The Modern Leader: How Emotional Intelligence Is Redefining Leadership in 2025
In 2025, empathy has become more than a soft skill; it functions as a strategic asset that enhances decision-making and organizational cohesion. Leaders who exhibit genuine empathy are capable of recognizing unspoken needs within their teams, which is critical in hybrid work environments where remote and in-office staff may experience disconnects. A municipal department head who listens actively to frontline staff about the challenges of virtual inspections or community engagement, for example, can implement more effective solutions that reflect on-the-ground realities. This attentiveness not only improves operations but also builds trust across hierarchical levels.
Empathy also plays a pivotal role in conflict resolution. Emotionally intelligent leaders are more adept at interpreting emotional cues, allowing them to address tensions before they escalate into formal grievances. In city governments, where interdepartmental collaboration is often essential for project delivery, empathetic leadership can reduce friction and align diverse teams toward shared goals. Research from the Center for Creative Leadership confirms that empathy significantly correlates with job performance, especially in complex service-oriented sectors such as municipal governance1.
Self-Awareness and Adaptive Management
Self-awareness empowers leaders to recognize their biases, emotional triggers, and limitations. This understanding allows them to engage with others more authentically and make decisions with greater ethical clarity. Leaders who regularly reflect on their actions and solicit feedback foster a culture of transparency. In local government, where leaders are accountable to both internal teams and the broader community, this transparency can enhance public confidence and internal morale. A city manager who acknowledges mistakes during a council meeting, while outlining corrective actions, sets a tone of accountability that resonates beyond the meeting room.
Adaptive management, rooted in self-awareness, is essential in today’s volatile environments. Leaders who understand their strengths and developmental areas are better equipped to pivot strategies as situations evolve. During the COVID-19 pandemic, many municipal leaders had to rapidly adjust service delivery models. Those who demonstrated high emotional intelligence were more effective at managing uncertainty, rallying staff, and communicating with stakeholders in a composed and empathetic manner. A study by the Harvard Business Review found that leaders high in EQ responded more effectively to crisis situations by maintaining emotional balance and clear communication2.
Building Trust in Hybrid Teams
The hybrid work model presents both logistical and relational challenges. Emotional intelligence is crucial for leaders seeking to navigate these complexities and maintain team cohesion. Trust, which is often built through informal interactions in traditional offices, now requires intentional effort. Leaders who are emotionally aware can recognize when remote employees feel isolated or disengaged and respond proactively. Regular check-ins that go beyond task management to address employee well-being have become a best practice in many municipal departments.
Emotionally intelligent leaders also excel at setting clear expectations and recognizing achievements in ways that resonate with diverse team members. Studies from Gallup indicate that recognition is most effective when it aligns with individual preferences and values, something emotionally aware leaders are more likely to discern3. In a city planning division, for instance, a supervisor who tailors praise to individual communication styles will see higher engagement than one who uses a one-size-fits-all approach. These behaviors help sustain trust and motivation regardless of physical proximity.
Case Examples of Emotionally Intelligent Leadership
Real-world examples illustrate the practical impact of emotional intelligence on leadership effectiveness. One widely cited case is that of Satya Nadella, CEO of Microsoft, who transformed the company culture through an emphasis on empathy and learning. By shifting the leadership focus from a “know-it-all” to a “learn-it-all” mindset, Nadella fostered innovation and collaboration across global teams4. While not from the municipal sector, his leadership style has influenced public administrators seeking to modernize their leadership practices.
In the municipal context, leaders such as Mayor Melvin Carter of Saint Paul, Minnesota have demonstrated how emotional intelligence can be applied to community engagement. His approach to participatory budgeting and transparent communication during crises exemplifies how empathy and active listening can strengthen civic trust. Leaders who model emotional intelligence in both internal management and external communication create a consistent leadership presence that resonates with employees and constituents alike5.
