Role and Scope of Position:

As a senior level individual contributor, this position partners with the Human Resources (HR) team, the HR Vice President of Talent, Culture and DE&I and line management to plan, design, develop and deliver talent management initiatives, including those related to the Employee Value Proposition, employee engagement, culture, EEO, external survey responses and diversity, equity and inclusion. The position will focus on culture and employee engagement and the use of the appropriate talent management, team and leadership tools and practices to lead leaders, teams and organization to drive performance excellence. Ensures that corporate-wide engagement, talent and development initiatives support the overall business strategy and plan. This position also translates high level, corporate strategies and goals into practical, grounded solutions that are relevant to the business and audience. Partners with the HR team to understand business requirements and to customize or develop programs for local implementation. Ensures that business area development activities and practices are aligned with corporate vision, mission, and plans. Serves as the lead on the development and implementation plan for cross-functional, strategic projects that build an engaged workplace and performance culture as well as exceed customer expectations, drive efficiency and ensure cost effectiveness. Customizes or develops programs, as required, for local implementation. Stays abreast of current trends and best practices and shares information and insights with the HR team and the business.

Essential Functions:

• Designs, develops, implements, and administers corporate wide culture and employee engagement initiatives and programs that support corporate business strategy and plan.
• Establishes ongoing processes and programs to ensure continuity of leadership talent across the organization (i.e., Employee Value Proposition development, leadership development).
• Recommends relevant and practical talent development solutions in line with key business goals and talent development model.
• Designs, develops, delivers and facilitates programs that build employee and organizational effectiveness including those related to culture, employee engagement, employee and leadership development, EEO, external surveys, performance management, change management and diversity, equity and inclusion.
• Works collaboratively with internal and external consultants to support line management and HR business unit teams by identifying appropriate internal/external resources for the design, development, delivery and evaluation of business unit specific interventions (i.e., training programs, team building, etc.).
• Collaborates with line management, HR teams and/or external consultants to identify businessproblems/opportunitiesand to assess related requirements for meeting organization and talent objectives and business performance improvement. Conducts analysis to diagnose performance needs. Prepares and presents recommendations and proposals to address gaps. Designs, develops and implements interventions. Creates evaluation tools to measure the impact of performance improvement/change initiatives and provides corporate reporting on results.
• Works collaboratively with line and other HR team members to identify corporate and business unit level opportunities to improve business results and create and deliver integrated HR solutions. Providestrain-the-trainer/coachingto line management to build their ownership and ability to manage their human resources more effectively.
• Acts as liaison and advisor to the organization's leadership and facilitates initiatives across the organization.
• Incorporates concepts of diversity, inclusion, and equity the design and delivery of all initiatives.

Technical Knowledge/Skill/Education/Licenses/Certifications:

Technical Knowledge/Skill:

• Requires in-depth knowledge of organization development theory, practices, and process management tools.
• Requires knowledge of change management theory and techniques, as well as principals, methods and procedures used in organizational problem solving.
• Strong written, oral communications, presentation, interactive and facilitation skills required.
• Ability to use PC desktop applications (e.g., Microsoft Word and Excel).

Education:

• Bachelor’s degree in Business Administration, Human Resources, Education, Psychology, related discipline, or equivalent experience.
• Advanced degreepreferred.

Experience :

• Minimum of ten (10) years internal/external consulting experience in multiple HR areas: organizational change, culture, employee engagement, EEO, training and development, leadership, and performance management.
• Experience working at all levels of an organization, including senior management, and in devising and implementing integrated organizational changestrategies.

Licenses & Certifications:

• None

Working Conditions:

• Must be available to work emergency restoration assignment as required.
• Must be available to travel between MA/CT/NH as necessary.
• Work is performed primarily in an office environment, which requires sitting, standing and climbing stairs.
• Job requires driving and traveling to remote service centers in multiple states.

Mental Aspects :

• Work includes analyzing, consulting, designing, implementing, presenting, facilitating, leading, coordinating and administering.
• This role works in an environment that often requires the performance of multiple simultaneous activities, where deadlines need to be met and work is performed under pressure while involving significant business commitments and results.

Eversource Energy offers a competitive total rewards program. The annual salary range for this position is $110,100 - 146,760 per year, plus incentive. Salary is commensurate with your experience. Check our career site for an overview of our benefits.

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Worker Type:

Regular

Number of Openings:

1

EEO Statement

Eversource Energy is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, sex, sexual orientation, gender identity, national origin, religion, disability status, or protected veteran status.

VEVRRA Federal Contractor

Emergency Response:

Responding to emergency situations to meet customers’ needs is part of every employee’s role. If employed, you will be given an Emergency Restoration assignment. This means you may be called to assist during an emergency outside of your normal responsibilities, work hours and location.