Labor Relations Specialist

Site: Mass General Brigham Incorporated Mass 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 Summary Responsible for advising managers and HR Business Partners (HRBPs) regarding employee and/or labor relations situations and the interpretation of personnel policies, labor contracts, and state/federal employment laws. The ERLR Partner will provide comprehensive internal employee and labor relations consultation, conduct investigations, present findings and recommendations, support collective bargaining negotiations, and develop and maintain positive working relationships with staff, leadership, and union representatives. The ERLR Partner will develop and evaluate overall employee and labor relations trends/themes and proactively make recommendations to address root causes. They will partner with the MGB Centers of Excellence (COEs), including the Employee and Labor Relations team as well as the Office of General Counsel (OGC), as needed, and will work collaboratively with the MGB Employee and Labor Relations Center of Excellence (COE) to assess training needs and assist in the delivery of training on employee relations and labor issues. Primary Responsibilities Provides guidance and support related to employee and labor relations including policy and contract interpretation and implementation, performance management, corrective action, employment terminations (including reduction in force), appeal/grievance process and conflict resolution. Addresses concerns from workforce members that impact employee experience; conducts confidential, objective and thorough investigations; prepares and presents reports of the findings and provides consultation regarding the implementation of action plans to address concerns. Partners with the MGB ERLR COE and OGC on complex ERLR cases, demand letters, collective bargaining negotiations, labor arbitrations and other proceedings as necessary. In partnership with the ERLR COE, consults with business leaders on maintaining positive employee relations; assists the ERLR COE in conducting climate surveys to assess the general environmental tone within or between departments and to determine areas of employee concern; partners with HRBP and leadership to develop action plans to address issues. Manages ADA, religious, and pregnancy accommodation requests using an HR case management system; conducts interactive dialogue processes with employee, operational leadership, Occupational Health, and other necessary participants for all accommodation requests, including religious, medical, or pregnancy‑related accommodations. Using data including workforce dashboards, identifies gaps, themes, trends and root causes impacting staff engagement and retention, effective performance, delivery of services, and organizational strategy. Qualifications Bachelor’s Degree in a related field of study required; relevant experience acceptable in lieu of a degree. 3+ years of experience in Employee Relations/Labor Relations or Human Resources Business Partner Level role or equivalent required. Knowledge, Skills And Abilities Action Oriented – Taking on new opportunities and tackling challenges with a sense of urgency, high energy, and enthusiasm. Collaborates – Building partnerships and working collaboratively with others to meet shared objectives. Communicates Effectively – Developing and delivering multi‑mode communications that convey a clear understanding of the unique needs of different audiences. Customer Focus – Building strong customer relationships and delivering customer‑centric solutions. Manages Conflict – Handling conflict situations effectively, with a minimum of noise. Situational Adaptability – Adopting an approach and demeanor in real time to match shifting demands of different situations. Values Differences – Recognizing the value that different perspectives and cultures bring to an organization. Schedule and Work Model Full‑time, Monday through Friday, standard business hours. Hybrid work model: On‑site work required at McLean Hospital in Belmont, MA dependent on business needs, as well as occasional team meetings at Assembly Row in Somerville, MA. On remote workdays, employees must use a stable, secure, and compliant workstation in a quiet environment; Teams Video is required and must be accessed using MGB‑provided equipment. Remote Type Hybrid Work Location 115 Mill Street Scheduled Weekly Hours 40 Employee Type Regular Work Shift Day (United States of America) Pay Range $63,648.00 - $92,570.40 / Annual At 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. EEO Statement 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 Framework Our competency framework defines what effective leadership “looks like” by specifying the behaviors most critical for successful performance at each job level. It is comprised of ten competencies (half People‑Focused, half Performance‑Focused) and is used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline. #J-18808-Ljbffr