Employee Relations Partner-(3309815) - Partners Healthcare System

While a mostly remote role, this role will require occasional travel onsite to MGB sites (including Assembly Row, BWH, and MGH) to complete investigations.

Under the direction of the Manager—Employee Relations, the Employee Relations Partner is responsible for advising managers and HR Business Partners (HRBPs) regarding employee relations situations and the interpretation of personnel policies, as well as State/Federal employment laws. The incumbent will provide comprehensive internal employee consultation and may be asked to prepare responses to internal and external complaints, 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 assess and conduct training on employee relations and will partner with the HRBPs to implement recommendations to address employee relations issues.  The incumbent will partner with MGB Centers of Excellence (COEs) including the Employee Relations/ Labor Relations team as well as the Office of General Counsel, as needed.

PRINCIPAL DUTIES AND RESPONSIBILITIES:
HR Policies, Terms, & Conditions of Employment
• Provides HR Policy guidance (terms and conditions of employment), counsel, interpretation, implementation and enforcement. Makes recommendations to ER Leadership and ERLR regarding development and potential revisions.
• Provides leadership training and guidance around policy application where necessary.

Work Management
• 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 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 and collaborates with the HR Business Partner regarind the job elimination process. May participate in termination meetings with affected employees.
• Brings in COE expertise as needed regarding LOAs, etc.

Accommodations
• Manages ADA, Religious, and Federal/State Pregnant Workers Fairness Acts accommodation requests using HR Case Management System.
• Conducts Interactive Dialogue process with employee, operational leadership, Occupational Health, and other necessary participants, for all accommodation requests including requests for religious, medical, or pregnancy related accommodations.

Complex Cases
• Under the guidance and direction of local ER leadership, 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 demand letters and/or complaints filed with the MCAD, EEOC or other relevant agencies and attends and/or testifies at depositions, hearings and arbitrations and other administrative proceedings, as appropriate.
• 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 , EAP and/or DEI when appropriate.
• Consults with, and guides managers regarding implementation of investigation resolution.

Types of cases include but are not limited to:
• violence in the workplace
• substance abuse/reasonable suspicion
• abusive conduct/bullying
• asset or drug diversion
• compliance and privacy breach
• conflict resolution

Corrective Action Appeals & Labor Vulnerability
• Consults with, and guides, 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 Design
• 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.

Subject Matter Expertise/Other
• 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.
• Other duties as assigned

QUALIFICATIONS :
• Bachelor’s Degree or equivalent experience
• At least 2-3 years in Employee Relations/Labor Relations or Human Resources Business Partner level role or equivalent experience
• Must have demonstrated strong, independent experience with employee relations issues and/or investigations
• PHR/SPHR, or other HR certification preferred
• Proficiency in Microsoft Excel, Word, PowerPoint, Outlook and HRIS web-based tools such as PeopleSoft, Workday

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 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 position’s objectives
• Possess strong interpersonal skills to effectively communicate with cross functional teams including staff at all levels of the organization

WORKING CONDITIONS:

• Possible local travel to MGB sites
• While performing the duties of this job, the employee is frequently required to sit; talk; or hear; use hands to finger; handle; or feel; 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.

About Us:

As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community by leading innovation across our system. Founded by Brigham and Women’s Hospital and Massachusetts General Hospital, Mass General Brigham supports a complete continuum of care including community and specialty hospitals, a managed care organization, a physician network, community health centers, home care and other health-related entities. Several of our hospitals are teaching affiliates of Harvard Medical School, and our system is a national leader in biomedical research.

We’re focused on a people-first culture for our system’s patients and our professional family. That’s why we provide our employees with more ways to achieve their potential. Mass General Brigham is committed to aligning our employees’ personal aspirations with projects that match their capabilities and creating a culture that empowers our managers to become trusted mentors. We support each member of our team to own their personal development—and we recognize success at every step.

Our employees use the Mass General Brigham values to govern decisions, actions and behaviors. These values guide how we get our work done: Patients, Affordability, Accountability & Service Commitment, Decisiveness, Innovation & Thoughtful Risk; and how we treat each other: Diversity & Inclusion, Integrity & Respect, Learning, Continuous Improvement & Personal Growth, Teamwork & Collaboration.

Mass General Brigham is an Equal Opportunity Employer. By embracing diverse skills, perspectives and ideas, we choose to lead. 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.