Why EQ Is Outpacing Traditional Authority
While technical expertise and positional authority remain important, emotional intelligence is increasingly seen as the differentiator in effective leadership. In complex organizations, tasks are rarely executed in silos. Leaders must collaborate across departments, manage multi-generational teams, and address competing stakeholder expectations. Emotional intelligence enables them to navigate these dynamics with nuance and effectiveness. According to a World Economic Forum report, emotional intelligence ranks among the top ten skills needed for success in the modern workplace, surpassing many technical competencies6.
Traditional authority, derived from titles or tenure, does not guarantee influence or respect. In contrast, emotional intelligence fosters voluntary followership. Staff are more likely to engage with leaders who demonstrate compassion, fairness, and emotional clarity. Especially in municipal organizations where decisions impact diverse communities, leaders with high EQ are better positioned to build coalitions, resolve conflicts, and implement inclusive policies. These capabilities are vital in addressing complex social issues such as housing equity, climate resilience, and public safety reform.
Developing Emotional Intelligence for Sustainable Leadership
Emotional intelligence is not innate; it can be cultivated through intentional practice and feedback. Municipal leaders seeking to enhance their EQ should begin with self-assessment tools such as the Emotional Quotient Inventory (EQ-i 2.0), which provides insights into emotional competencies and development areas. Regularly engaging in reflective journaling or after-action reviews can also help leaders track emotional patterns and improve their responses over time. These practices encourage self-regulation and personal growth.
Leadership development programs that incorporate EQ training have shown measurable improvements in team dynamics and decision-making. Workshops that emphasize active listening, conflict de-escalation, and perspective-taking are particularly effective. Peer coaching, a strategy used in several municipal leadership academies, allows leaders to receive constructive feedback in a supportive setting. By embedding emotional intelligence into professional development, organizations can foster a culture of authenticity, adaptability, and resilience that sustains performance amid change.
Bibliography
Center for Creative Leadership. “Empathy in the Workplace: A Tool for Effective Leadership.” 2020. https://www.ccl.org/articles/leading-effectively-articles/empathy-in-the-workplace-a-tool-for-effective-leadership/
Goleman, Daniel. “What Makes a Leader?” Harvard Business Review, January 2004. https://hbr.org/2004/01/what-makes-a-leader
Gallup. “State of the Global Workplace 2023 Report.” 2023. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
Microsoft. “Satya Nadella: Leadership through Empathy.” Microsoft Annual Report, 2021. https://www.microsoft.com/investor/reports/ar21/index.html
City of Saint Paul. “Mayor Carter’s Community First Public Safety Framework.” 2021. https://www.stpaul.gov/departments/mayors-office/initiatives/community-first-public-safety
World Economic Forum. “The Future of Jobs Report 2023.” 2023. https://www.weforum.org/reports/the-future-of-jobs-report-2023/
More from Leadership Perspectives
Explore related articles on similar topics
Top Paying Jobs in Leadership Perspectives
Highest paying opportunities related to this article
ABOUT THE ROLE The Office of the New York City Comptroller seeks an experienced, strategic, and forward-thinking leader to serve as Deputy Comptroller for the Audit Bureau. Reporting to the Executive Deputy Comptroller, this role oversees a diverse team of over 100 staff members. The Deputy Comptroller is responsible for setting audit strategy, ensuring high-quality execution, and delivering impactful audit findings that promote accountability, integrity, and meaningful reforms across City government in accordance with generally accepted government auditing standards (GAGAS). KEY RESPONSIBILITIES - Provide executive leadership, oversight, and direction for all Audit Bureau operations. - Develop and manage a comprehensive, risk-based audit plan aligned with the Charter mandate, strategic goals, emerging risks, and fiscal or operational issues. - Manage audit planning, fieldwork, quality assurance, and report production to ensure adherence to GAGAS and internal quality standards. - Review draft audit reports, findings, and recommendations for clarity, accuracy, and actionable guidance for agencies. - Foster collaborative relationships with internal partners, agency counterparts, external oversight bodies, and community organizations. - Advance the use of data analytics, benchmarking, and performance metrics to drive audit effectiveness and support evidence-based decision-making. - Build and mentor the audit leadership team, identifying training, coaching, and development opportunities. - Coordinate with other bureaus, including Policy Communications and the General Counsel, to align audit work with broader organizational initiatives. - Perform related assignments and special projects