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SalarySenior HR Business Partner
- (3279423)
This remote role will require an occasional onsite presence to Martha's Vineyard
As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community by leading innovation across our system. Founded by Brigham and Women’s Hospital and Massachusetts General Hospital, Mass General Brigham supports a complete continuum of care including community and specialty hospitals, a managed care organization, a physician network, community health centers, home care, and other health-related entities. Several of our hospitals are teaching affiliates of Harvard Medical School, and our system is a national leader in biomedical research.
We’re focused on a people-first culture for our system’s patients and our professional family. That’s why we provide our employees with more ways to achieve their potential. Mass General Brigham is committed to aligning our employees’ personal aspirations with projects that match their capabilities and creating a culture that empowers our managers to become trusted mentors. We support each member of our team to own their personal development—and we recognize success at every step.
Our employees use the Mass General Brigham values to govern decisions, actions, and behaviors. These values guide how we get our work done: Patients, Affordability, Accountability & Service Commitment, Decisiveness, Innovation & Thoughtful Risk; and how we treat each other: Diversity & Inclusion, Integrity & Respect, Learning, Continuous Improvement & Personal Growth, Teamwork & Collaboration.
Reporting to the Human Resources Director, the Sr. Human Resources Business Partner serves as an advisor to selected departments within Mass General Brigham central administrative organization. The Human Resources Business Partner provides strategic support and HR services in the areas of organizational design and development, change management, recruitment, training, employee relations, and compensation analysis. He/she establishes and maintains solid working relationships with all levels of management and staff and works with senior leadership to strategically and proactively analyze, monitor and address HR efforts related to improving the work environment of his/her customers. He/she drives or participates on projects and large-scale initiatives in support of the business unit(s) and/or the HR department.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
- In conjunction with leaders, develops and implements an action plan to achieve overall HR Strategy in department/division to drive organizational/system-wide business results.
- Develops and evaluates overall trends/themes across departments/divisions to understand and address root causes.
- Identifies strategies for organizational Workforce Planning & Development Plan for departments/divisions.
- Manages complex employee relations cases that may include senior management, bargaining units, administrative and professional staff
- Understands desired Culture and develops strategies to close gaps for departments/divisions.
- Creates new and updates HR policies and practices as indicated.
- Provides leadership and guidance to less seasoned and new staff.
HRBP responsibilities:
- In conjunction with leaders, creates strategic human capital plans that are linked to business strategy and focused on a high performance culture in which all colleagues thrive. Areas of the plans include workforce planning and development, diversity and inclusion, engagement, leadership development, continuity and talent review, onboarding, orientation, compensation, retention, change management, and culture.
- Data and analytics are used as part of the assessments and include patient experience HCAPs results, culture of safety survey results, culture survey results, diversity & inclusion survey results, employee and labor relations trends/data, engagement survey results, compensation analyses, workforce analytics (e.g. 90 day, one year and two year turnover), internal labor movement data and other sources of feedback.
- Ensures business teams have a clear purpose & goals, reviews effectiveness of leadership and teamwork, ensures opportunities for team member growth and development, processes for continuous performance improvement and metrics for measuring team progress.
- Develops change management plans with leaders, as needed.Works with leaders and teams to create a culture of ownership, diversity, respect, equity and inclusion.
- Partners with People & Organizational Development team to conduct OD analyses and interventions within groups as needed. Interventions may include coaching managers and staff, developing departmental policies and communications, and facilitating training, meetings, and committees. May manage smaller interventions independently, with shadow consultation.
- Advises managers in conjunction with Talent Acquisition to facilitate problem solving, prepare job descriptions and maintain a high level of customer satisfaction. Support the Talent Acquisition team in developing effective recruitment strategies for assigned business customers.
- Provides subject matter expertise, market knowledge, and knowledge of the operations of Business Partners.
- Leverages relationships with departments to set recruiters up for success.
- Participates in recruitment related events, partnerships, and strategies as needed.
- Consults with managers and Compensation department regarding job analysis and evaluation, market and equity reviews.
