Job SummarySummary
A critical strategic partner who influences both short-term business operations and long-term organizational success. Responsible for aligning the strategic goals of the business with the needs and capabilities of the departments/teams they support. A trusted senior advisor to the senior business leadership team, driving HR strategies in the areas of organizational alignment, change management, talent development, and compensation that enhance organizational effectiveness and support the company's long-term vision. This role requires a highly skilled HR professional with a strategic approach and a deep understanding of business operations.
QualificationsEssential Functions- Ensure that the HR strategy is aligned with the broader business goals. Foster effectiveness and support the organization's strategic direction, scaling operations, entering new markets, or driving innovation.
- Collaborate on leadership development and coach senior leaders to ensure alignment with company goals and foster a high-performance culture. Partner on the development of talent acquisition strategies to attract and retain top talent. Identify skill gaps and work with senior leadership to implement employee development programs that support career growth and enhance employee capabilities.
- Design organizational structures that align with business strategy, ensure operational efficiency, and scalability. Minimize disruption during periods of change by implementing effective communication and transition strategies. Lead change management efforts across the business, working to ensure smooth transitions during restructurings, acquisitions, or other significant organizational changes. Establish strong relationships with key stakeholders, including department heads, finance teams, and HR.
- Leverage HR metrics, such as turnover rates, employee engagement scores, and recruitment effectiveness, provides data-backed recommendations that help optimize human capital management. Design and implement leadership development programs and succession planning processes to support organizational growth and development. Manage performance management systems to ensure alignment with company objectives and facilitate employee growth.
- Develop effective communication strategies in collaboration with senior leadership. Encourage creative solutions that move the organization toward its vision to transform the future of healthcare.
- Drive cost-effective solutions that promote the financial health of the business, while ensuring that human capital investments are sustainable and aligned with long-term goals.
QualificationsEducation- Bachelor's Degree Human Resources required
- Bachelor's Degree Related Field of Study required and Master's Degree Human Resources preferred
- Experience can be accepted in lieu of a degree
Experience- Senior work in a Human Resource environment, including recruitment, training, compensation, benefits, and workforce planning 8-10+ years required
Knowledge, Skills and Abilities- Business Acumen - translate business strategies into HR priorities and solutions.
- Strategic Thinking - deep understanding of business operations, industry trends, and leading organizational change to drive business transformation.
- Leadership & Influence - persuade and negotiate with various stakeholders, mentoring HR professionals to deliver high-quality service.
- Relationship Management - stakeholder to the business, acting with transparency, delivering on commitments, adjusting approaches based on the audience.
- HR Expertise - expertise in areas of HR, including understanding compensation structures, overseeing development programs that enhance leadership capabilities, and retention, development, and performance management strategies.
- Communication Skills - lead the group towards consensus by helping participants identify shared goals and common ground.
Additional Job Details (if applicable)Remote TypeHybrid
Work Location399 Revolution Drive
Scheduled Weekly Hours40
Employee TypeRegular
Work ShiftDay (United States of America)
Pay Range$124,342.40 - $180,897.60/Annual
Grade9
At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.
Mass General Brigham Competency FrameworkAt Mass General Brigham, our competency framework defines what effective leadership "looks like" by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.