as needed. MINIMUM QUALIFICATIONS - A baccalaureate degree from an accredited college and 10 or more years of progressively responsible experience in auditing, government oversight, evaluation, or performance management, with at least 5 years in a senior leadership role or managerial capacity; OR - Education and/or experience which is equivalent to the above. SPECIAL REQUIREMENTS - New York City residency is generally required within 90 days of appointment (exceptions may apply for City employees with 2 continuous years of service). - Expertise in risk assessment, internal controls, program evaluation, or operational auditing is highly preferred. - Knowledge of government auditing standards, methodologies, and best practices is required. SELECTION PROCESS - No civil service exam is required for this position. - Applications will be screened based on minimum qualifications and preferred skills. - Candidates will be evaluated on their demonstrated success leading large teams, managing complex projects, and driving organizational change. HOW TO APPLY - Submit an application through the official City of New York careers portal. - Ensure application materials clearly document the required education and 10 years of progressive experience (including 5 years in senior leadership), or equivalent. - Final Filing Date: September 6, 2026. EMPLOYMENT DETAILS - Department: Office of the Comptroller (AUD-Executive) - Job ID: 785334 - Title Classification: Exempt-4 - Job Level: M6 (Manager) - Number of Positions: 1 - Work Location: 1 Centre St., N.Y. (Manhattan) - Category: Policy, Research & Analysis - Benefits: Eligible for federal Public Service Loan Forgiveness (PSLF) and state repayment assistance programs.
ABOUT THE ROLE The Fire Chief serves as a key member of the City of Fairfax executive leadership team, providing strategic, administrative, operational, and cultural leadership for a high-performing combination career and volunteer fire and rescue organization. The role balances executive responsibilities with operational credibility, overseeing fire suppression, emergency medical services, technical rescue, code enforcement, emergency management, and community risk-reduction services. KEY RESPONSIBILITIES - Provide leadership for fire suppression, EMS, technical rescue, emergency management, fire prevention, code administration, training, and community risk-reduction programs. - Lead, develop, and support career and volunteer personnel while maintaining a culture of professionalism, accountability, safety, and service excellence. - Manage departmental budgets, staffing, capital planning, apparatus and equipment replacement, facilities, and long-range operational planning. - Ensure operational readiness through training, professional development, incident command capability, and performance evaluation. - Advance EMS quality, clinical readiness, and innovative service-delivery practices that improve community outcomes. - Serve as a collaborative member of the City Manager's leadership team, working closely with elected officials, city departments, regional public safety partners, George Mason University, employee groups, and community stakeholders. - Maintain a productive working relationship with the Fairfax Volunteer Fire Department while ensuring accountability for department-wide operations and safety. MINIMUM QUALIFICATIONS - Bachelor's degree in fire service administration, public administration, emergency management, public safety, management, or a closely related field. - Significant progressively responsible fire and EMS leadership experience, including command-level experience in a public fire and rescue organization. - Experience managing fire suppression, EMS, training, fire prevention, emergency management, budgeting, personnel, and capital planning functions. - Demonstrated leadership in a combination career/volunteer environment or the ability to build strong collaborative relationships with volunteer organizations and community partners. - Exceptional communication, integrity, judgment, and leadership skills. SPECIAL REQUIREMENTS - A master's degree is preferred. - Completion of the National Fire Academy Executive Fire Officer Program, Chief Fire Officer designation, or comparable executive-level credential is preferred. - Knowledge of accreditation, ISO standards, community risk reduction, deployment analysis, labor relations, FLSA, and public-sector budgeting is preferred. - There is no residency requirement for this position. SELECTION PROCESS - Applications will be reviewed following the closing date of September 7, 2026. - The City of Fairfax is an Equal Opportunity Employer. All applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, or any other legally protected status. HOW TO APPLY - Apply online at www.GovHRjobs.com by September 7, 2026. - Submit a cover letter and resume along with the application. - Direct any questions to Jon Fehlman, MGT Senior Consultant, at (847) 380-3240 ext. 142. EMPLOYMENT DETAILS - Employer: MGT (on behalf of the City of Fairfax) - Location: Fairfax, VA - Job Type: Full-Time - Closing Date: 9/7/2026 at 11:59 PM Eastern Time (US & Canada) - Benefits: The City offers a comprehensive benefits package.
