Human Resources Director, Professional Services

Brigham And Women's Hospital Boston , MA 02298

Posted 2 weeks ago

As a not-for-profit organization, Partners HealthCare 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, Partners HealthCare 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. Partners HealthCare 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 developmentand we recognize success at every step.

Our employees use the Partners HealthCare 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

General Overview

Under the direction of the Executive Director of Human Resources, the HR Director will lead a team of HR Business Partners responsible for collaborating with Brigham Health Business Leaders and HR Leaders to develop and implement forward thinking strategic human capital plans that are linked to business strategy and focused on enhancing a high-performance culture in which all colleagues thrive. The HR Director will pro-actively manage the team, set priorities, provide support to the team around day to day employee/labor relations issues, and will create a welcoming environment in which employee concerns are addressed. The HR Director will be responsible for utilizing data and metrics to measure performance and will be responsible for developing, implementing and revising HR Policies and Procedures.

Principle Duties and Responsibilities

  • The HR Director will lead a team and provide counsel to Senior HR Business Partners and HR Business Partners to address the business needs and goals of the organization, through the process of developing and implementing Human Capital Business Plans in partnership with leaders, to include key areas such as workforce planning and development, diversity and inclusion, engagement, leadership development, continuity and talent review, onboarding, orientation, retention, change management, and enhancing the culture for high performance and success.

  • The HR Director will conduct Human Capital Business Planning in collaboration with Leaders, provide counsel, implement and evaluate using data such as patient experience HCAPS results, culture of safety survey results, culture and diversity & inclusion assessment results, employee and labor relations trends/data, engagement survey results including the accountability index and inclusion index, workforce analytics (e.g. 90 day, one year and two-year turnover) and other sources of feedback. Dashboards for Managers will be provided with workforce data for analysis and use in developing plans and taking action.

  • The HR Director will lead a team of Senior HR Business Partners and HR Business Partners to manage day to day employee and labor relations activity, working to identify trends and to work with Learning and Organizational Development to identify management development needs. They will provide an avenue for employees to resolve concerns, and will be an advocate for employees, providing guidance, coaching and support, interpreting policies, acting as a liaison with other HR departments and responding appropriately to concerns and complaints.

  • The HR Director will lead the Senior HR Business Partners to conduct organizational and team climate assessments and to develop interventions to address conflicts and gaps. Works with the Learning and Organizational Development Team as needed to address leadership and team development needs.

  • Management oversight will include the implementation and evaluation of programs, plans, and themes that result in increased organizational effectiveness and leadership/employee engagement. Leads/manages a variety of special projects and initiative.

  • Develops and maintains strong and trusting relationships with business leaders and employees. Acts as role model for HR Business Partners.

  • The HR Director will evaluate the performance of the HR Business Partners against the needs of the managers/leader and will conduct regular surveys with Managers for feedback.

  • The HR Director will be responsible for developing, implementing and revising HR Policies and Procedures. Ensures compliance with all federal, state and local legislation relating to compensation, benefits, employment and labor practices and similar aspects of human resource management.

  • Serves as a strategic member of the HR management team, which includes identifying issues and proposing solutions. Collaborates with managers/directors within Human Resources and Partners Healthcare System to leverage HR programs and practices to execute major workforce initiatives to deliver integrated HR solutions to the business.

  • Manages the work of the HRBP team during Mergers and Acquisitions, following the steps identified in the PHS M&A Playbook for HR.

  • Responsible for recruitment and retention of HRBP team, making the appropriate selection, development and effectively managing the team to increase the effectiveness, value and visibility of HR to BH leaders.

  • Responsible for ensuring the HRBP team effectively engages and leverages the capabilities of the staffing partners and business partners in support of successful execution of business strategies and goals.

  • Encourage diverse thought and creative solutions that challenge the status quo and move the organization toward high performance and success.

  • Initiates, promotes and maintains collaborative relationships with all departments throughout the Hospital and with HR staff. Attends and participates in departmental and Hospital meetings.

  • Maintains staff competencies and departmental measurements that support the accomplishment of the HR goals. Ensures that behaviors of the HRBP team reflect the BH values.

  • Works to simplify processes, systems and interactions that add value to leadership and help to solve day-to-day operational problems.

  • Each HR Director manages 4 7 FTE's as direct reports, and supports approximately 5,000 (21,000 total which includes 3,000 POI's) employees and 500 (1,500 total) leaders within Brigham Health.

  • Mentors and provides training/onboarding for new HRBP Managers. Covers for Executive Director, HR is out of the office.

