Bay Cove Human Services’ mission is to partner with people to overcome challenges and realize personal potential. Bay Cove pursues this mission by providing individualized and compassionate services to people facing the challenges associated with developmental disabilities, mental illness, substance use disorders, and homelessness at more than 175 program sites throughout Greater Boston and Southeastern Massachusetts.
Term / Duration: 6-Month Fixed Contract (Leave Coverage)
Reports To: Chief Human Resources Officer (CHRO)
FLSA Status / Class: Exempt / Professional
Hybrid Position requiring 2-3 days onsite
Job Summary
The interim HR Consultant serves in a dual strategic and operational capacity during a 6-month coverage period to assist the organization while team members are on leave. This role acts as a strategic human resources partner to program leaders, helping them build high-performing teams aligned with organizational goals, while simultaneously overseeing core HR operations, processes, policy compliance, and personnel records management. The HR Consultant ensures seamless continuity, high-quality service delivery, and legal compliance across both strategic advisory and tactical HR functions.
Essential Functions of the Position
Strategic HR & Employee Relations (HRBP Focus)
Program Partnership: Meets regularly with program Vice Presidents and leadership teams to provide strategic HR guidance and drive positive program outcomes.
Employee Relations & Investigations: Manages and resolves complex employee relations issues; conducts thorough, objective, and effective investigations.
Performance Management: Provides day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, and formal disciplinary actions).
Workplace Culture & Retention: Works closely with management and staff to improve working relationships, build team morale, and increase employee productivity and retention.
Organizational Design: Provides input and guidance on program restructures, workforce planning, succession planning, and identifies individual executive coaching and training needs.
HR Analytics: Analyzes trends and metrics in partnership with the HR team to develop targeted HR solutions, programs, and policy updates.
HR Operations, Compliance & Administration (Operations Focus)
Core Operations Optimization: Manages and streamlines core HR processes and workflows to ensure high efficiency, consistency, and alignment with organizational needs.
Compliance & Legal Standards: Ensures agency compliance with local, state, and federal employment laws; maintains up-to-date legal knowledge and partners with outside legal counsel as required.
Personnel Records & Handbooks: Oversees employee personnel records management, employee directories, organizational charts, and contributes to the upkeep of the employee handbook.
CORI Lead Reviewer: Acts as the lead CORI reviewer, strictly applying all applicable rules and regulations to maintain full agency compliance (including EEOHS, DDS, and DPPC regulations).
Audits & Unemployment Management: Manages agency audits (including data retrieval, kickoff meetings, and audit tasks) and oversees unemployment claims and documentation.
Team Leadership & Inquiries: Supervises administrative/operations staff (e.g., HR Coordinator) and ensures timely responses to agency-wide HR inquiries via general email and phone channels.
Process Improvement & Tools: Creates and refines administrative templates, job descriptions, evaluation processes, and collaborates with Talent Acquisition and HRBP teams on data initiatives.
Job Requirements & Qualifications
Education: Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
Experience: Minimum of 7–8 years of progressive human resources experience, with proven expertise in resolving complex employee relations issues and managing HR operations/compliance.
Certifications: PHR or SPHR professional certification…