Executive Director, HR Business Partner - Anna Jaques Hospital

Beth Israel Lahey Health•Newburyport, MA

21h•Onsite

About The Position

The Executive Director, Human Resources Business Partner (HRBP) reports to the Vice President Business Partner (VPBP) and is responsible for driving critical human capital initiatives and associated business results. This role leads activities and ensures successful achievement of objectives related to employee engagement, workforce management, and performance management, thereby impacting overall business performance and employee engagement. The Executive Director provides strategic, creative, and collaborative leadership across the Medical Center, proactively diagnosing issues and opportunities and taking timely action for resolution. The position also involves close collaboration with the VP of Labor and Employee Relations on local and system-wide initiatives and various HR operational priorities. Key responsibilities include partnering in strategic planning, developing people strategies for a high-performing culture, supporting operational and strategic decisions, and providing input to HR Centers of Excellence (COEs). The HRBP serves as an advocate for business leaders, participates in leadership selection, and leads talent assessment and development. The role also involves coaching leaders on change management strategies, developing plans for change initiatives, and ensuring consistent communication. Furthermore, the Executive Director advises on employment/employee relations matters, assists with investigations and corrective actions, ensures compliance with federal and state laws, and consults with legal counsel when necessary. The position partners with organizational leadership and the Total Rewards COE on pay programs and ensures departmental policies and procedures are Joint Commission compliant, participating as the HR lead in relevant surveys. This role has the authority to direct and support employees' daily work activities and to recommend employment actions such as hiring, termination, corrective action, and performance reviews.

Requirements

Bachelor's degree in HR Business required.
More than 10 years related work experience required.
Minimum of 5 years Human Resources generalist experience across multiple disciplines (e.g., workforce planning; talent acquisition; career development) while interpreting and applying HR policies, procedures, programs and processes.
1-3 years supervisory/management experience required.
Ability to build strong, cross-functional relationships that involves and engages leaders and teams at all levels at the local hospital and throughout the system operations.
Knowledge of the HR functions and associated HR policies, approaches, and environmental constraints, as well as relevant HR laws and regulations.
Experience with computer systems required, including web based applications and some Microsoft Office applications which may include Outlook, Word, Excel, PowerPoint or Access.

Nice To Haves

Master's degree preferred.
SPHR or SHRM-SP certification.
Experience with Workday HRM.
Certification in change management (PROSCI or Certified Change Management Professional- CCMP).
Experience as a HRBP in a healthcare and unionized environment.
Proven track record of building positive relationships with union leadership.

Responsibilities

Partners in the planning process to ensure strategic plans drive business results.
Contributes to the development of people strategies that support a high performing culture, business strategies and objectives, and help to drive business and organizational performance through a positive employee engagement and experiences.
Support and influence key operational and strategic decisions.
Provides input to HR Centers of Excellence (COEs) regarding specific functional strategies, programs, and practices to ensure that they meet business needs.
Serves as an advocate for business leaders and managers.
Participates in the interview and selection process as needed to ensure consistent quality of leadership.
Leads talent assessment and development discussions leveraging program, approach, and template guidelines provided by HR COEs.
Coach leaders on change management strategies and resistance management techniques in accordance with the BILH change management methodology.
Create strategies to identify and overcome barriers (e.g., by facilitating meetings/conversations to identify root-cause issues of change blockers and coaching managers on appropriate tactics to mitigate or overcome issues).
Develops and implements plans to ensure exceptional results from change initiatives.
Identifies where inconsistent communications or messaging may appear and aligns communication plan with company strategy to ensure expected results.
Advises and counsels leaders on all employment/employee relations matters, ensuring consistency with policies and practices.
Assists with investigations and corrective action decisions.
May investigates issues related to working conditions, disciplinary actions or other.
Uses knowledge of federal and state laws, policies and practices to advise leadership and ensure compliance.
Keeps VP of Human Resources aware of employee relations issues and seeks guidance on complex matters.
Reviews potential legal issues with VP of HR and consults with Legal counsel, when warranted.
Prepares requested documentation and participates in matters, as requested by counsel.
Partners with organizational leadership and Total Rewards COE to ensure pay programs are in alignment, are budgeted, planned for and executed in an efficient and timely manner.
Ensures departmental policies, processes, procedures and outcomes are Joint Commission compliant.
Participates as Human Resources lead in Joint Commission, CMS and DPH surveys.
Has the authority to direct and support employees daily work activities.
Has authority to undertake or recommend the following employment actions: hiring, termination, corrective action and performance reviews.