Site: Mass General Brigham Incorporated
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 topics including discrimination, harassment, retaliation, violence, substance abuse, abusive conduct, asset or drug diversion, and compliance and privacy breaches.
- Reviews cases with Director, as appropriate, to determine investigation approach.
- Prepares reports of 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.
- Determines whether a policy has been violated.
- Addresses performance management concerns and performance improvement plans and efforts.
- Aids in appropriate corrective measures and interventions, including assistance with drafting feedback and facilitating related conversations with physicians, advanced practice providers, research and trainee personnel.
- Supports the exit process for voluntary and involuntary employment terminations, including the job elimination process, and may participate in termination meetings.
- Utilizes MGB Employee and Labor Strategy Center of Excellence expertise and other internal resources, as needed, 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 MGB Employee Relations and Labor Strategy Center of Excellence and the Office of General Counsel with the preparation of a response to complaints filed with MCAD, EEOC or other government agencies, and attends and/or testifies at hearings and arbitrations as appropriate.
- Supports the Office of General Counsel with the preparation of reports to the Board of Registration in Medicine and/or NIH, as needed.
Labor Relations
- Supports the grievance and arbitration process, and maintains positive employee 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 response to any 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.
- Using data and analytics, 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 environmental tone within or between departments; partners with Strategic HRBP to develop action plans.
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 maintain regular communication.
Additional Leadership Responsibilities
- Performs all responsibilities of Employee and Labor Relations Partner plus: provides mentoring and training to partners, assumes lead on projects, acts as subject matter expert, possesses high level of experience in the field, investigates harassment and discrimination cases, assists with SOP development and maintenance.
- Performs other duties as assigned from time to time.
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 elevate issues.
- Ability to manage multiple commitments and priorities.
- Ability to maintain composure under pressure.
Additional Job Details (if applicable)
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
Grade
8At 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 .
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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