Overview In this role you lead the HR strategy and service delivery for VEC, supporting a distributed workforce and the PFML program. You partner with PFML leadership to plan hiring waves, classify and position new roles, and ensure a unified employee experience across UI and PFML. You will advise senior leaders on complex workforce matters, drive organizational design and talent initiatives, and oversee HR operations and analytics. This is a chance to shape a scalable, compliant people function that enables critical public programs and services. ResponsibilitiesLead HR strategy and service delivery across recruitment, classification, compensation, employee relations, benefits, learning and development, performance management, HR operations, and workforce analytics.Oversee PFML stand-up: phased recruitment, role classification, high-volume hiring, onboarding, and workforce readiness while maintaining ongoing agency operations.Partner with PFML program leadership to sequence hiring waves and achieve operational milestones (April 1, 2028 contributions; December 1, 2028 benefit payments).Advise Deputy Commissioner and executives on workforce priorities, staffing models, and policy interpretation; manage labor and compliance risk.Ensure HR programs are compliant, consistent, and aligned with agency business needs; monitor legislation, policies, and funding impacts; adjust as needed.Represent the agency in trainings, inquiries, and investigations as a technical HR expert; support grievance, audit, and FOIA processes. Key requirementsExecutive HR Leadership capable of enterprise-level strategic work and translating priorities into actionable people strategies.Strategic thinking with the ability to propose practical, evidence-based improvements within government constraints.Experience improving HR service delivery and reducing silos; partner with business units on process optimization.Proven ability to plan and deliver time-bound, scalable workforce strategies for a new statewide program.Knowledge of HR needs in customer-facing, highly regulated operations; balance PFML with ongoing HR support.Experience in talent acquisition, workforce planning, succession planning, employer branding, and retention across diverse roles.Strong judgment in complex employee relations, investigations, and compliance with federal, state, and public-sector requirements.Ability to use workforce data and technology-enabled tools to inform decisions and improve performance.Executive communication and stakeholder partnership; ability to present recommendations and build credibility with senior leaders.People leadership and change management skills to guide HR teams and implement new programs with minimal disruption to operations.executive communicationstakeholder collaborationchange leadershipworkforce analyticspolicy interpretationcompliance management
Not specified in the original listing.
Not specified in the original listing.
