Deputy Director of Human Resources at City of Somerville

Somerville, Massachusetts, United States -

Full Time

Start Date

Immediate

Expiry Date

09 May, 26

Salary

110000.0

Posted On

08 Feb, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Labor Relations, Recruitment, Training, Professional Development, Compensation Administration, Benefits Administration, Policy Development, Compliance Reporting, Conflict Resolution, Budget Preparation, Supervision, Interpersonal Skills, Problem Solving, Analytical Skills, Organizational Skills

Industry

Government Administration

Description

Statement of Duties The Deputy Director of Human Resources performs confidential administrative and analytical work including but not limited: Employee relations; labor relations; leaves of absence administration; employee recruitment and retention efforts; training and professional development programs; compensation and benefits administration. Human Resources policy development; and State and Federal compliance reporting. Employee is required to perform all similar or related duties. The Deputy Director manages the human resource department in the absence of the Director of Human Resources. Essential Functions The essential functions or duties listed below are intended only as illustrations of the various type of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Assists with interpreting contract language for 10 collective bargaining units. Advises managers on counseling and progressive discipline. Serves as part of the bargaining team for union negotiations. Leads equity and inclusion initiatives related to Human Resources. Maintains arbitration and grievance files, logs and past practice documentation. Prepares the departmental budget. Oversees Employee Assistant Program contract. Identifies and implements professional development opportunities. Oversees training and education incentive programs. Conducts investigatory interviews and reports findings. Serves as point person for HRIS. Maintains positive employee relations. Develops and implements policies and procedures. Oversees leave of absence programs in compliance with FMLA, ADA HIPPA, and other applicable state and federal regulations. Oversees Pre-Employment Drug Screening program. Oversees random drug and alcohol screening program. Oversees employee programs such as the MBTA Pass program and Gym Reimbursement Programs. Oversees accruals program and applicable sick banks. Reviews and assesses proper grade for non-union positions. Oversees annual ethics training. Maintains and advises on the City of Somerville Employee Guidebook (for non-union employees). Oversees CORI checks. Responsible for administering the employee recognition program. Takes on other duties as assigned. Recommended Minimum Qualifications Education and Experience: Bachelor’s degree and five to seven (5-7) years of experience in human resource management, or related work experience; or any equivalent combination of education, training and experience which provides the required knowledge, skills and abilities to perform the essential functions of the job. SHRM-CP or HRCI-PHR preferred. Knowledge, Abilities and Skill Knowledge: Working knowledge of Massachusetts and Federal employment law; Human Resources and business management techniques to include budget preparation. Abilities: Ability to effectively manage and engage staff. Ability to supervise or delegate projects or unexpected increase(s) in workload; ability to plan, assign, motivate and supervise. Ability to prioritize. Ability to respond effectively to constant changes in work demands. Ability to manage multiple tasks in a detailed and accurate manner. Ability to deal tactfully with disgruntled employees. Ability to effectively use office software programs including word processing and spread sheet applications. Skill: Excellent interpersonal, conflict resolution and organizational skills; skilled problem solver. Work Environment The work environment involves everyday discomforts typical of offices, with occasional exposure to outside elements. Noise or physical surroundings may be distracting, but conditions are generally not unpleasant. Employee may be required to work beyond normal business hours to attend evening meetings. Physical and Mental Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the position’s essential functions. Physical Skills Little or no physical demands are required to perform the work. Work effort principally involves sitting to perform work tasks, with intermittent periods of stooping, walking, and standing. There may also be some occasional lifting of objects such as books, office equipment and computer paper (up to 30 lbs.) Motor Skills Duties are largely mental rather than physical, but the job may occasionally require minimal motor skills for activities such as moving objects, operating a telephone system, computer and/or most other office equipment, typing and/or word processing, filing, and sorting. Visual Skills Visual demands include constantly reading documents for general understanding and for analytical purposes. Hours: Full-Time In-Person position, City Hall Hours Salary: $110,000 annualized, plus benefits Union: Non-Union FLSA: Exempt Date Posted: February 7th, 2026 ------------------------------------------------------------------------------------------- The City of Somerville is an affirmative action/equal opportunity employer and does not discriminate on the basis of race, color, sex, religion, age, national origin, disability or any other protected category. Women, minorities, veterans, and persons with disabilities are encouraged to apply. Auxiliary aids and services, written materials in alternative formats, and reasonable modifications in policies and procedures will be provided to qualified individuals with disabilities free of charge, upon request. Persons with disabilities who need auxiliary aids and services for effective communication (i.e., CART, ASL), written materials in alternative formats, or reasonable modifications in policies and procedures in order to access the programs, activities, and meetings of the City of Somerville should please contact Adrienne Pomeroy at 617-625-6600 x 2059 or apomeroy@somervillema.gov. Pre-Employment Requirements for All Employees: MA Criminal Offender Record Information (CORI) clearance Completion of Conflict-of-Interest Law Education training for municipal employees Overview of Total Rewards: 4 weeks annual vacation for non-union positions. Union positions vary by contract. Please note, police officers are members of the SPEA union. Public Health Nurses are part of Union A (SMEA). Medical insurance through the Group Insurance Commission (GIC) - 80% of premium costs paid by City Dental coverage low and high plans through Cigna Vision care through Vision Service Plan (VSP) Long term disability through Sun Life Group and voluntary life insurance through Boston Mutual Health Care and Dependent Care flexible spending through Benefit Strategies Deferred compensation plans through a choice of three vendors Free, confidential services through the Employee Assistance Program (EAP) provided by E4Health Annual cancer screening & wellness release Somerville Retirement Pension System Tuition reimbursement MBTA pass program FREE Blue Bikes membership Eligible employer for the Public Service Loan Forgiveness Program (PSLF) Benefits listed are for benefits-eligible positions and the above information is meant to be a general overview of the benefit programs offered by the City of Somerville and not a binding contract.

Responsibilities

The Deputy Director of Human Resources manages various HR functions including employee relations, labor relations, and compliance reporting. They also oversee the HR department in the absence of the Director and lead initiatives related to equity and inclusion.