Job SummaryUnder the direction of the Director of Employee Relations and Professionalism, this role independently advises executive clinical, research, and operational leaders and HR colleagues regarding routine and complex faculty and trainee employee and labor relations issues, including workplace complaints, performance concerns, and accommodation requests. Advises on the interpretation of personnel policies, labor contracts, medical staff by-laws, and state/federal employment laws. Conducts investigations (harassment, retaliation, discrimination, etc.), writes reports, presents findings, makes recommendations regarding remedial actions, identifies workplace trends, and delivers training. Manages workplace concern resolution, provides guidance, coaching, and support, and responds to concerns in accordance with policies and guidelines. Supports the grievance process, develops positive relationships with union representatives, assists with collective bargaining negotiations, as needed. Partners with various offices for enforcement of professional conduct and collaborates on training needs.
Hybrid Schedule - Onsite days at Assembly Row or any other Mass General Brigham site are based on business needs.
Position Overview
Workplace Investigations
- Conducts sensitive, confidential, objective and thorough investigations regarding topics including but not limited to discrimination basis of protected class, harassment, retaliation, violence in the workplace, substance abuse, abusive conduct, asset or drug diversion, and compliance and privacy breaches. Reviews cases with Director of Employee Relations and Professionalism, as appropriate, to determine investigation approach.
- Prepares reports of investigatory findings, presents findings to leaders, and makes recommendations regarding remedial actions.
- Consults with leaders on conflict resolution and involve resources such as OMCOSS, EAP and/or DEI as appropriate.
- Assesses and addresses concerns related to authorship, research integrity, intellectual property disputes, as appropriate.
- Works with HR business partner team on strategic prevention plans following resolution of concerns, as appropriate.
Religious, Disability, and Pregnancy Accommodations
- Manages religious, disability, and pregnancy accommodation requests for medical staff and research faculty personnel, including facilitation of the interactive dialog process.
Performance Management and Leadership Consultation
- Provides counsel to leaders, physicians, advanced practice providers, researchers and trainees, including POIs, on:
- Policies, terms and conditions of employment
- Whether a policy has been violated
- Performance management concerns
Performance improvement plans and efforts
- Aids in appropriate corrective measures and interventions, including assistance with drafting feedback and facilitating related conversations with physicians, advanced practice providers, 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 physicians, advanced practice providers, research and trainee personnel.
- Utilizes MGB Employee and Labor Strategy Center of Excellence expertise and other internal resources, as needed, for complex cases.
Collaboration with Key Stakeholders
- Partners with the MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, Patient Safety and Risk, Patient Family Relations, Privacy and Compliance, etc., as needed, on complex employee and labor relations cases.
- Supports MGB Employee Relations and Labor Strategy Center of Excellence 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.
- Supports the Office of General Counsel with the preparation of reports to the Board of Registration in Medicine and/or NIH, as needed.
Labor Relations:
- 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.
- Partners with MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, and leaders to support response to any labor organizing activities related to physicians, advanced practice providers, researchers and research fellows.
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, advanced practice providers, research and trainee personnel work and/or learning experience and environment.
- Under the guidance of Employee and Labor 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 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, advanced practice providers, 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 Employee and Labor Relations Partner plus:
- Provides mentoring and training to Employee and Labor Relations Partners.
- Assumes lead on various projects.
- Acts as subject matter expert.
- Possesses high level of experience in Employee and Labor Relations field.
- Investigates harassment and discrimination cases
- Assists with SOP development and maintenance
Performs other duties as assigned from time to time.
QualificationsEducation RequirementsJuris Doctor required; Bachelor's Degree required
ExperienceEmployee Relations/HR Business Partner Experience 5-7 years required
Knowledge, Skills and Abilities- Business acumen and ability to support department/division action plans.
- Critical evaluation and data analytic skills.
- Leadership and navigation of department initiatives.
- Consultation and guidance to leaders.
- Strong written and verbal communication skills.
- Relationship management and change management abilities.
- Strong customer-service orientation.
- Current knowledge of state and federal employment and labor laws.
- Ability to work independently with minimal supervision and understand when to escalate issues.
- Ability to manage multiple commitments and priorities.
- Ability to maintain composure under pressure.
SalaryTo ensure fairness, salary is determined by internal equity and how a candidate's experience aligns with those currently in the role. Those with enough experience may exceed the range outlined below.
Additional Job Details (if applicable)Remote TypeHybrid
Work Location399 Revolution Drive
Scheduled Weekly Hours40
Employee TypeRegular
Work ShiftDay (United States of America)
Pay Range$99,465.60 - $144,643.20/Annual
Grade8
