         Oversees DEI content and communications on the intranet and other communication platforms.

         Partners closely with the HR Business Partner to manage civil rights complaints and collaborates with the Center of Expertise (COE) to handle internal investigations.

         Assists with diversity analytics, including benchmarking, tracking metrics, analyzing and generating diversity reporting for various audiences to highlight trends and demonstrate the impact of DEI programs and initiatives to include, but not limited to, DEI scorecard/dashboards, production of periodic status reports as required.

         Develops, and maintains annual statistical reports, and narratives required by state and federal agencies and maintains appropriate paper and electronic files.

         Represents the Diversity Director on assigned hiring teams ensuring that the hiring process is equitable & inclusive hiring practices.

         Reviews recruitment and selection processes for compliance with agency Affirmative Action and Diversity objectives and advises hiring managers regarding appropriate strategies or corrective actions.

         Conducts exit interviews with departing staff.

         Analyzes applicant, hiring, promotion, and separation data to identify trends and areas requiring management attention; develops findings and recommendations for Senior HR managers; prepares Affirmative Action (AA) reports, bi-annual progress updates and bi-annual AA and Diversity Plans.

2. Agency ADA Coordinator:

         In accordance with the ADA and Section 504 of the Rehabilitation Act of 1973, independently evaluates reasonable accommodation requests, reviews supporting documentation, advises managers regarding accommodation options, determines appropriate accommodations in consultation with relevant parties, and ensures agency compliance with applicable requirements.

         Ensures confidential and timely provision of reasonable accommodations (RA) and maintains HR/CMS reporting.

         Provides coverage for the Leave Coordinator and advises employees and managers regarding applicable leave requirements, including FMLA, PFML, military leave and Small Necessities Leave. As needed provides back-up support for HRCMS activities.

3. Secretariat Learning and Development Manager & Learning Management System Administrator

         Assesses agency-wide workforce development needs and establishes training priorities and strategies in consultation with agency leadership.

         Develops and implements the Secretariat's employee learning and professional development program.

         Through a partnership with the EOHHS Center for Staff Development and the Human Resources Division Learning & Development Unit, coordinates training opportunities and access to professional development courses.

         Evaluates available programs and recommends training investments and initiatives based on organizational needs.

         Manages LinkedIn Learning licenses for managers and analyzes utilization and participation data to evaluate program effectiveness.

         For MassAchieve generates reports, monitors compliance, analyzes agency-wide completion data, identifies areas of noncompliance, advises management regarding required corrective action, coordinates implementation of mandatory learning initiatives, and providing customer service.

4. HR Policy Responsibility:

         Develops, evaluates, and recommends agency-wide HR policies, practices, procedures, and programs related to recruitment, hiring, onboarding, performance management, employee development, retention, and other workforce initiatives.

         Advises HR and agency leadership regarding policy changes and implementation strategies and monitors the effectiveness and consistent application of approved policies and programs.

5. Other:

         Serves as Agency Domestic Violence Coordinator ensuring confidential and timely assistance to employees in compliance with Executive Order #491.

         Serves as Agency Annual Performance Recognition Program (PRP) Coordinator and develops Secretariat recognition program.

PREFERRED QUALIFICATIONS:

1.     Knowledge of and ability to interpret and apply federal and Massachusetts employment laws and regulations, Commonwealth human resources policies, and agency procedures and practices.

2.     Knowledge of the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, and principles and practices related to evaluating and implementing reasonable workplace accommodations.

3.     Knowledge of employee relations principles and practices, including familiarity with collective bargaining agreements and their application in a unionized workplace.

4.     Ability to exercise independent judgment in analyzing complex, sensitive, and confidential human resources matters and developing appropriate courses of action.

5.     Ability to develop, evaluate, and recommend human resources policies, programs, procedures, and organizational initiatives.

6.     Knowledge of workforce learning and development principles and the ability to assess organizational training needs and develop and coordinate effective learning and professional development initiatives.

7.     Ability to manage multiple agency-wide programs and initiatives involving competing priorities, deadlines, and stakeholders.

8.     Ability to analyze workforce and program data, identify trends, compliance concerns, and organizational needs, and develop actionable recommendations.

9.     Ability to communicate effectively, both orally and in writing, with employees, managers, senior leaders, healthcare professionals, and other internal and external stakeholders.

11.  Ability to establish effective working relationships and collaborate with individuals and groups across organizational levels and with diverse backgrounds and perspectives.

12.  Ability to exercise discretion and maintain confidentiality when handling sensitive employee, medical, and personnel information.

13.  Proficiency with Microsoft Office applications and experience using human resources information systems, learning management systems, and other HR technology platforms.

14.  Experience with Commonwealth HR systems, including HR/CMS, MassCareers, and MassAchieve, is preferred.

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.

PRE-OFFER PROCESS:

A background check will be completed on the recommended candidate as required by the regulations set forth by the Human Resources Division prior to the candidate being hired.

MINIMUM ENTRANCE REQUIREMENTS:

Applicants must have at least (A) five (5) 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 one (1) year 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!

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.