- Consults with and advises managers and employees on employee relations issues. May include:
o Policy communication and interpretation
o Guidance on performance management, corrective action, and terminations
o Utilization of MGB resources such as training resources, EAP, and DE&I
o Liaison between employees/managers and MGB central Benefits, Payroll, Commuter Services, and other functions for more complex questions.
o Manage grievance process in conjunction with Employee & Labor Relations
o Provides sound guidance that results in a positive and respectful employee relations environment that is in compliance with federal and state laws and MGB policies.
o Consults with Employee & Labor Relations, Office of the General Counsel and other functional departments as needed to successfully investigate and manage employee relations issues.
o Reviews ADA accommodation requests and conducts discussions with employees making requests.
- Identifies, develops, or delivers trainings and presentations as needed, as an extension of system initiatives or specific to the functional area. This includes routine presentations to all levels of departmental management and staff at senior leadership meetings, retreats, department-wide meetings, and smaller group meetings. Subjects and topics include HR policies and procedures and communication of initiatives impacting the department.
- Maintains an organization-wide and system-wide perspective when making HR & business decisions.
- Acts as liaison to all HR Centers of Expertise (Compensation, Benefits, TA, HR Ops, etc.)
- Manages PeopleSoft queue in a timely and efficient manner. Ensures compliance with MGB policies in transactions.
- Partners with appropriate staff to create procedures and technical solutions to streamline administrative processes and reporting within the department.
- Contributes to the development, enhancement, and maintenance of departmental position control systems and dashboards.
- Collaborates with other areas within MGB to provide excellent customer service.
- Manages administrative consolidations of groups and individuals moving onto the MGB payroll from affiliate payrolls.
- Acts as resource on committees and sub-committees for MGB HR initiatives; provides support and assistance leading HR efforts as needed to assigned business units.
- Using independent judgment, escalates issues to senior leadership as needed.
- Maintains confidentiality and respects individual sensitivities.
- Participates in all team meetings and additional projects as assigned.
- Use/s the MGB values to govern decisions, actions and behaviors. These values guide how we get our work done: Patients, Affordability, Accountability & Service Commitment, Decisiveness, Innovation & Thoughtful Risk; and how we treat each other: Diversity & Inclusion, Integrity & Respect, Learning, Continuous Improvement & Personal Growth, Teamwork & Collaboration
- Other duties as assigned
QUALIFICATIONS :
- Bachelors Degree in Human Resources, one of the social sciences, business, or a related field.
- Minimum of 5 years experience in a multidiscipline Human Resources environment, including recruitment, training, compensation, benefits and performance management. A minimum of 2 years as a Human Resources Generalist or Business Partner with a focus in employee relations.
- Masters Degree, PHR/SPHR, or other HR certification a plus.
- Proficiency in Microsoft Word, Excel, PowerPoint, Outlook and HRIS web-based tools such as PeopleSoft.
- A combination of education and experience may be substituted for requirements
- Business Acumen – the ability to understand and apply information to develop the department’s/division’s action plan. Must have business-savvy to offer relevant and value-adding advice and recommendations.
- Critical Evaluation – The ability to interpret information and data to make HR & business decisions and recommendations, and to translate data into action. Strong conflict-resolution & problem-solving skills. Must be knowledgeable and resourceful. Good data analytic skills and capability. Ability to think critically.
- Leadership and Navigation – The ability to direct and contribute to initiatives and processes within the department/division.
- Consultation – The ability to provide guidance to leaders, to be a forward thinker & to be solution oriented. The ability to have excellent listening skills, to have empathy & trustworthiness.
- Communication – The ability to effectively exchange information with stakeholders. Strong communication skills.
- Relationship Management – The ability to manage interactions to provide service and support to the organization, to build and maintain effective working relationships.
- Change Management – The ability to be open, adaptive and to drive change.
Mass General Brigham is an Equal Opportunity Employer. By embracing diverse skills, perspectives, and ideas, we choose to lead. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under the law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment.