Core Competencies

  • Business Acumen: Uses knowledge of the business, plus judgment to deal with the full complexity of the job. The ability to understand business functions and metrics with the organization and industry.

  • Consulting: the art of providing direct guidance to organizational stakeholders seeking advice on a variety of situations or circumstances.

  • Leadership: Translates the vision forward into clear directions that engage people to follow, energizes and alerts the group to the need for specific changes in the way things are done. The ability to direct initiatives and processes with the organizations with agility and to gain buy-in from stakeholders.

  • Process Improvement: Systematic approach to improve performance by eliminating waste, non-value added activities and variability in processes.

  • Problem Solving: Able to gather appropriate data and diagnose the cause of the problem before taking action: and if necessary develop alternative courses of action.

  • Courage: Accepts personal responsibility for dealing with tough issues and does the "right thing."

Technical Competencies

  • Understanding and experience of the strategic Human Capital Planning process.

  • Solid Understanding of affiliate and HR policies, procedures, practices, and knowledge of State and Federal labor and employment laws.

  • Demonstrated experience in Employee and Labor Relations as described above.

  • Experience in or demonstrated working knowledge of talent acquisition and full cycle recruitment.

  • Strong facilitation and consensus-building skills, as demonstrated in providing solutions to issues presented.

  • Demonstrated active listening skills and proven success in problem solving, conflict resolution, and decision-making skills in addressing complex and sensitive employee relations issues.

  • Effective in resolving, managing, and communicating complex issues to all levels, in a collaborative, matrixed environment, while utilizing organizational and political savvy.

  • Knowledge of healthcare industry.

  • Current knowledge of Affirmative Action and state and federal employment and labor laws including FLSA, EEO, and ADA.

  • Ability to utilize PeopleSoft to retrieve employee and departmental information needed to make appropriate recommendations.

Education:

  • Bachelor's Degree required.

  • Master's degree and PHR/SPHR, SHRM-SCP or CP or related certification preferred.

Experience:

  • Minimum of 7 years of HR business partner/generalist experience with at a minimum of 3 years managing complex employee relations. A minimum of 3 years of strong labor relations experience required for the Patient Care Services team.

  • Minimum of 3 years as a strategic business partner developing and implementing strategic HR capital plans, managing significant change management strategies, and utilizing metrics to drive and evaluate strategy.

  • 5-7 years' experience in an HR leadership role managing staff.

