• Job Description

  Req#: 1116303
  !*!
  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.
  1. Advises HRBPs, Managers and Executives system wide concerning employee relations issues such as reductions in force, workplace assessments, workplace conflict, etc. Partners with or refers cases to MGB ER for complex investigations related to workplace violence, discrimination, and substance abuse.
  2. Conducts sensitive, confidential, objective and thorough investigations. Prepares reports of the findings, presents findings to specific audiences, and makes recommendations to address root cause issues. Reviews cases with Director of Human Resources, Employee Relations, as appropriate for investigation.
  3. Develops and evaluates overall employee relations trends/themes across organization to understand and address root causes.
  4. Develops action plans working with the HRBPs and Learning & Organizational Development to address root causes. Educates employees, managers, and leaders at all levels about effective management practices and leadership styles.
  5. Using data and analytics, provides guidance and direction to managers to enhance diversity and inclusion efforts, support workplace culture, and improve employee engagement
  6. Partners with MGB ERLR as needed to educates managers and leaders at all levels upon effective labor strategy, including positive employee relations, with the desired impact on the workforce.
  7. Supports ER/LR Center of Excellence and the Office of General Counsel with the preparation of a response to complaints filed with the MCAD, EEOC or other relevant agencies and attends and/or testifies at hearings and arbitrations as appropriate.
  8. Consults with HRBPs and managers concerning the processing of problem resolution cases, assists with gathering all required documentation and takes lead on problem resolution cases, as necessary.
  9. Partners with local Directors of Human Resources, ER/LR COE to update and review the COE’s available training materials related to employee and labor relations issues, such as Harassment, Progressive Discipline, Employment and Labor Laws, Managing in a Labor Environment, Workplace Violence and ADA/FMLA and customize as needed. Coordinates with ER/LR COE on delivery of relevant material to managers and HR professionals. Partners with Director of HR and HRBPs to identify needs and structure a comprehensive training program for Managers.
  10. Conducts climate surveys to assess the general environmental tone within a department or between departments to determine areas of employee concern. Partners with HRBP and Manager to develop action plans to address issues.
  11. Maintains a current body of knowledge of employment and labor laws .
  12. Assists with the development and interpretation of Human Resources policies and procedures.
  13. Develops and maintains positive and effective working relationships with all colleagues.
  14. Performs other duties as assigned
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  Qualifications
  Bachelors degree or equivalent experience, plus three to five years year’s in Employee Relations/Labor Relations or Human Resources Business Partner role demonstrating progressive experience and independence.
  Skills/Abilities/Competencies Required:
  Core Competencies:
  • Ethical Practice – The ability to maintain confidentiality and appropriate levels of transparency in ways that balance the needs of employees and the organization.
  • Relationship Management – The ability to manage interactions that balance organizational and employee needs.
  • Critical Evaluation – The ability to interpret employment and labor activity information and data for making appropriate decisions about the organization’s response to employee concerns or referral to internal COE.
  • Consultation – The ability to provide guidance to leaders, to be a forward thinker & to be solution oriented.
  • Communication – The ability to effectively exchange information with stakeholders. Strong communication skills. The ability to have excellent listening skills, to have empathy & trustworthiness.
  • 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.
  • 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
  Must have functional expertise in:
  • Talent Acquisition & Engagement
  • Workforce Planning
  • Learning & Development
  • Workforce Management
  • Employee Relations/Diversity & Inclusion
  • Technology and Data/People Analytics
  !*!
  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. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.
  
  MGB One Brigham Circle (PHSOneBrighamCircle)
  1620 Tremont Street
  Boston, 02120
  
  

• About the company

  Mass General Brigham is a Boston-based non-profit hospital and physicians network that includes Brigham and Women's Hospital and Massachusetts General Hospital, two of the nation's most prestigious teaching institutions.

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