HR Advisor, Business Partnership

Mass General Brigham•Somerville, MA

9d•Hybrid

About The Position

Serve as a key consultant to the business leadership team, aligning HR strategies with business objectives to drive organizational success. Responsible for developing and implementing HR initiatives that enhance workforce performance, foster a positive company culture, and support the long-term strategic goals of the company. Establish and maintain solid working relationships with all levels of management and work with leadership to strategically and proactively analyze, monitor, and address HR efforts related to improving the work environment of the customers.

Requirements

Bachelor's Degree or Master's Degree in Human Resources or related field of study strongly preferred.
5+ years of Human Resource consulting/advising experience required.
Business Acumen – understand and apply information to develop the department’s/division’s action plan. Possess a business sense, with the ability to offer relevant and value-adding advice and recommendations.
Critical Evaluation – possesses strong conflict-resolution & problem-solving skills. Must be knowledgeable and resourceful.
Consulting and advising – provide expert guidance on complex HR matters and offer tailored solutions to leadership challenges.
Relationship Building – establish trust and rapport with business leaders.
Data-Driven Decision Making – use data to identify trends, forecast workforce needs, and measure the success of HR initiatives.
Change Management – lead HR change initiatives and manage their impact on employees.
Talent Management – support leadership succession plans and employee development strategies.
Possess strong interpersonal skills to effectively communicate with cross functional teams including employees at all levels of the organization.
Lead large project initiatives.

Responsibilities

Strategic HR Partnership – Collaborate with leaders to align HR strategies with business objectives, providing consultation on talent, workforce planning, compensation, succession, and organizational design.
Talent & Performance Management – Ensure the right people are in the right roles; drive performance management to support engagement, productivity, and high-performance culture.
Organizational Development & Culture – Lead organizational design, cultural transformation, and initiatives that foster inclusion, engagement, and continuous improvement.
Change Leadership – Design and implement change management strategies that ensure smooth transitions, effective communication, and strong stakeholder buy-in.
Human Capital Planning – Partner with leadership to create and execute people strategies that align with vision, mission, and goals, including workforce planning and succession.
Improvement & Solution Design – Address organizational gaps by developing solutions in leadership, structure, communications, talent, inclusion, engagement, wellbeing, learning, and compensation.
HR Analytics & Insights – Use HR data, metrics, and reporting to guide decision-making, track progress, and measure the impact of HR initiatives.
Compliance & Risk Management – Ensure compliance with employment laws and policies; proactively mitigate risks, strengthen employee relations, and maintain a safe, inclusive workplace.
Expertise & Innovation – Serve as a trusted HR advisor, maintaining best practices, leading system-wide HR programs, and driving innovative, future-focused solutions.