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
This is a hybrid role that will require an onsite presence at Brigham and Women’s Hospital when needed (typically 1-2x/month). Reporting to the Director of Human Resources at Brigham and Women’s Hospital, the Sr. Human Resources Business Partner serves as an advisor to selected departments within the hospital. The Sr. Human Resources Business Partner provides strategic support and HR services in employee relations, compensation analysis, organizational design and development, change management, recruitment, training, and communication. He/she establishes and maintains solid working relationships with all levels of management and staff, works with senior leadership to proactively analyze, monitor, and address HR efforts to improve the work environment of employees, and drives or participates in projects and large‑scale initiatives supporting the business unit(s) and/or the HR department.
Principal Duties and Responsibilities
Employee Relations- Policy communication and interpretation
- Guidance on performance management, corrective action, and terminations
- Utilization of Mass General Brigham resources such as Organizational Development & Training and EAP
- Liaison between employees/managers and Mass General Brigham’s central Benefits, Payroll, Commuter Services, and other functions for more complex questions
- Manage grievance process in conjunction with Employee & Labor Relations
- Provide sound guidance that results in a positive and respectful employee relations environment in compliance with federal and state laws and Mass General Brigham policies
- Consult with Mass General Brigham’s Employee & Labor Relations, Office of the General Counsel, and other functional departments to investigate and manage employee relations issues
- Creates, facilitates, and conducts specialized trainings and presentations as needed, both at the request of senior leadership and proactively, including 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
- Consult with managers and Compensation department regarding job analysis and evaluation
- Conduct and participate in market and equity reviews
- Participate in market survey and subsequent analysis
- Partner with Organizational Development and Learning Services team to conduct OD analyses and interventions within groups as needed, including coaching managers and staff, developing departmental policies and communications, and facilitating training, meetings, and committees; may manage smaller interventions independently with shadow consultation
- Manage PeopleSoft queue in a timely and efficient manner; ensure compliance with Mass General Brigham policies in transactions
- Partner with appropriate staff to create procedures and technical solutions to streamline administrative processes and reporting within the department
- Contribute to the development, enhancement, and maintenance of departmental position control systems and dashboards
- Collaborate with other areas within Mass General Brigham to provide excellent customer service
- Manage administrative consolidations of groups and individuals moving onto the Mass General Brigham payroll from affiliate payrolls
- Advise managers in conjunction with Talent Acquisition Partners 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
- Provide subject matter expertise, market knowledge, and knowledge of the operations of business partners
- Leverage relationships with departments to set recruiters up for success; participate in recruitment‑related events, partnerships, and strategies as needed
- Act as a resource on committees and sub‑committees for Mass General Brigham HR initiatives; provide support and assistance leading HR efforts as needed to assigned business units
- Use independent judgment, escalating issues to senior leadership as needed; maintain confidentiality and respect individual sensitivities; participate in all team meetings and additional projects as assigned
- Use Mass General Brigham’s values to govern decisions, actions, and behaviors; these values guide how we get our work done: Patient 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
- Bachelor’s Degree in Human Resources, one of the social sciences, business, or a related field
- Minimum of 5 years experience in a multidisciplinary Human Resources environment, including recruitment, training, compensation, benefits and performance management
- Minimum of 2 years as a Human Resources Generalist or Business Partner with a focus in employee relations
- Master’s Degree, PHR/SPHR, or other HR certification is a plus; proficiency in Microsoft Word, Excel, PowerPoint, Outlook and HRIS web‑based tools such as PeopleSoft
- A combination of education and experience may be substituted for requirements
Skills, Abilities, and Competencies
- 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 (Benefits, Compensation, Employee & Labor Relations, EAP, Office of the General Counsel, Privacy, Compliance, Information Security, Employee Records, HRIS, Police & Security, Payroll, and Commuter Services)
- Demonstrated experience in Employee Relations
- Ability to build and maintain successful relationships with all levels of the organization, achieve credibility, and influence outcomes
- Strong negotiation and consensus‑building skills, demonstrated in providing solutions to partner requests
- Demonstrated problem‑solving, conflict resolution, and decision‑making skills; ability to resolve, manage, and communicate complex issues to all levels
- 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 elevate issues
- Self‑directed, motivated, and engaged; willing and able to commit the time necessary to accomplish the position’s objectives
- Possess strong interpersonal skills to effectively communicate with cross‑functional teams, including staff at all levels of the organization
Additional Job Details
- Remote Type: Hybrid
- Work Location: 1620 Tremont Street
- Scheduled Weekly Hours: 40
- Employee Type: Regular
- Work Shift: Day (United States of America)
- Pay Range: $78,000.00 – $113,453.60/Annual
- Grade: 7At
At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.
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 (857)‑282‑7642.
Mass General Brigham 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.
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