ABOUT THE ROLE This is a highly responsible, professional law enforcement position managing and directing the activities, administration, and all functions of a municipal police department. The role is performed under the administrative direction of the City Manager, to whom the Chief reports directly. The Chief acts as an ambassador for the City, ensures the proactive establishment of objectives to safeguard lives and property, and leads the development of the department's organizational structure and standard operating procedures. KEY RESPONSIBILITIES - Performs professional administrative work to ensure the effective conduct of all functions, business, and services of the Police Department - Attends all meetings of the City Commission and aids in the enforcement of order under the direction of the presiding officer - Commands and directs all governmental and proprietary functions of the City Police Department - Directs and recommends hires, transfers, suspensions, layoffs, recalls, promotions, discharges, and discipline, and evaluates employees - Promulgates rules, regulations, and amendments for the appointment, promotion, discipline, and removal of employees - Establishes objectives to safeguard lives and property, forecasting future growth and assisting the City Planner in identifying potential traffic or crime problems - Leads the development and maintenance of an organizational structure and chain-of-command - Establishes standard operating procedures and delegates authority, responsibility, and accountability - Acts as a liaison for the criminal justice system to the executive branch of local government - Presents the future needs of personnel, equipment, and capital improvements by justifying appropriations - Implements and supports a problem-oriented policing philosophy - Identifies performance deficiencies and implements corrective measures such as training, mentoring, and counseling - Conducts performance evaluations and handles confidential information effectively and discreetly MINIMUM QUALIFICATIONS - Master's Degree in Police Administration or accepted equivalent - Minimum of six (6) years of progressively responsible law enforcement and police administration experience, including three (3) years in a command or administrative position - A comparable amount of relevant training, education, and/or experience may be substituted for the above qualifications SPECIAL REQUIREMENTS - Must possess a valid Florida Driver's License - Must meet all minimum requirements for the position of a police officer, as per Florida State Statute 943, and must have received police officer certification from the State of Florida - Preferred: Academic background including study at the Southern Police Institute or the Federal Bureau of Investigation National Academy - Must possess a background of proven management accomplishments, solid professional judgment, a progressive attitude, and strong leadership and interpersonal skills - Subject to recall around the clock for emergency response operations, which may require irregular work hours and relocation to emergency sites - Physical activities include light work: exerting up to 20 pounds of force occasionally, up to 10 pounds of force frequently, and negligible force constantly. Requires balancing, climbing, crouching, hearing, lifting, mental acuity, reaching, speaking, standing, stooping, talking, visual acuity, walking, and operation of a City vehicle HOW TO APPLY Apply through the City of North Port job portal. Refer to Class Code PD4. EMPLOYMENT DETAILS - Location: North Port, FL - Class Title: Chief of Police - Class Code: PD4 - Grade: PD4 - Job Type: Full-Time, Senior Management - Work Environment: Typically performed in a safe and secure work environment that may periodically have unpredicted requirements or demands - Risk/Safety Conditions: Minimal exposure or risk to physical health and/or physical safety - Equal Opportunity: The City of North Port, FL is an Affirmative Action/ADA and Equal Opportunity Employer. Women, Minorities, and Persons with Disabilities are Encouraged to Apply.
