Senior Employee Relations Partner

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Mass General Brigham Incorporated

Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.

Job Summary

Under the direction of the Director of Human Resources—Employee Relations, the Sr. Employee Relations Partner is responsible for advising managers and HR Business Partners (HRBPs) regarding complex employee relations situations and the interpretation of Human Resources policies, State/Federal employment laws and labor contracts. The incumbent will provide comprehensive internal employee consultation throughout BWH, conduct investigations, write reports, and present findings and recommendations.

The incumbent will develop and evaluate overall employee relations trends/themes and proactively make recommendations to address root causes. The incumbent will work collaboratively with the Mass General Brigham Employee and Labor Relations Center of Excellence (COE) to discuss training needs and to assist in delivery training as appropriate on employee relations and labor issues. This guidance from MGB ER as needed, this position will partner with the HRBPs to implement recommendations to address employee relations issues.

The incumbent will work closely with Partners Centers of Excellent (COEs) including the Employee Relations/ Labor Relations team as well as the Office of General Counsel.

Qualifications

PRINCIPAL DUTIES AND RESPONSIBILITIES

HR Policies, Terms, & Conditions of Employment

• Manages HR Policies (terms and conditions of employment) development, revisions, counsel, interpretation, implementation and enforcement.

• Provides leadership training and guidance around policy application where necessary.

Work Management

• Consults and/or manages Corrective Action Appeals process with managers and ER colleagues, including documentation and evidence collection and issue summary development for Appeals panel or Department Leader, as necessary.

• Conducts sensitive, confidential, objective and thorough investigations. Prepares reports of the findings, presents findings to specific audiences, and makes recommendations to address root cause issues. Reviews cases with Director of Human Resources, Employee Relations, as appropriate for investigation.

• Addresses concerns involving employees and POIs which impact the management of work. Works with HRBP team on strategic prevention plans around gaps or patterns following resolution of concerns.

• Provides counsel to operational leaders, managers, employees and POIs on: policies, terms and conditions of employment, whether a policy has been violated, performance management concerns, performance improvement plans and efforts.

• Aid in appropriate corrective action, including assistance on drafting related feedback and conducting conversations with employees.

• Manage the exit process for voluntary and involuntary terminations, including the job elimination process. May participate in termination meetings with affected employees.

• Brings in COE expertise as needed regarding LOAs, etc.

Accommodations

• Manages ADA and Federal/State Pregnant Workers Fairness Acts accommodation requests.

• Conducts Interactive Dialogue process for standard accommodation requests including requests for religious, medical, or pregnancy related accommodations.

Complex Cases

• Partners with MGB ER/LR and OGC for consultation as needed on (non-leadership) complex ER cases, demand letters, and other proceedings as necessary.

• Supports ER/LR Center of Excellence and the Office of General Counsel with the preparation of a response to complaints filed with the MCAD, EEOC or other relevant agencies and attends and/or testifies at hearings and arbitrations as appropriate. Types of cases include:

• Violence in the workplace

• Substance abuse

• Abusive conduct

• Asset or drug…