HR Business Partner, Remote Possibility - Mass General Brigham
Mass General Brigham(PHS)

Job Info

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About Us

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.

General Overview

Reporting to the Human Resources Director, the Human Resources Business Partner serves as an advisor to selected departments within Mass General Brigham, the entity that manages the System's consolidated business, financial and administrative operations (Informations Systems, Research, Clinical Affairs, Finance, Human Resources, etc). The Human Resources Business Partner provides strategic support and HR services in the areas of employee relations, compensation analysis, organizational design and development, diversity, equity and inclusion, change management, training, and communication. They establish and maintain solid working relationships with all levels of management and staff and work with senior leadership to strategically and proactively analyze, monitor and address HR efforts required to support business needs. They drive or participate on projects and large-scale initiatives in support of the business units and/or the HR department.

Principal Duties and Responsibilities

In conjunction with leaders, creates and supports 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, equity and inclusion, engagement, leadership development, succession and talent review, compensation, retention, change management, and culture.

Business Partnering
• Consults with and advises managers and employees on HR issues and ensures procedures and practices support business needs
• Develops and maintains strong business partnerships with leadership. Develops an understanding of assigned departments and their business goals. Applies Human Resources strategies to increase workforce effectiveness
• Advises leadership on HR and organizational issues including but not limited to performance management, employee relations, workforce planning and development, change management, and employee engagement.
• Develops change management plans with leaders, as needed.
• Maintains an organization-wide and system-wide perspective when making HR and business decisions.
• Works with leaders and teams to create a culture of ownership, diversity, respect, equity and inclusion.

Employee Relations
• In compliance with federal and state laws and Mass General Brigham policies, provides sound guidance that results in positive and respectful employee environments that achieves high levels of employee engagement.
• Advises and assists managers in dealing with employee issues such as performance management, employee issues, job descriptions, reduction in workforce and changes in working conditions.
• Provides responsive and comprehensive advice on complex ER issues including FMLA, ADA, sexual and workplace harassment, violence, RIFs, crisis situations and the development of severance agreements.
• Communicates and interprets HR policies and procedures based on best practices.
• Provides guidance and support to managers and employees to assist with resolution of issues.
• Consults with Mass General Brigham Employee & Labor Relations, Office of the General Counsel and other functional departments as needed to successfully investigate and manage employee relations issues.
• Provides confidential assessment of a department's climate to determine relevant issues in response to management and HR concerns or employee complaints.
• Reviews ADA accommodation requests and may conduct interactive dialogue with employees making requests.

Talent Management
• Conducts appropriate team interventions to help create high performance in support of business strategy. Interventions may include coaching managers and staff, developing departmental policies and communications, and facilitating training, meetings and committees.
• Identifies training and/or development needs for staff and managers; develops and implements programs in collaboration with Talent Management Center of Excellence and other resources

Compensation
• Provides day-to-day assistance to departments with the interpretation of compensation policies, procedures and processes.
• Provides consultation to managers on the development of job descriptions, job analysis and evaluation process, grading of positions, market/equity reviews, compensation offers and market contingency process. Consults with the Compensation Center of Excellence, as needed, and advises on alternative solutions where appropriate.
• Works with Compensation Center of Excellence to plan and forecast for salary issues based on hiring and market trends.
• Maintains understanding of salary administration guidelines including: pay structures, market ranges, market contingency process, and HR policies related to the administration of compensation programs.

Talent Acquisition
• Partners with HR Talent Acquisition Partners (TA Partner)and hiring managers to develop effective and efficient recruitment and marketing strategies for assigned areas.
• Collaborates with TA Partner and managers on staffing decisions and salary negotiations.
• Maintains understanding of workforce trends as related to areas of responsibility (i.e. recruitment/retention issues, market, equity issues, securing central support, etc)

Other
• Develops and maintains strong partnerships with HR Shared Services/Operations group, the HR Centers of Excellence (Compensation, Employee Relations, Talent Acquisition, and Talent Management) and HR Business Partners across the system.
• Uses 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.
• Other duties as assigned

Qualifications
Qualifications

• Bachelors Degree in Human Resources, one of the social sciences, business, or a related field.
• Masters Degree in HR, Business Administration or related field a plus.
• PHR/SPHR, SHRM-CP/SCP or other HR certification strongly preferred.
• Minimum of 3 years experience in a multidiscipline Human Resources environment, including employee relations, training, compensation, and performance management.Minimum of 2 years as a Human Resources Generalist or Business Partner.
• Proficiency in Microsoft Office required; prior experience with web-based HRMS preferred.
• A combination of education and experience may be substituted for requirements

Skills, Abilities and Competencies

• Strong understanding of HR and business functions; ability to translate this knowledge to HR strategy and tactics.
• Solid understanding of organizational policies, procedures, and practices as well as current state and federal labor and employment laws.
• Strong facilitation, consensus-building, negotiating, and listening skills. Experience with problem solving, conflict resolution, and decision-making while addressing complex and sensitive employee relations issues.
• Proven ability to partner with leadership and provide actionable guidance to organizational stakeholders on a variety of issues in a highly complex environment.
• Ability to gather appropriate data and diagnose the cause of a problem before taking action; comfortable with developing alternative courses of action.
• Strong communication skills. Ability to deal tactfully and persuasively with a wide variety of staff including executives, managers, employees, and others.
• Familiarity with workforce analytics. Able to use analytics to support and influence leaders.
• Ability to work independently and escalate issues appropriately
• Ability to build and maintain successful relationships with all levels of the organization,achieve credibility and influence outcomes.
• Ability to manage multiple responsibilities, often under time pressures.
• Flexible, willingness to change gears and / or "jump in" on a project without any advanced notice.
• Able to move through challenging situations and maintain a sense of humor.
• Ability to make logical decisions independently and ability to maintain a high level of confidentiality.
• Office environment with local travel to other Mass General Brigham locations.

This role is open to being 100% remote.

EEO Statement
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 law.

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