ABOUT THE ROLE This position performs professional and managerial law enforcement work, planning and directing all operations of the Police Department. It involves extensive public contact and assumes the role of Acting Police Chief in their absence. The Deputy Police Chief reports directly to the Police Chief and is responsible for ensuring the development and implementation of the department's strategic plan. KEY RESPONSIBILITIES - Plan, organize, control, and direct all law enforcement functions through Command Staff and subordinate managers - Provide recommendations to the Police Chief on policies, procedures, and department operations - Provide leadership and mentoring to Captains and other department personnel - Establish and implement departmental policies, procedures, and programs - Review department performance and formulate programs and policies - Gather data for collective bargaining and administer the collective bargaining agreement - Handle grievances and internal investigations; maintain discipline and conduct of personnel - Assist with developing and overseeing the operating budget and direct expenditure of funds - Act as a spokesperson for the Police Department to the news media and community - Act as the liaison with the City Attorney and State attorney on legal issues and civil proceedings - Represent the department and the Police Chief at governmental and community meetings - Promote the law enforcement function and educate the public regarding crime prevention - Perform the duties of Acting Police Chief in their absence - Implement and support a problem-oriented policing philosophy - Identify performance deficiencies and implement corrective measures such as training or counseling - Conduct performance evaluations and handle confidential information discreetly MINIMUM QUALIFICATIONS - Master's Degree from an accredited college or university with major course work in Criminal Justice, Public Administration, or a related field - Five years of progressive and responsible law enforcement experience at a command level - A comparable amount of relevant training, education, and/or experience may be substituted for the above qualifications SPECIAL REQUIREMENTS - Possession of and ability to maintain a valid Florida driver's license by date of hire - Must meet all minimum requirements for the position of a police officer per Florida Statute 943 - Must have received law enforcement certification from the State of Florida - Must pass the Department's physical test and minimum requirements - Subject to recall around the clock for emergency response operations, which may require irregular work hours and relocation to emergency sites - Requires the operation of a City vehicle - Light physical work environment, exerting up to 20 pounds of force occasionally and 10 pounds frequently SELECTION PROCESS Candidates will be evaluated based on education, experience, and alignment with required knowledge, skills, and abilities. The City of North Port is an Affirmative Action, ADA, and Equal Opportunity Employer. Women, Minorities, and Persons with Disabilities are encouraged to apply. HOW TO APPLY Submit a complete application through the official City of North Port, FL career portal or human resources department. EMPLOYMENT DETAILS - Agency: City of North Port, FL - Class Title: Deputy Police Chief - Class Code: PD3 - Grade: PD3 - Work Environment: Safe and secure environment with moderate exposure to physical health or safety risks
ABOUT THE ROLE The U.S. Department of Agriculture (USDA) is seeking a Senior Executive Service (SES) Career-Reserved Director for the Office of Safety, Security and Protection. This executive-level position holds overall responsibility for coordinating and implementing Department-wide efforts for facility, personnel security, safety, and facility emergency management. The Director will orchestrate communications across agency lines, oversee the development of security risk management plans, and direct facility emergency management and response, including the operation of a 24/7 Emergency Operations Center. The role involves high-level collaboration with the Secretary, Deputy Secretary, Federal Protective Service, and local DC emergency