Employee Relations Partner

Site: Mass General Brigham IncorporatedMass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.Job SummaryUnder 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.QualificationsPRINCIPAL DUTIES AND RESPONSIBILITIES:HR Policies, Terms, & Conditions of Employment· 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.Work ManagementConsults 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.AccommodationsManages 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.Complex CasesPartners 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. Types of cases include:· violence in the workplace · substance abuseabusive conductasset or drug diversioncompliance and privacy breachharassmentdiscrimination based on protected classesconflict resolution.Harassment & Discrimination CasesInvestigates harassment and discrimination concerns submitted through all avenues including, but not limited to:Know the Line and United Against Racism PortalCompliance LineSafety Reporting SystemAskMyHR PortalDirect HR ContactPrepares 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.Corrective Action Appeals & Labor VulnerabilityConsults 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.Data & Analytics· 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.Improvement DesignDevelops 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.Subject Matter Expertise/OtherMaintains 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.Performs all responsibilities of ER Partner plus: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 casesAssists with SOP development and maintenanceAdditional Job Details (if applicable)QualificationsBachelor’s degree or equivalent experienceAt 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 investigationsProficiency in Microsoft Excel, Word, PowerPoint, Outlook and HRIS web-based tools such as PeopleSoftCoaching, mentoring or similar experience preferred - Healthcare experience preferred.Skills/Abilities/Competencies: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 objectivesPossess strong interpersonal skills to effectively communicate with cross-functional teams including staff at all levels of the organizationWORKING CONDITIONS:Possible local travel to MGB sitesWhile performing the duties of this job, the employee is frequently required to sit; talk; or hear; use hands to finger; handle; or feel; and reach with hands and arms. The employee is occasionally required to stand; walk; and stoop; kneel; or crouch. The employee must frequently lift and/or move up to 5 pounds and occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision and depth perception.The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Normal office working conditions. The noise level in the work environment is quiet to moderate.Hybrid Schedule:M-F Eastern Business Hours requiredHybrid requires flexibility to be onsite weeklyAverage in office: 1 day per week on average. For a sensitive investigation we require flexibility for the business need, and on-site presence may be more than 1 day per week, this is panned ahead.Remote workdays require a stable, secure, quiet, compliant work station using MGB issued equipmentRemote TypeHybridWork Location399 Revolution DriveScheduled Weekly Hours40Employee TypeRegularWork ShiftDay (United States of America)Pay Range$63,648.00 - $92,570.40/AnnualGrade6At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.EEO Statement:0100 Mass General Brigham Incorporated is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at View phone number on click.appcast.io.Mass General Brigham Competency FrameworkAt Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline. #J-18808-Ljbffr Mass General Brigham Incorporated