Job Summary
Under the direction of the Director of Employee Relations and Professionalism, this role independently advises executive clinical, research, and operational leaders and HR colleagues regarding routine and complex faculty and trainee employee and labor relations issues, including workplace complaints, performance concerns, and accommodation requests. Advises on the interpretation of personnel policies, labor contracts, medical staff by‑laws, and state/federal employment laws. Conducts investigations (harassment, retaliation, discrimination, etc.), writes reports, presents findings, makes recommendations regarding remedial actions, identifies workplace trends, and delivers training. Manages workplace concern resolution, provides guidance, coaching, and support, and responds to concerns in accordance with policies and guidelines. Supports the grievance process, develops positive relationships with union representatives, assists with collective bargaining negotiations, as needed. Partners with various offices for enforcement of professional conduct and collaborates on training needs.
Position Overview
- Workplace Investigations
- Conducts sensitive, confidential, objective, and thorough investigations regarding discrimination, harassment, retaliation, violence, substance abuse, abusive conduct, asset diversion, and compliance and privacy breaches. Reviews cases with Director of Employee Relations and Professionalism to determine investigation approach.
- Prepares reports of investigatory findings, presents findings to leaders, and makes recommendations regarding remedial actions.
- Consults with leaders on conflict resolution and involves resources such as OMCOSS, EAP, and/or DEI as appropriate.
- Assesses and addresses concerns related to authorship, research integrity, intellectual property disputes, as appropriate.
- Works with HR business partner team on strategic prevention plans following resolution of concerns.
- Religious, Disability, and Pregnancy Accommodations
- Manages religious, disability, and pregnancy accommodation requests for medical staff and research faculty personnel, including facilitation of the interactive dialog process.
- Performance Management and Leadership Consultation
- Provides counsel to leaders, physicians, advanced practice providers, researchers and trainees, including POIs, on policies, terms and conditions of employment.
- Guides on potential policy violations, performance management concerns, performance improvement plans, and exit processes.
- Utilizes MGB Employee and Labor Strategy Center of Excellence expertise and other internal resources for complex cases.
- Collaboration with Key Stakeholders
- Partners with the MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, Patient Safety and Risk, Patient Family Relations, Privacy and Compliance, etc., on complex employee and labor relations cases.
- Supports responses to complaints filed with the MCAD, EEOC, or other government agencies; attends and/or testifies at hearings and arbitrations as appropriate.
- Prepares reports to the Board of Registration in Medicine and/or NIH as needed.
- Labor Relations
- Supports the grievance and arbitration process; maintains positive employee relations and labor‑management relations.
- Prepares, interprets, processes, and educates around changes to collective bargaining agreements and contract negotiations.
- Provides guidance regarding contract and non‑contract issues, including discipline, grievance and arbitration resolution, employment terms and conditions, problem‑solving and contract administration.
- Partners with MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, and leaders to support responses to labor organizing activities related to physicians, advanced practice providers, researchers and research fellows.
- Data & Analytics
- Using data, including all workforce dashboards, identifies gaps, themes, trends and root causes impacting effective performance or delivery of services.
- Provides guidance and direction to leaders to support a positive physician, advanced practice providers, research and trainee personnel work and/or learning experience and environment.
- Facilitates and/or conducts climate surveys to assess the general environmental tone within a department or between departments to determine areas of faculty and/or trainee concern. Partners with Strategic HRBP and appropriate leadership to develop action plans to address identified issues.
- Improvement Design
- Develops action plans and works with Strategic HRBP and People & Organizational Development (P&OD) to address workplace and/or employee engagement concerns.
- Educates physician, advanced practice providers, research and trainee personnel, 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 to provide updates on all cases within their portfolios and maintains regular communication.
- Performs all responsibilities of Employee and Labor Relations Partner plus:
- Provides mentoring and training to Employee and Labor Relations Partners.
- Assumes lead on various projects.
- Acts as subject matter expert.
- Possesses high level of experience in Employee and Labor Relations field.
- Investigates harassment and discrimination cases.
- Assists with SOP development and maintenance.
Qualifications
- Education Requirements: Juris Doctor required; Bachelor's Degree required.
- Experience: Employee Relations/HR Business Partner Experience 5-7 years required.
- Knowledge, Skills and Abilities:
- Business acumen and ability to support department/division action plans.
- Critical evaluation and data analytic skills.
- Leadership and navigation of department initiatives.
- Consultation and guidance to leaders.
- Strong written and verbal communication skills.
- Relationship management and change management abilities.
- Strong customer-service orientation.
- Current knowledge of state and federal employment and labor laws.
- Ability to work independently with minimal supervision and understand when to escape issues.
- Ability to manage multiple commitments and priorities.
- Ability to maintain composure under pressure.
Additional Job Details
Remote Type: Hybrid
Work Location: 399 Revolution Drive
Scheduled Weekly Hours: 40
Employee Type: Regular
Work Shift: Day (United States of America)
Pay Range: $97,510.40 - $141,804.00/Annual
EEO Statement
0100 Mass General Brigham Incorporated is an Equal Opportunity Employer. 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. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at .
Competency Framework
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.
#J-18808-Ljbffr