services. KEY RESPONSIBILITIES - Coordinate and implement Department-wide initiatives for facility, personnel security, safety, and emergency management. - Orchestrate rapid, effective, coordinated USDA responses to situations affecting the security of facilities, property, and personnel. - Oversee, develop, and deliver training to the security, safety, protection, and emergency management workforce. - Initiate and promote activities to foster security awareness within the Department. - Oversee the development and implementation of security risk management plans and countermeasures to mitigate evolving threats and vulnerabilities. - Direct facility emergency management and response; reestablish and operate a 24/7 Emergency Operations Center (ECC). MINIMUM QUALIFICATIONS Candidates must possess the following Executive Core Qualifications (ECQs) and Technical Qualifications (TQs), demonstrated within a 2-page resume: Executive Core Qualifications (ECQs): 1. Commitment to the Rule of Law and the Principles of the American Founding: Knowledge of the American system of government, commitment to the Constitution and rule of law, and civic-mindedness. 2. Driving Efficiency: Strategic resource management, fiscal responsibility, and leveraging technology for efficiency. 3. Merit and Competence: Technical competence, problem-solving, agility, and resilience to produce exceptional quality work. 4. Leading People: Ability to lead, inspire, and drive a high-performance culture; accountability and developing others. Technical Qualifications (TQs): 1. Demonstrated experience leading law enforcement, security, or protective operations programs, including directing responses to critical incidents, coordinating with stakeholders, making high-risk decisions, and implementing policies to alleviate threats. 2. Demonstrated experience leading enterprise risk management and security programs to protect personnel, facilities, and assets, including developing risk assessments, establishing countermeasures, and collaborating to address evolving threats. SPECIAL REQUIREMENTS - Citizenship: Must be a U.S. Citizen or National. - Security Clearance: Must obtain and maintain a Sensitive Compartmented Information (SCI) clearance. - Background Investigation: Required. - Drug Testing: Subject to pre-employment and random drug tests. - Financial Disclosure: Must file an Executive Personnel Financial Disclosure Report (SF-278) within 30 days of appointment and annually thereafter. - Selective Service: Male applicants born after December 31, 1959, must be registered. - Probation: Initial appointments require a 1-year probationary period. SELECTION PROCESS - Resume-only application process. Separate ECQ/TQ narratives are NOT accepted. - Evaluation based on the quality and extent of accomplishments, experience, and education demonstrated in the resume. - Candidates must be certified by the OPM SES Qualifications Review Board (QRB) before appointment, unless already certified or eligible for noncompetitive status. - Highly qualified applicants may undergo interviews. HOW TO APPLY - Apply online via USAJOBS (www.usajobs.gov). - Required Documents: - Complete Resume: Must be no more than 2 pages, using 0.8-inch margins and 11-point font. Must address all ECQs and TQs. - SF-50: For current/former career SES members or federal employees. - Certification Copy: For SES Candidate Development Program graduates. - Transcripts: If relying on education for qualifications. - Deadline: August 5, 2026, by 11:59 p.m. ET. - Announcement Number: OSSP-SES-2026-3356 - Control Number: 876553500 - Contact: Jocelyn Napier (Jocelyn.Napier@usda.gov) EMPLOYMENT DETAILS - Employer: U.S. Department of Agriculture (USDA) - Location: Washington, DC - Job Type: Permanent, Full-Time, Senior Executive Service (SES) - Work Site Options: Telework eligible (as determined by agency policy); not remote. - Travel: 25% or less. - Relocation: Expenses may be reimbursed in accordance with agency policy. - Union Representation: No. - Equal Opportunity Employer: USDA prohibits discrimination on the basis of race, color, national origin, gender, religion, age, disability, political beliefs, sexual orientation, and marital or family status.