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VIEW JOBS 4/2/2019 12:00:00 AM 2019-07-01T00:00 As a not-for-profit organization, Partners HealthCare 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, Partners HealthCare 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. Partners HealthCare 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 Partners HealthCare 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 General Overview Under the direction of the Executive Director of Human Resources, the HR Director will lead a team of HR Business Partners responsible for collaborating with Brigham Health Business Leaders and HR Leaders to develop and implement forward thinking strategic human capital plans that are linked to business strategy and focused on enhancing a high-performance culture in which all colleagues thrive. The HR Director will pro-actively manage the team, set priorities, provide support to the team around day to day employee/labor relations issues, and will create a welcoming environment in which employee concerns are addressed. The HR Director will be responsible for utilizing data and metrics to measure performance and will be responsible for developing, implementing and revising HR Policies and Procedures. Principle Duties and Responsibilities * The HR Director will lead a team and provide counsel to Senior HR Business Partners and HR Business Partners to address the business needs and goals of the organization, through the process of developing and implementing Human Capital Business Plans in partnership with leaders, to include key areas such as workforce planning and development, diversity and inclusion, engagement, leadership development, continuity and talent review, onboarding, orientation, retention, change management, and enhancing the culture for high performance and success. * The HR Director will conduct Human Capital Business Planning in collaboration with Leaders, provide counsel, implement and evaluate using data such as patient experience HCAPS results, culture of safety survey results, culture and diversity & inclusion assessment results, employee and labor relations trends/data, engagement survey results including the accountability index and inclusion index, workforce analytics (e.g. 90 day, one year and two-year turnover) and other sources of feedback. Dashboards for Managers will be provided with workforce data for analysis and use in developing plans and taking action. * The HR Director will lead a team of Senior HR Business Partners and HR Business Partners to manage day to day employee and labor relations activity, working to identify trends and to work with Learning and Organizational Development to identify management development needs. They will provide an avenue for employees to resolve concerns, and will be an advocate for employees, providing guidance, coaching and support, interpreting policies, acting as a liaison with other HR departments and responding appropriately to concerns and complaints. * The HR Director will lead the Senior HR Business Partners to conduct organizational and team climate assessments and to develop interventions to address conflicts and gaps. Works with the Learning and Organizational Development Team as needed to address leadership and team development needs. * Management oversight will include the implementation and evaluation of programs, plans, and themes that result in increased organizational effectiveness and leadership/employee engagement. Leads/manages a variety of special projects and initiative. * Develops and maintains strong and trusting relationships with business leaders and employees. Acts as role model for HR Business Partners. * The HR Director will evaluate the performance of the HR Business Partners against the needs of the managers/leader and will conduct regular surveys with Managers for feedback. * The HR Director will be responsible for developing, implementing and revising HR Policies and Procedures. Ensures compliance with all federal, state and local legislation relating to compensation, benefits, employment and labor practices and similar aspects of human resource management. * Serves as a strategic member of the HR management team, which includes identifying issues and proposing solutions. Collaborates with managers/directors within Human Resources and Partners Healthcare System to leverage HR programs and practices to execute major workforce initiatives to deliver integrated HR solutions to the business. * Manages the work of the HRBP team during Mergers and Acquisitions, following the steps identified in the PHS M&A Playbook for HR. * Responsible for recruitment and retention of HRBP team, making the appropriate selection, development and effectively managing the team to increase the effectiveness, value and visibility of HR to BH leaders. * Responsible for ensuring the HRBP team effectively engages and leverages the capabilities of the staffing partners and business partners in support of successful execution of business strategies and goals. * Encourage diverse thought and creative solutions that challenge the status quo and move the organization toward high performance and success. * Initiates, promotes and maintains collaborative relationships with all departments throughout the Hospital and with HR staff. Attends and participates in departmental and Hospital meetings. * Maintains staff competencies and departmental measurements that support the accomplishment of the HR goals. Ensures that behaviors of the HRBP team reflect the BH values. * Works to simplify processes, systems and interactions that add value to leadership and help to solve day-to-day operational problems. * Each HR Director manages 4 – 7 FTE's as direct reports, and supports approximately 5,000 (21,000 total which includes 3,000 POI's) employees and 500 (1,500 total) leaders within Brigham Health. * Mentors and provides training/onboarding for new HRBP Managers. Covers for Executive Director, HR is out of the office. Core Competencies * Business Acumen: Uses knowledge of the business, plus judgment to deal with the full complexity of the job. The ability to understand business functions and metrics with the organization and industry. * Consulting: the art of providing direct guidance to organizational stakeholders seeking advice on a variety of situations or circumstances. * Leadership: Translates the vision forward into clear directions that engage people to follow, energizes and alerts the group to the need for specific changes in the way things are done. The ability to direct initiatives and processes with the organizations with agility and to gain buy-in from stakeholders. * Process Improvement: Systematic approach to improve performance by eliminating waste, non-value added activities and variability in processes. * Problem Solving: Able to gather appropriate data and diagnose the cause of the problem before taking action: and if necessary develop alternative courses of action. * Courage: Accepts personal responsibility for dealing with tough issues and does the "right thing." Technical Competencies * Understanding and experience of the strategic Human Capital Planning process. * Solid Understanding of affiliate and HR policies, procedures, practices, and knowledge of State and Federal labor and employment laws. * Demonstrated experience in Employee and Labor Relations as described above. * Experience in or demonstrated working knowledge of talent acquisition and full cycle recruitment. * Strong facilitation and consensus-building skills, as demonstrated in providing solutions to issues presented. * Demonstrated active listening skills and proven success in problem solving, conflict resolution, and decision-making skills in addressing complex and sensitive employee relations issues. * Effective in resolving, managing, and communicating complex issues to all levels, in a collaborative, matrixed environment, while utilizing organizational and political savvy. * Knowledge of healthcare industry. * Current knowledge of Affirmative Action and state and federal employment and labor laws including FLSA, EEO, and ADA. * Ability to utilize PeopleSoft to retrieve employee and departmental information needed to make appropriate recommendations. Education: * Bachelor's Degree required. * Master's degree and PHR/SPHR, SHRM-SCP or CP or related certification preferred. Experience: * Minimum of 7 years of HR business partner/generalist experience with at a minimum of 3 years managing complex employee relations. A minimum of 3 years of strong labor relations experience required for the Patient Care Services team. * Minimum of 3 years as a strategic business partner developing and implementing strategic HR capital plans, managing significant change management strategies, and utilizing metrics to drive and evaluate strategy. * 5-7 years' experience in an HR leadership role managing staff. Partners Healthcare System Boston MA

Human Resources Director, Professional Services

Brigham And Women's Hospital