General Overview

Reporting to the Senior Vice-President of Human Resources and to the MGB SVP Employee/Labor Relations; the Executive Director, Employee Relations will lead the Community Division and Enterprise Services employee relations function.

The Executive Director will lead a team of employee relations professionals focused on enhancing a high-performance culture in which all employees can thrive. The Executive Director will oversee the ER Team members dedicated to the Community Hospital sites including but not limited to Wentworth-Douglass, Cooley-Dickinson, Newton-Wellesley, Nantucket Cottage, Martha's Vineyard, Salem, the ambulatory Medical Group sites throughout Massachusetts and New Hampshire, the MGB Health Plan, Healthcare @ Home, and the MGB Enterprise Services.

The Executive Director will oversee ER Team Members who provide support to the medical staff in both the community and the ambulatory environment, supporting ER cases for Faculty, participating in regular updates and case management along with ERLR COE, OGC, and the CMO office.

The Executive Director Employee will pro-actively manage the teams, set priorities, provide support to the teams, and will create a welcoming environment in which employee concerns are addressed. They will work with a bias for action with a strong ability to multi-task and understand prioritization of work. This role requires strong partnership with key stakeholder and a collaborative mindset.

The Executive Director will be responsible for utilizing data and metrics to measure performance, identify patterns and trends, and develop training programs to support Managers in the area of employee and labor relations.

Principle Duties and Responsibilities

The Executive Director will coach and/or lead HRBPs/employee relations professionals who will manage complex and significant employee/labor relations issues, conduct investigations (including harassment, retaliation, discrimination, Title IX, etc.), identify workplace trends, and develop and implement management training. The team 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 timely and appropriately to concerns and complaints.

The Executive Director will have primary responsibility for managing the internal centralized accommodations process, engaging in interactive dialogue between OHS, Operations, HRBP, Leaders and the employee. The process will be established and monitored by the Director.

• Partner with the HR Directors to upskill the HR Business Partners in the area of employee relations and partner with the HR Directors/VP's to move to the new HRBP model, establishing local ER teams.

• Lead and conduct organizational and team climate assessments and to develop interventions to address conflicts and gaps; partner with the other HR Directors/VP's to address leadership and team development needs.

• Collaborate with MGB Employee Relations/Labor Relations COE team and the Office of General Counsel to review cases, respond to complaints, evaluate patterns of concerns, and implement action plans to address issues.

• Serve as point person and liaison between the MGB ER/LR COE and Community/Enterprise HR team for Leadership ER Investigations at the various hospital and other entities.

• Conduct specialized complex investigations in consultation with the ERLR COE and as needed with Office of the General Counsel.

• Provide regular learning opportunities among the ER/HRBP staff.

• Be responsible for Service Now case management system (and/or any new reporting case management system) and partner with appropriate MGB stakeholders in maintaining and updating the system tracking and analytics. Reviews trends and develops action plan for root causes the entities.

• Conduct presentations and partner with leaders across the organization to enhance the culture and working environment at the entities.

• Participate in and play a lead role in union organizing campaigns, building proactive positive employee relations with physicians and staff.

• Implement and evaluate programs, plans, and themes that result in increased organizational effectiveness and leadership/employee engagement. Lead/manage a variety of special projects and initiatives.

• Support BeX initiatives and serve on appropriate committees with stakeholders that impact Employee Relations or where an ER lens is necessary.

• Develop and maintain strong and trusting relationships with business leaders and employees. Act as role model for HR Business Partners and/or Employee Relations Specialists.

• Develop and/or implement and support SOPs and relating to ER Processes that are consistent with processes developed by the ERLR COE. The Director will make recommendations for improvements in same.

• Evaluate the performance of the HR Business Partners and/or Employee Relations Specialists against the needs of the managers/leader and will conduct regular surveys with Managers for feedback.

• Develop, implement, and revise HR Policies and Procedures in conjunction with MBG. Ensures compliance with all federal, state, and local legislation relating to compensation, benefits, employment and labor practices and similar aspects of human resource management.

• Serve as a strategic member of the Community and Enterprise HR management team, which includes identifying issues and proposing solutions. Collaborate with leaders within Human Resources and MGB to leverage HR programs and practices to execute major workforce initiatives to deliver integrated HR solutions to the business.

• Manage the work of Employee Relations/Labor Relations team during Mergers and Acquisitions, following the steps identified in the MGB M&A Playbook for HR.

• Recruit and retain Employee Relations/Labor Relations team, making the appropriate selection, development and effectively managing the team to increase the effectiveness, value, and visibility of HR to leaders.

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

• Initiate, promote, and maintain collaborative relationships with all departments throughout the Hospitals and entities and with HR staff. Attend and participate in departmental and enterprise meetings.

• Maintain staff competencies and departmental measurements that support the accomplishment of the HR goals. Ensure that behaviors of the HRBP/ER/LR team reflect the MGB values.

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

• In current state, manages 20+ FTE's as direct reports and supports approximately 35,000 employees and 15,000 POI's with 1500 leaders.

• Mentors and provides training/onboarding for new HRBP/ER/LR staff. May cover for VP's of HR when out of the office.

Qualifications

Qualifications

• Bachelor's Degree required.

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

• Minimum of 7 years of HR business partner/generalist experience.

• The HR Director/Employee Relations requires 7-10 years of deep employee relations experience including investigations experience.

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

• 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.

• Labor relations experience preferred.

• Union campaign experience preferred.

• Healthcare experience preferred.

EEO Statement

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.