At Mass General Brigham, we know it takes a surprising range of talented professionals to advance our mission—from doctors, nurses, business people and tech experts, to dedicated researchers and systems analysts. As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community. We place great value on being a diverse, equitable and inclusive organization as we aim to reflect the diversity of the patients we serve.
At Mass General Brigham, we believe a diverse set of backgrounds and lived experiences makes us stronger by challenging our assumptions with new perspectives that can drive revolutionary discoveries in medical innovations in research and patient care. Therefore, we invite and welcome applicants from traditionally underrepresented groups in healthcare — people of color, people with disabilities, LGBTQ community, and/or gender expansive, first and second-generation immigrants, veterans, and people from different socioeconomic backgrounds – to apply.
Job Summary
This role is an onsite role that requires an onsite presence 3-4 days/week.Reporting to the Executive Director of Human Resources, the Senior Human Resources Business Partner serves as an advisor to Brigham and Women's Faulkner Hospital leadership and support for employees. The Sr. HRBP provides strategic support and HR services in the areas of organizational design and development, change management, recruitment, training, employee/labor relations, and compensation analysis. He/she establishes and maintains solid working relationships with all levels of management and staff and works with 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.
Qualifications
PRINCIPAL DUTIES AND RESPONSIBILITIES:
The Senior HRBP maintains all of the responsibilities of an HRBP in addition to:
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.
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 may 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 may 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 and TA for successful outcomes
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
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.)
Administrative:
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.Other:
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 & CollaborationOther duties as assignedQualifications
Minimum of 3-5 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 Workday.A combination of education and experience may be substituted for requirements
Additional Job Details (if applicable)
Physical RequirementsStanding Occasionally (3-33%) Walking Occasionally (3-33%) Sitting Constantly (67-100%) Lifting Occasionally (3-33%) 20lbs - 35lbs Carrying Occasionally (3-33%) 20lbs - 35lbs Pushing Rarely (Less than 2%) Pulling Rarely (Less than 2%) Climbing Rarely (Less than 2%) Balancing Occasionally (3-33%) Stooping Occasionally (3-33%) Kneeling Rarely (Less than 2%) Crouching Rarely (Less than 2%) Crawling Rarely (Less than 2%) Reaching Occasionally (3-33%) Gross Manipulation (Handling) Constantly (67-100%) Fine Manipulation (Fingering) Frequently (34-66%) Feeling Constantly (67-100%) Foot Use Rarely (Less than 2%) Vision - Far Constantly (67-100%) Vision - Near Constantly (67-100%) Talking Constantly (67-100%) Hearing Constantly (67-100%)
Remote Type
Hybrid
Work Location
1153 Centre Street
Scheduled Weekly Hours
40
Employee Type
Regular
Work Shift
Day (United States of America)
EEO Statement:
Mass General Brigham Incorporated 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.
At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.