Senior Employee Relations Partner

Mass General Brigham•Somerville, MA

2d•$78,000 - $113,454•Hybrid

About The Position

Under the direction of the Director of Human Resources—Employee Relations, the Sr. Employee Relations Partner is responsible for advising managers and HR Business Partners (HRBPs) regarding complex employee relations situations and the interpretation of Human Resources policies, State/Federal employment laws and labor contracts. The incumbent will provide comprehensive internal employee consultation throughout BWH, conduct investigations, write reports, and present findings and recommendations. The incumbent will develop and evaluate overall employee relations trends/themes and proactively make recommendations to address root causes.  The incumbent will work collaboratively with the Mass General Brigham Employee and Labor Relations Center of Excellence (COE) to discuss training needs and to assist in delivery training as appropriate on employee relations and labor issues.  This guidance from MGB ER as needed, this position will partner with the HRBPs to implement recommendations to address employee relations issues.  The incumbent will work closely with Partners Centers of Excellent (COEs) including the Employee Relations/ Labor Relations team as well as the Office of General Counsel.

Requirements

Bachelor’s degree or equivalent experience
At least 3-5 years in Employee Relations/Labor Relations, or Human Resources Business Partner role demonstrating progressive experience and independence
Must have experience with employee relations issues and/or investigations
Proficiency in Microsoft Excel, Word, PowerPoint, Outlook and HRIS web-based tools such as PeopleSoft
Business Acumen – the ability to understand and apply information to develop the department’s/division’s action plan. Must have business-savvy to offer relevant and value-adding advice and recommendations.
Critical Evaluation – The ability to interpret information and data to make HR & business decisions and recommendations, and to translate data into action.
Strong conflict-resolution & problem-solving skills. Must be knowledgeable and resourceful. Good data analytic skills and capability. Ability to think critically.
Leadership and Navigation – The ability to direct and contribute to initiatives and processes within the department/division.
Consultation – The ability to provide guidance to leaders, to be a forward thinker & to be solution oriented. The ability to have excellent listening skills, to have empathy & trustworthiness.
Communication – The ability to effectively exchange information with stakeholders. Strong communication skills.
Relationship Management – The ability to manage interactions to provide service and support to the organization, to build and maintain effective working relationships.
Change Management – The ability to be open, adaptive and to drive change.
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.
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

Nice To Haves

Coaching, mentoring or similar experience preferred
Healthcare experience preferred.

Responsibilities

Manages HR Policies (terms and conditions of employment) development, revisions, counsel, interpretation, implementation and enforcement.
Provides leadership training and guidance around policy application where necessary.
Consults and/or manages Corrective Action Appeals process with managers and ER colleagues, including documentation and evidence collection and issue summary development for Appeals panel or Department Leader, as necessary.
Conducts sensitive, confidential, objective and thorough investigations. Prepares reports of the findings, presents findings to specific audiences, and makes recommendations to address root cause issues. Reviews cases with Director of Human Resources, Employee Relations, as appropriate for investigation.
Addresses concerns involving employees and POIs which impact the management of work. Works with HRBP team on strategic prevention plans around gaps or patterns following resolution of concerns.
Provides counsel to operational leaders, managers, employees and POIs on: o policies, terms and conditions of employment o whether a policy has been violated o performance management concerns o performance improvement plans and efforts.
Aid in appropriate corrective action, including assistance on drafting related feedback and conducting conversations with employees.
Manage the exit process for voluntary and involuntary terminations, including the job elimination process. May participate in termination meetings with affected employees.
Brings in COE expertise as needed regarding LOAs, etc. Accommodations
Manages ADA and Federal/State Pregnant Workers Fairness Acts accommodation requests.
Conducts Interactive Dialogue process for standard accommodation requests including requests for religious, medical, or pregnancy related accommodations.
Partners with MGB ER/LR and OGC for consultation as needed on (non-leadership) complex ER cases, demand letters, and other proceedings as necessary.
Supports ER/LR Center of Excellence and the Office of General Counsel with the preparation of a response to complaints filed with the MCAD, EEOC or other relevant agencies and attends and/or testifies at hearings and arbitrations as appropriate.
Investigates harassment and discrimination concerns submitted through all avenues including, but not limited to: Know the Line and United Against Racism Portal Compliance Line Safety Reporting System AskMyHR Portal Direct HR Contact
Prepares reports of findings where warranted, presents findings, makes recommendations to address conduct and to review for root cause.
Consults with managers on conflict resolution. Involves OMCOSS, EAP and/or DEI when appropriate.
Consults with managers regarding implementation of investigation resolution.
Consults with managers on Corrective Action Appeal cases, gathers documentation, administers appeals and/or grievance process, reviews actions, schedules meetings, works with managers to evaluate merits of the appeal, works to closure including communicating with grievant.
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 managers to support a positive employee experience environment.
Under the guidance of ER Leadership, conducts climate surveys to assess the general environmental tone within a department or between departments to determine areas of employee concern. Partners with HRBP and Manager to develop action plans to address issues.
Develops action plans working with the HRBPs and Learning & Organizational Development to address root causes.
Educates employees, managers, 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 updated on all cases within their portfolios – maintains communication.
Provides mentoring and training to ER Partners.
Assumes lead on various projects.
Acts as subject matter expert.
Possesses high level of experience in ER field.
Harassment and discrimination cases
Assists with SOP development and maintenance