Employee & Labor Relations Manager for Medical Staff and Research Faculty

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

**Please note that this role requires a Juris Doctor (JD)**

Join a highly visible and impactful Employee Relations team where you will serve as a trusted advisor to executive leaders, faculty, trainees, managers, and HR partners across a world-class academic healthcare and research environment. In this influential role, you will help shape a positive, respectful, and compliant workplace culture by providing expert guidance on complex employee and labor relations matters.

Reporting to the Director of Employee Relations and Professionalism, you will independently manage a broad range of employee relations issues, including workplace investigations, performance concerns, accommodations, policy interpretation, and conflict resolution. You will partner closely with clinical, research, and operational leaders to navigate sensitive situations, mitigate risk, and drive fair and consistent outcomes.

This Role Offers:

The opportunity to make a meaningful impact by leading investigations, identifying workplace trends, delivering training, supporting labor relations initiatives, and contributing to organizational strategies that foster professionalism, accountability, and employee engagement. You'll also collaborate with union representatives, HR colleagues, legal teams, and key stakeholder groups to support a respectful and inclusive workplace for all.

• Strategic, high-impact position with significant visibility across the organization.
• Opportunity to influence workplace culture and organizational effectiveness.
• Exposure to complex employee and labor relations matters in a dynamic healthcare and research environment.
• Collaborative partnership with senior leaders, HR professionals, and labor representatives.
• Meaningful work that directly supports employee engagement, professionalism, and organizational success.

Primary Responsibilities:

• Serve as a trusted advisor to executive leaders, managers, faculty, trainees, and HR partners on routine and complex employee and labor relations matters.
• Conduct sensitive workplace investigations involving harassment, discrimination, retaliation, and other employment concerns.
• Interpret and apply employment policies, collective bargaining agreements, medical staff bylaws, and federal and state employment laws.
• Prepare comprehensive investigation reports, present findings, and recommend appropriate corrective actions.
• Provide coaching, conflict resolution, and guidance on employee performance, conduct, and workplace concerns.
• Identify workplace trends and recommend proactive solutions to strengthen culture and reduce risk.
• Deliver employee relations and professionalism training to leaders and staff.
• Support grievance administration, labor-management relationships, and collective bargaining activities as needed.
• Partner with organizational stakeholders to promote professional conduct, workplace respect, and policy compliance.

Work Duties Include:

Workplace Investigations

- Conducts sensitive, confidential, objective and thorough investigations regarding topics including but not limited to discrimination basis of protected class, harassment, retaliation, violence in the workplace, substance abuse, abusive conduct, asset or drug diversion, and compliance and privacy breaches. Reviews cases with Director of Employee Relations and Professionalism, as appropriate, to determine investigation approach.

- Prepares reports of investigatory findings, presents findings to leaders, and makes recommendations regarding remedial actions.

- Consults with leaders on conflict resolution and involve resources such as OMCOSS, EAP and/or DEI as appropriate.

- Assesses and addresses concerns related to authorship, research integrity, intellectual property disputes, as appropriate.

- Works with HR business partner team on strategic prevention plans following resolution of concerns, as appropriate.

Religious, Disability, and Pregnancy Accommodations

- Manages religious, disability, and pregnancy accommodation requests for medical staff and research faculty personnel, including facilitation of the interactive dialog process.

Performance Management and Leadership Consultation

- Provides counsel to leaders, physicians, advanced practice providers, researchers and trainees, including POIs, on:

- Policies, terms and conditions of employment

- Whether a policy has been violated

- Performance management concerns

Performance Improvement Plans and Efforts

- Aids in appropriate corrective measures and interventions, including assistance with drafting feedback and facilitating related conversations with physicians, advanced practice providers, research and trainee personnel.

- Supports the exit process for voluntary and involuntary employment terminations, including the job elimination process. May participate in termination meetings with affected physicians, advanced practice providers, research and trainee personnel.

- Utilizes MGB Employee and Labor Strategy Center of Excellence expertise and other internal resources, as needed, for complex cases.

Collaboration with Key Stakeholders

- Partners with the MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, Patient Safety and Risk, Patient Family Relations, Privacy and Compliance, etc., as needed, on complex employee and labor relations cases.

- Supports MGB Employee Relations and Labor Strategy Center of Excellence and the Office of General Counsel with the preparation of a response to complaints filed with the MCAD, EEOC or other government agencies. Attends and/or testifies at hearings and arbitrations, as appropriate.

- Supports the Office of General Counsel with the preparation of reports to the Board of Registration in Medicine and/or NIH, as needed.

Labor Relations

- Supports the grievance and arbitration process, and maintains positive employee relations and labor-management relations.

- Prepares, interprets, processes and educates around changes to collective bargaining agreements and contract negotiations.

- Provides guidance regarding contract and non-contract issues, including but not limited to discipline, grievance and arbitration resolution, employment terms and conditions, problem-solving and contract administration.

- Partners with MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, and leaders to support response to any labor organizing activities related to physicians, advanced practice providers, researchers and research fellows.

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 leaders to support a positive physician, advanced practice providers, research and trainee personnel work and/or learning experience and environment.

- Under the guidance of Employee and Labor Relations leadership, facilitates and/or conducts climate surveys to assess the general environmental tone within a department or between departments to determine areas of faculty and/or trainee concern. Partners with Strategic HRBP and appropriate leadership to develop action plans to address identified issues.

Improvement Design

- Develops action plans and works with Strategic HRBP and People & Organizational Development (P&OD) to address workplace and/or employee engagement concerns.

- Educates physician, advanced practice providers, research and trainee personnel, and leaders at all levels about effective management practices and leadership styles.

Subject Matter Expertise:

- 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 to provide updates on all cases within their portfolios and maintain regular communication.

Performs all responsibilities of Employee and Labor Relations Partner plus:

- Provides mentoring and training to Employee and Labor Relations Partners.

- Assumes lead on various projects.

- Acts as subject matter expert.

- Possesses high level of experience in Employee and Labor Relations field.

- Investigates harassment and discrimination cases

- Assists with SOP development and maintenance

Qualifications

Qualifications

• Juris Doctor required; Bachelor's Degree required
• 5+ years of Employee Relations/HR Business Partner experience required

Additional Skills for Success:

• Business acumen and ability to support department/division action plans.
• Critical evaluation and data analytic skills.
• Leadership and navigation of department initiatives.
• Consultation and guidance to leaders.
• Exceptional written and verbal communication skills.
• Relationship management and change management abilities.
• Strong customer-service orientation.
• Current knowledge of state and federal employment and labor laws.
• Ability to work independently with minimal supervision and understand when to escalate issues.
• Ability to manage multiple commitments and priorities.
• Ability to maintain composure under pressure.

Additional Job Details (if applicable)

Schedule and Work Model:

• Full-time, Monday through Friday, standard business hours.
• Hybrid work model requires flexibility to be on-site weekly at Assembly Row or any other Mass General Brigham site based on business needs.
• Average in office: 1 day per week. For a sensitive investigation we require flexibility 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 equipment.

Salary

To ensure fairness, salary is determined by internal equity and how a candidate's experience aligns with those currently in the role. Those with enough experience may exceed the range outlined below. 99,465.60 - 144,643.20

Remote Type

Hybrid

Work Location

399 Revolution Drive

Scheduled Weekly Hours

40

Employee Type

Regular

Work Shift

Day (United States of America)

Pay Range

$99,465.60 - $144,643.20/Annual

Grade

8At 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 aiapply.co.

Mass General Brigham Competency Framework

At 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.