Sr HR Business Partner

LOA coverage
100% remote, temp only
M-F (40 hrs / week) flexible start/ end time within business hours
Equipment provided
Compensation Talent Pay Rate: $50/hr - $60/hr, depending on experience

MUST HAVES

- Experience handling *employee* relations and *labor* relations issues

- High Volume experience

- Ability to handle senior level HR work related to strategy, compensation, workforce development, career pathways

- Preferred: experience working with nurses, inpatient nursing

- Additional role qualifications included below

Job Summary

Reporting to the Director of Human Resources, the Sr Human Resources Business Partner serves as an advisor to selected departments. The Sr Human Resources Business Partner provides strategic support and HR services in the areas of 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 and works with senior 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 in projects and large-scale initiatives in support of the business unit(s) and/or the HR department.

Additionally, the Sr. HR Business Partner provides leadership within the HR team and mentors new team members. Principal Duties and Responsibilities Employee Relations Consults with and advises managers and employees on employee relations issues. This includes but is not limited to:

- 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

- Provides sound guidance that results in a positive and respectful employee relations environment that is in compliance with federal and state laws and Mass General Brigham policies.

- Consults with Mass General Brigham's Employee & Labor Relations, Office of the General Counsel and other functional departments as needed to successfully investigate and manage employee relations issues. Training and Communication

- Creates, facilitates, and conducts specialized trainings and presentations as needed, both at the request of senior leadership and proactively. 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.

Compensation

- Consults with managers and Compensation department regarding job analysis and evaluation.

- Conducts and participates in market and equity reviews. - Participates in market survey and subsequent analysis.

Organizational Change and Development:

- Partners with Organizational Development and Learning Services 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.

Administrative

- Manages PeopleSoft queue in a timely and efficient manner. Ensures compliance with Mass General Brigham policies in transactions.

- 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 Mass General Brigham to provide excellent customer service.

- Manages administrative consolidations of groups and individuals moving onto the Mass General Brigham payroll from affiliate payrolls. Recruitment

- Advises 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.

- Provides subject matter expertise, market knowledge, and knowledge of the operations of business partners.

- Leverages relationships with departments to set recruiters up for success. Participates in recruitment related events, partnerships, and strategies as needed.

Other

- Acts as a resource on committees and sub-committees for Mass General Brigham 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 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

- Bachelors Degree in Human Resources, one of the social sciences, business, or a related field.

- Minimum of 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 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. 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.

- Demonstrated experience in Employee Relations as described above.

- Ability to build and maintain successful relationships with all levels of the organization, achieve credibility, and influence outcomes.

- Strong negotiation and consensus-building skills, as 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 escalate 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

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Sr HR Business Partner

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