ABOUT THE ROLE This is a highly responsible, full-time law enforcement position serving as the commander of a major bureau within the Police Department. The role involves extensive public contact and may require assuming the role of acting Police Chief in their absence. Work is performed under the direction of the Deputy Chief of Police. KEY RESPONSIBILITIES - Directs and manages the assigned division in accordance with department policies and procedures - Responsible for the training, welfare, and discipline of all employees in the division - Assigns duties and functions related to the processing of complaints and investigations - Oversees inspections of all personnel and equipment assigned to the division - Oversees proper use, maintenance, calibration, certification, and replacement of police equipment - Assumes personal command of any serious emergency situation, major catastrophe, or major crime - Evaluates the efficiency and effectiveness of administrative, business, and emergency operations - Directs the preparation of short-term and long-range plans and budgets based upon departmental objectives - Ensures compliance with accreditation standards within the assigned division - Acts as a spokesperson for the Police Department to the news media and community - Represents the department and/or the Police Chief at various governmental and community meetings - Interacts with all levels of government officials and the public MINIMUM QUALIFICATIONS Education: - Bachelor's Degree from an accredited college or university with major course work in Criminal Justice, Law Enforcement, Police Administration, or a related field - Master's degree is preferred Experience: - Five (5) years of law enforcement supervisory experience Licenses and Certifications: - Possession of or ability to obtain a valid Florida driver's license by date of hire - Must meet all minimum requirements for the position of a police officer per Florida Statute 943 - Must have received police officer certification from the State of Florida SPECIAL REQUIREMENTS - Must pass the Department's physical test and minimum requirements as outlined in the Florida Standards and Training Guidelines - Physical Activities: Light work exerting up to 20 pounds of force occasionally and up to 10 pounds frequently. Requires balancing, climbing, crouching, grasping, hearing, kneeling, lifting, mental acuity, pulling, pushing, reaching, speaking, standing, stooping, talking, visual acuity, and walking. Requires operation of a City vehicle. - Work Environment: Typically performed in a safe and secure environment that may periodically have unpredictable requirements. Occasional exposure or risk to physical health or safety (e.g., hazardous materials, heavy equipment). - Emergency Response: Subject to recall around the clock for emergency response operations, which may require irregular work hours, work at locations other than the normal work location, and duties other than those specified in the official job description. SELECTION PROCESS - Candidates must successfully complete and pass the Department's physical test and meet all minimum requirements outlined in the Florida Standards and Training Guidelines. - Standard background, psychological, and medical evaluations are typically required for command-level law enforcement positions. HOW TO APPLY - Applications should be submitted through the City of North Port, FL official employment portal or human resources department. EMPLOYMENT DETAILS Employer: City of North Port, FL Department: Police Department Class Code: PD2 Job Type: Full-Time Location: North Port, FL Equal Opportunity: The City of North Port, FL is an Affirmative Action, ADA, and Equal Opportunity Employer. Women, Minorities, and Persons with Disabilities are encouraged to apply.
ABOUT THE ROLE The Deputy Fire Chief, Aircraft Rescue and Firefighting (ARFF), is a senior fire service officer responsible for the command and control of emergency operations and the maintenance of continuous operational readiness within a 24/7 aviation environment at JFK Airport. This dual-function role combines primary operational emergency command responsibilities with administrative oversight to sustain firefighting readiness, regulatory compliance, and life safety operations. The position reports directly to the ARFF Chief of Department within the Department of Aviation. KEY RESPONSIBILITIES - Serve as Commanding Officer of an assigned ARFF Command, exercising full-scope operational authority over personnel, apparatus, and emergency response activities. - Respond to and assume Incident Command or Unified Command leadership for aircraft emergencies, structural fires, hazardous materials, mass-casualty incidents, and airfield emergencies. - Maintain continuous 24/7/365 operational readiness of ARFF personnel, equipment, and apparatus to meet FAA Part 139 performance requirements. - Supervise and direct ARFF personnel, including Fire Officers, Crew Chiefs, ARFF Police Officers, and support staff, managing staffing, training compliance, and fitness for duty. - Oversee and participate in emergency drills, timed response exercises, FAA compliance training, and multi-agency exercises. - Ensure compliance with FAA Part 139 Airport Certification standards, Airport Emergency Plan requirements, hazardous materials regulations, and applicable NFPA