Sr. Employee Relations Partner-(3305640) - Partners Healthcare System

This is a hybrid role that would require an onsite presence at an MGB site (including MGH and BWH).

Under the direction of the AMC Director of Professionalism, the Sr. Employee Relations Partner - Professionalism is responsible for independently advising physician and/or research leaders, executive and administrative leaders and HR Business Partners (HRBPs) at Brigham & Women’s Hospital (BWH) and Massachusetts General Hospital (MGH) regarding routine and complex faculty and trainee employee and labor relations issues including workplace complaints, performance concerns and accommodation requests. The incumbent will conduct investigations (including harassment, retaliation, discrimination), write investigative reports and present findings, identify workplace trends and deliver training. The incumbent will manage physician, research and trainee workplace concern resolution, provide guidance, coaching and support, interpret HR policies and guidelines, act as a liaison with other HR colleagues and respond timely to workplace concerns and complaints. The incumbent will monitor and evaluate overall employee relations trends/themes and proactively make recommendations to address root causes.  The incumbent will work collaboratively with the MGB Employee Relations & Labor Relations Center of Excellence (ERLR COE) to discuss training needs and to assist in training delivery, as appropriate, on employee and labor relations topics. The incumbent will work closely with MGB Centers of Excellence (COEs) including ERLR, Benefits, and Compensation as appropriate, as well as the Office of General Counsel (OGC).

PRINCIPAL DUTIES AND RESPONSIBILITIES:

HR Policies, Terms, & Conditions of Employment

·Provides advice and counsel related to the interpretation and enforcement of HR policies (terms and conditions of employment) and employment agreements with respect to physicians, physician leaders, trainees, research leaders/PIsand research fellows.

·Provides leadership training and guidance around policy application, as needed.

Work Management

·Conducts sensitive, confidential, objective and thorough investigations. Prepares reports of the findings, presents findings to specific audiences, and makes recommendations to appropriately address issues. Reviews cases with Director of Professionalism, as appropriate, to determine investigation approach.

·Addresses concerns involving physicians, researchers, trainees, employees and POIs which impact the management of work. Works with HRBP team on strategic prevention plans following resolution of concerns.

·Provides counsel to leaders, physician, research and trainee personnel including POIs on:

opolicies, terms and conditions of employment

owhether a policy has been violated

operformance management concerns

operformance improvement plans and efforts.

·Aids in appropriate corrective measures and interventions, including assistance with drafting feedback and facilitating related conversations with physicians 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 physician, research and trainee personnel.

·Utilizes MGB COE expertise and other internal resources, as needed, regarding leaves of absence, accommodation requests, etc, for physician, research and trainee personnel.

Accommodations

·Manages ADA and Federal/State Pregnant Workers Fairness Acts accommodation requests for physician, research and trainee personnel.

·Facilitates and/or conducts Interactive Dialogue process for standard accommodation requests including requests for religious, medical, or pregnancy related accommodations.

Complex Cases

·Partners with the MGB ERLR COE and OGC for consultation, as needed, on complex employee and labor relations cases, demand letters, and other proceedings as necessary.

·Supports MGB ER/LR COE 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.

Types of cases include:

·violence in the workplace

·substance abuse

·abusive conduct

·asset or drug diversion

·compliance and privacy breach

·harassment

·discrimination based on protected classes

·conflict resolution

Harassment & Discrimination Cases

·Investigates harassment, discrimination and retaliation concerns submitted through all reporting mechanisms including, but not limited to:

·Know the Line and United Against Racism Portal

·Compliance Line

·Safety Reporting System

·AskMyHR Portal

·Direct HR Contact

·Prepares investigation reports where warranted, presents findings and makes recommendations to address policy violations.

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

·Consults with leaders regarding implementation of investigation resolution.

Labor Consultation

·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.

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, research and trainee personnel work and/or learning experience and environment.

·Under the guidance of AMC Employee 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 physician 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, research and trainee personnel, 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 to provide updates on all cases within their portfolios and maintain regular 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.

·Investigates harassment and discrimination cases

·Assists with SOP development and maintenance

·Performs other duties as assigned from time to time

QUALIFICATIONS :

• JD, or equivalent advanced degree, highly preferred.
• PHR/SPHR, SHRM-SCP or CP or related certification preferred.
• Minimum 5 - 7 years progressively responsible employee relations experience, preferably in the healthcare industry.
• Must have experience conducting investigations related to workplace harassment, discrimination and retaliation complaints.
• Human Resources and/or Employee Relations experience in a labor environment strongly preferred.
• Proficiency in Microsoft Excel, Word, PowerPoint, Outlook and HRIS web-based tools such as PeopleSoft or Work Day.
• Coaching, mentoring or similar experience preferred.

SKILLS/ABILITIES/COMPETENCIES:

• Business Acumen– the ability to understand and apply information to develop and support 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, be objective and to have empathy & establish credabillity.
• Communication – The ability to effectively exchange information with stakeholders. Strong written and verbal communication skills.
• Relationship Management – The ability to deal tactfully and professionally with a wide variety of people including but not limited to leaders, physicians, residents, researcher faculty and fellows, human resources colleagues to provide service and support to the organization, and to build and maintain effective working relationships.
• Change Management – The ability to be collaborative, 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, Employee Assistance Program (EAP), Office of the General Counsel, Privacy, Compliance, Information Security, Employee Records, HRIS, Police & Security, Payroll, and Commuter Services.
• Ability to independently manage investigations and/or 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 organizational needs.
• Strong customer-service orientation. Effective in operating in a collaborative, matrixed environment.
• Analytical skills to gather, integrate and assess information from various sources, summarize information and recommend solutions.
• Ability to work independently with limited supervision and understand when to escalate issues.
• Well organized, self-directed, professional demeanor under pressure, and ability to prioritize multiple work demands.
• Motivated, and engaged; willing and able to commit the time necessary to accomplish position’s objectives to include schedule flexibility, as needed, to meet specific project or investigatory timelines.
• Possess strong interpersonal skills to effectively communicate with cross-functional teams including staff at all levels of the organization.

·None

·No direct budgetary responsibility

·Demonstrates fiscal responsibility by effectively using MGB resources

·Protects the fiscal interests of MGB by being conservative in daily expenditures and in making recommendations on compensation.

·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.

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 the law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment.