Employee Relations Partner
Job Location:
Boston, NH - USA
Yearly Salary:
Posted:
Application Deadline:
Vacancies:
Job Summary
Mass General Brigham relies on a wide range of professionals including doctors nurses business people tech experts researchers and systems analysts to advance our mission. As a not-for-profit we support patient care research teaching and community service striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.
Job Summary
Under the direction of the Director of Human ResourcesEmployee Relations the Employee Relations Partner is responsible for advising managers and HR Business Partners (HRBPs) at our Academic Medical Centers regarding employee relations situations and the interpretation of personnel policies as well as State/Federal employment laws. The incumbent will provide comprehensive internal employee consultation throughout the AMCs may be asked to prepare responses to internal and external complaints conduct investigations write reports and present findings and recommendations. The incumbent will develop and evaluate overall employee relations trends/themes and proactively make recommendations to address root causes. The incumbent will assess and conduct training on employee relations and will partner with the HRBPs to implement recommendations to address employee relations issues. The incumbent may need to partner with MGB Centers of Excellence (COEs) including the Employee Relations/ Labor Relations team as well as the Office of General Counsel as needed.PRINCIPAL DUTIES AND RESPONSIBILITIES:
HR Policies Terms & Conditions of Employment
Manages HR Policy guidance (terms and conditions of employment) provides counsel interpretation implementation and enforcement. Makes recommendations to ER Leadership and ERLR regarding development and potential revisions.
Provides leadership training and guidance around policy application where necessary.
Work Management
Consults and/or manages Corrective Action Appeals process with managers and ER colleagues including documentation and evidence collection and issue summary development for Appeals panel or Department Leader as necessary.
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.
Addresses concerns involving employees and POIs which impact the management of work. Works with HRBP team on strategic prevention plans around gaps or patterns following resolution of concerns.
Provides counsel to operational leaders managers employees and POIs on:
o policies terms and conditions of employment
o whether a policy has been violated
o performance management concerns
o performance improvement plans and efforts.
Aid in appropriate corrective action including assistance on drafting related feedback and conducting conversations with employees.
Manage the exit process for voluntary and involuntary terminations including the job elimination process. May participate in termination meetings with affected employees.
Brings in COE expertise as needed regarding LOAs etc.
Accommodations
Manages ADA and Federal/State Pregnant Workers Fairness Acts accommodation requests.
Conducts Interactive Dialogue process for all accommodation requests including requests for religious medical or pregnancy related accommodations.
Complex Cases
Partners with MGB ER/LR and OGC for consultation as needed on (non-leadership) complex ER cases demand letters and other proceedings as necessary.
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.
Prepares reports of findings where warranted presents findings makes recommendations to address conduct and to review for root cause.
Consults with managers on conflict resolution. Involves OMCOSS EAP and/or DEI when appropriate.
Consults with managers regarding implementation of investigation resolution.
Types of cases include but are not limited to:
violence in the workplace
substance abuse
abusive conduct
asset or drug diversion
compliance and privacy breach
conflict resolution.
Corrective Action Appeals & Labor Vulnerability
Consults with managers on Corrective Action Appeal cases gathers documentation administers appeals and/or grievance process reviews actions schedules meetings works with managers to evaluate merits of the appeal works to closure including communicating with grievant.
Data & Analytics
Using data including all workforce dashboards identifies gaps themes trends and root causes impacting effective performance or delivery of services.
Using data and analytics provides guidance and direction to managers to support a positive employee experience environment.
Under the guidance of ER leadership 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.
Improvement Design
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.
Subject Matter Expertise/Other
Maintains current body of knowledge of employment and labor laws.
Maintains awareness of upcoming changes to employment law and ensures policy compliance.
Collaborates with Strategic HRBP updated on all cases within their portfolios maintains communication.
Qualifications
QUALIFICATIONS :
Bachelors Degree or equivalent experience
At least 2-3 years in Employee Relations/Labor Relations or Human Resources Business Partner level role or equivalent experience
Must have experience with employee relations issues and/or investigations
PHR/SPHR or other HR certification preferred
Proficiency in Microsoft Excel Word PowerPoint Outlook and HRIS web-based tools such as PeopleSoft Workday
SKILLS/ABILITIES/COMPETENCIES:
Business Acumen the ability to understand and apply information to develop the departments/divisions 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.
Solid understanding of organizational policies procedures and practices as well as current state and federal labor and employment laws.
Understanding of HR and other corporate functional departments and ability to draw on their resources as appropriate. These functions include Benefits Compensation Employee & Labor Relations EAP Office of the General Counsel Privacy Compliance Information Security Employee Records HRIS Police & Security Payroll and Commuter Services.
Can independently manage small projects.
Ability to manage multiple project commitments in addition to day-to-day responsibilities.
Well-developed written and verbal communication skills including the ability to create facilitate and execute formal communication presentations and training programs in response to business partner needs.
Strong customer-service orientation. Effective in operating in a collaborative matrixed environment.
Ability to work independently with limited supervision; understands when to escalate issues.
Self-directed motivated and engaged; willing and able to commit the time necessary to accomplish positions objectives
Possess strong interpersonal skills to effectively communicate with cross functional teams including staff at all levels of the organization
Additional Job Details (if applicable)
Hybrid Schedule:
- Onsite 1-3x/wk at various Mass General Brigham Locations
- Remote days must be done in a secure HIPPA compliant workspace. HR will check workspace for new hires on day one.
Remote Type
Work Location
Scheduled Weekly Hours
Employee Type
Work Shift
Pay Range
$63648.00 - $92570.40/AnnualGrade
6EEO Statement:
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.
About Company
Patients at Mass General have access to a vast network of physicians, nearly all of whom are Harvard Medical School faculty and many of whom are leaders within their fields.
