Director, Provider Employee Relations

Beth Israel Lahey Health

2d•$130,000 - $160,000•Hybrid

About The Position

When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives. Under the direction of the Divisional VP/HPBP - Clinical Units, this role independently advises executive, clinical and operational leaders and HR colleagues regarding routine and complex provider employee relations issues, including workplace complaints, performance concerns, and accommodation requests in alignment with our BILH values and Code of Conduct. Advises on the interpretation of Human Resources policies, 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. Partners with the Office of the General Counsel, Compliance, Patient Safety & Risk, Absence, Employee Health, operational leaders, and the office of the CMO as required to resolve issues, foster engagement, and advance our BILH values and culture. Partners with operational and clinical leaders, Provider Recruitment, Provider Compensation, the Office of the General Counsel and Immigration to ensure alignment on FTE and role changes. (Hybrid)

Requirements

Bachelor’s degree Human Resources, Business, Social Science, Public Administration or related field
10 years’ experience HR Business Partner and/or Employee Relations required
5 years in a healthcare environment working with providers
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 providers and 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 escalate issues.
Ability to manage multiple commitments and priorities.
Ability to maintain composure under pressure.

Nice To Haves

Master’s degree in Human Resources, Human Resources, Business, Social Science, Public Administration or related field preferred
SHRM-CP or SPHR desired
Possesses high level of experience in Employee and Labor Relations field.

Responsibilities

Conducts sensitive, confidential, objective and thorough investigations regarding topics including but not limited to discrimination basis of protected class, harassment, retaliation, violence in the workplace, substance abuse, abusive conduct, asset or drug diversion, and compliance and privacy breaches.
Reviews cases with the Office of the General Counsel and HR Centers of Excellence (COEs) as appropriate, to determine investigation approach.
Prepares reports of investigatory findings, presents findings to Medical Group leaders, and makes recommendations regarding remedial actions.
Consults with leaders on conflict resolution and involve resources such as EAP as appropriate.
Works with HR business partner team on strategic prevention plans following resolution of concerns, as appropriate.
Partners with the Office of the General Counsel, Absence, and/or Employee Health on religious, disability, and pregnancy accommodation requests for providers, including facilitation of the interactive dialog process.
In partnership with clinical leadership, provides counsel to leaders, physicians and advanced practice providers, including Contingent Workers, on: Policies, terms and conditions of employment, Whether a policy has been violated, Performance management concerns, Performance improvement plans and efforts.
Aids in appropriate corrective measures and interventions, including assistance with drafting feedback and facilitating related conversations with providers.
Supports the exit process for voluntary and involuntary employment terminations, including the job elimination process.
May participate in termination meetings with affected providers.
Partners with Office of the General Counsel, Compliance, Patient Safety and Risk, etc., as needed, on complex employee relations cases.
Supports the Office of General Counsel with the preparation of a response to complaints filed with the MCAD, EEOC or other government agencies.
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.
Collaborates with HR, Operational, and Clinical leaders across employment entities as needed, specifically when the employment contracts are within those entities but leased (or equivalent) to BILHMG.
Partners with operational and clinical leaders, Provider Recruitment, the Office of the General Counsel and Immigration to ensure alignment on FTE and/or role changes for our Providers.
Partners with Finance in the administration of provider compensation plans as needed.
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 provider work and/or learning experience and environment.
Develops action plans and works with clinical and operational leadership as well as the Talent Development team to address workplace and/or employee engagement concerns.
Educates providers and leaders at all levels about effective management practices and leadership styles.
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 team to provide updates on all cases within their portfolios and maintain regular communication.
Assumes lead on various projects.
Acts as subject matter expert.
Investigates harassment and discrimination cases.
Assists with SOP development and maintenance.
Performs other duties as assigned from time to time.