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.
Talent Management, Organization Development and learning services are deployed across the Partners HealthCare system through a newly developed Talent Management 'Center of Excellence' (CoE). Part of Human Resources, the Talent Management CoE provides focused thought leadership and support to deliver high-impact HR strategy and programs that address the changing needs of employees and leadership.
Under broad direction from the Director of Strategic OD, the Senior OD Consultant will provide Organization Development support and leadership across a broad spectrum of Talent Management projects and programs in the Center of Excellence. Projects and programs may be initially dedicated to supporting a specific entity within the Partners system with the intention of aligning practices and/or creating models that can scale across the entire enterprise of 74,000 employees. The Senior Consultant may also provide a wide range of Organization Development and managerial consulting services to departments and their leaders across the system in support of strategic business goals.
The ideal candidate will possess strong interpersonal, communication, organizational and project/program management skills, experience implementing sophisticated Talent Management solutions and OD interventions, intellectual independence and problem solving ability, tolerance for ambiguity, and is organizationally savvy. Healthcare experience is a plus.
Principal Duties and Responsibilities
Talent Management Thought Leadership
Provide thought leadership, best practice research, knowledge and resources that support strategic projects and programs across the Talent Management life cycle from strategic workforce planning to Performance Management to Succession Management.
Thought leadership may be provided in the context of projects and programs, in consultation with HR Leaders and staff, business leaders, within the system-wide OD Community of Practice and in vendor relationships.
Program & Project Management
Manage various Organization Development, learning and human capital projects: establish and gain buy-in for project plans; organize/facilitate project related logistics; manage constituent teams; communicate with stakeholders; support project related strategic activities; fulfill other project management duties as required.
Manage ongoing. institution-wide, large-scale organizational development & human capital/talent management and learning programs: facilitate all facets of program design, development and implementation, develop and implement ongoing support model, manage ongoing logistics with support from HR Operations.
Support and drive institution-wide, large-scale talent management/human capital management & organization development initiatives, including: leadership/management development, employee engagement, succession management, performance management and others as they emerge.
Serve as an internal consultant and institutional resource on Organization Development and Talent Management issues, including: talent management, team building, conflict resolution, change management, management development and other general organizational issues.
Provide consultation to leaders, managers and departments; diagnose departmental issues and make recommendations for interventions based on solid empirical data and best practices in the OD field.
Support the efforts to elevate the role of HR Business partners across the Partners system, creating trainings, tools, resources and frameworks that they can use to assess, diagnose and intervene in OD concerns at a departmental level.
Provide thought leadership, direction and tools for change initiatives and transformation efforts across the enterprise.
Design and implement change management strategies with various leadership teams.
Provide strategic consultation on the design, development and delivery of training/learning products, events and services.
Research best practices, drive and/or support the design and implementation of ongoing management of management/leadership/career programs
Collaborate with learning professionals to manage and deliver learning solutions, including: centralization of mandatory learning programming, design and deliver customized learning solutions, and manage delivery by outsourced resources etc., as necessary.
Management & Leadership Development
Drive and/or support the design and implementation of ongoing management of management/leadership/career programs, both internally delivered and vendor managed.
Coach managers and leaders, both formally and informally, for development and performance.
Organization Development Practice Support
Coach and mentor junior OD staff for development to support department goals and overall work.
Contribute tools, theories, methodologies and best practices to the practice of Organization Development and HR as appropriate.
Research trends and innovations and remains current with all developments, new techniques and technologies in the field.
Working with the Talent Management Center of Excellence leadership, support the development and maintenance of a multi-year Talent Management strategy for the Partners Enterprise.
Establish and maintain strategic business partnerships with the Human Resources department and business units across Partners; interface with leaders at various levels.
Support operational activities of the OD & Learning Services department as needed.
Other duties as assigned. Minimum 7 years of Organizational Development experience required.
Masters Degree in Organization Development, Business Administration, Counseling, Human Resources Development, Training or related field preferred or extensive training in area required.
Expertise in adult learning theory and methods.
Ability to carry out position with a high degree of customer service, communication, teamwork and timeliness.
Healthcare experience is a plus.
Candidates with diverse backgrounds are strongly encouraged to apply.
Talent Management: Strong knowledge of Talent Management and its facets, including: leadership/management/career development, succession management, performance management, assessment, talent reviews, strategic workforce planning and development planning; able to convert complex ideas and concepts into documented intervention plans
OD: Strong knowledge of Organization Development, learning theory, teambuilding, conflict management, leadership/management/career development, strategic communication, training and change management programs; able to convert complex ideas and concepts into documented intervention plans
Consulting: Strong expertise in consulting
Relationship Management: Able to exhibit 'presence' with executives; develop rapport with others and recognize their concerns and feelings; build and maintain long-term associations based on trust; develop a network of contacts and target specific influential people to reach goals; work closely with other departments as necessary
Project Management: Able to develop and facilitate all aspects of a project; plans appropriately; communicate to key stakeholders in a proactive way; manage team dynamics; balances resources/cost/time
Program Management: Able to design and implement programs related to OD/Human Capital/HRD/Human Capital Development from soup to nuts; manage all facets of ongoing operations of programs.
Organizational Savvy: Able thrive in a complex matrixed organization; act in accordance with organizational culture; identify key people to bring about change and understand underlying political dynamics of work; navigate the organization to get needed information; use an awareness of formal and informal decision-making channels to achieve desired results; use common sense to get things done
Flexibility & Tolerance for Ambiguity: Able to positively deal with changes that affect job requirements; adapt to shifting priorities in response to the needs of internal and external clients; work to clarify situations where information, instructions, or objectives are ambiguous
Able to adapt presentations to suit a particular audience; present to authority figures; elicit appropriate involvement from various audiences; teach utilizing adult learning principles
Team Work: Able to share due credit with coworkers; promote friendly group working environment; work closely with other departments as necessary; support group decisions and solicit opinions from coworkers
Communication: Able to clearly present information through the spoken or written word; read and interpret complex information; interact with clients; use tact when expressing ideas or opinions;
Integrity: Able to be tactful, maintain confidences, and foster an ethical work environment; handle all situations honestly.
Valuing Diversity: Able to seek out and work effectively with others who have diverse perspectives, talents, backgrounds, and/or styles; contribute to a team climate in which differences are valued and supported; seek and respond to feedback from others about his/her own behavior that might be perceived as biased
Office environment, mobile work & local travel to various sites
Some evening and early morning hours will be required.