standards. - Develop and implement policies, procedures, and standard operating guidelines to ensure operational readiness. - Manage budget and resource planning to support operational readiness and deployment efficiency. MINIMUM QUALIFICATIONS - Minimum of 10 years of full-time experience in ARFF operations. - Fire service command experience. - Minimum of 5 years of supervisory experience as a Fire Officer. - Demonstrated experience in incident command and emergency operations leadership. - Comprehensive knowledge and experience of FAA ARFF regulations 14CFR (Part 139). - Knowledge of fire suppression and rescue techniques, hazardous materials response, and emergency management systems (NIMS/ICS 300, 400). SPECIAL REQUIREMENTS - Must possess a valid United States driver's license. - Required to maintain active firefighting and incident command certifications as a condition of employment and operational necessity. - Must be available for nights, weekends, holidays, off-hour emergency activations, severe weather operations, and high-profile events. - Desired qualifications include ProBoard/IFSAC fire certifications (Fire Officer IV, Fire Instructor III, Firefighter I/II, ARFF, HAZ MAT Incident Commander), knowledge of FAA records management, and extensive ARFF experience. SELECTION PROCESS 1. Initial phone interview for qualified candidates. 2. In-depth interview(s) and/or assessment(s). 3. Conditional job offer followed by a mandatory background check. HOW TO APPLY - Submit a resume by clicking the "Apply Now" button on the job posting. - Only applicants under consideration will be contacted. - Requests for reasonable accommodations during the interview process or to perform essential job functions can be directed to the recruiter or emailed to ADA_Accommodations@panynj.gov. EMPLOYMENT DETAILS - Job ID: 64534 - Department: Aviation - Location: Jamaica, NY (JFK Airport) - Remote Type: Hybrid (maximum of one day per week remotely, subject to operational needs) - Employer: The Port Authority of New York and New Jersey
ABOUT THE ROLE The Executive Office of Technology Services and Security (EOTSS) is seeking a collaborative and purpose-driven Deputy Chief Digital Officer to lead, grow, and mature the product organization within the Massachusetts Digital Service (Mass Digital). This role focuses on improving the design, delivery, and impact of state services, ensuring the delivery of high-quality, people-centered services that measurably improve outcomes for Massachusetts residents while building lasting capabilities across state government. KEY RESPONSIBILITIES - Set a cohesive experience strategy and strategic direction across Mass Digital's portfolio of products and services. - Lead planning and prioritization, balancing strategic impact, team capacity, and constituent and agency needs. - Guide teams in developing product and service roadmaps informed by experience research, feedback, and data. - Define and evolve Mass Digital's experience and product management practices, establishing frameworks and tools for consistent, high-quality delivery. - Develop and lead a high-performing team, fostering cohesion, trust, and continuous skill development through coaching and mentorship. - Help state agencies adopt modern experience, product management, service design, and agile delivery practices. - Grow a statewide experience and product management community of practice and develop resources to build related capabilities. - Represent Mass Digital through partnerships, conferences, and thought leadership, bringing emerging best practices back into the organization. MINIMUM QUALIFICATIONS - At least seven (7) years of full-time (or equivalent part-time) professional, administrative, supervisory, or managerial experience in IT administration or IT management. - At least three (3) of those years must have been in a managerial capacity. SPECIAL REQUIREMENTS - Work schedule: Monday through Friday, 9:00 AM to 5:00 PM EST. - Hybrid remote arrangement requiring 40% of time spent at the primary work location: One Ashburton Place, Boston, MA 02108. - Applicants must be located within a reasonable commuting distance from the primary work location. - Preferred qualifications include deep expertise in product management, human-centered design, service design, and experience in digital government or public service delivery. SELECTION PROCESS - Candidates will be evaluated based on their IT management experience, leadership capabilities, and alignment with Mass Digital's mission to transform constituent experiences. - Standard Commonwealth of Massachusetts hiring procedures, including background checks and reference verification, will apply. HOW TO APPLY - Submit a complete application through the official Commonwealth of Massachusetts employment portal. - For Diversity, Affirmative Action, Equal Employment Opportunity questions, or to request a Reasonable Accommodation, contact the Diversity Officer / ADA Coordinator, Emily Hartmann, at 617-660-8300. EMPLOYMENT DETAILS - Employer: Commonwealth of Massachusetts - Agency: Executive Office of Technology Services and Security (EOTSS) - Location: One Ashburton Place, Boston, MA 02108 (Hybrid) - Job Type: Full-time - Shift: Day - Job Posting Date: Jul 24, 2026 - Number of Openings: 1 - Bargaining Unit: M99-Managers (EXE) - Potentially Eligible for Hybrid Work Schedule: Yes