Senior Employee and Labor Relations Partner for Mass General Brigham Community Medical Practices

Site: 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.

 

This is a hybrid role that requires an onsite presence at practice and other locations as needed.

Depending on a candidate's experience, we are open to hiring someone either at the Senior Employee Relations Partner (must have at least 5-7 years of ER or HR experience) or Employee Relations Partner (must have at least 3-5 years of ER or HR experience) level.

 

Job Summary

Under the direction of the Employee Relations and Labor Relations leadership, the Sr. Employee and Labor 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 Sr. ERLR Partnerwill provide comprehensive internal employee and labor relations consultation, conduct investigations, present findings and recommendations, support collective bargaining negotiations and develop and maintain positive working relationships with others including leadership, staff, HR colleagues and union representatives. They will develop and evaluate overall employee and labor relations trends/themes and proactively make recommendations to address root causes. The Sr. ERLR Partner will partner with the MGB Centers of Excellence (COEs) including the Employee Relations/ Labor Relations team as well as the Office of General Counsel as needed. They will work collaboratively with the MGB Employee and Labor Relations Center of Excellence (COE) to assess training needs and assist in the delivery training as appropriate on employee relations and labor issues. The Sr. ERLR Partner will function as a subject matter expert and team mentor, handle complex cases and investigations and will lead relevant projects and initiatives.

PRINCIPAL DUTIES AND RESPONSIBILITIES:

• Provides HR policy guidance including counsel, interpretation and implementation. Provides leadership training and guidance around policies, where necessary.
• Supports managers and provides guidance related to performance management and corrective action, including the review of draft corrective action prior to issuance and conducting conversations with employees.
• Conducts confidential, objective and thorough investigations. Prepares and presents reports of the findings and makes recommendations to address concerns raised.
• Consults with and guides managers and HR Business Partners regarding implementation of action plans following investigations to address concerns from workforce members.
• Under the guidance and direction of ERLR leadership, partners with the MGB ERLR COE on complex ERLR cases, demand letters, and other proceedings as necessary.
• Provides guidance to business leaders on compliance with collective bargaining agreements and labor laws.
• Develops and maintains positive working relationships with union representatives.
• Partners closely with business leaders, the MGB ERLR COE, and Office of General Counsel to support collective bargaining negotiations.
• Works strategically with business leaders, the ERLR COE, and Office of General Counsel during organizing activities.
• Consults on and/or manages the Corrective Action Appeals and union grievance process including partnership with the ERLR COE and OGC on labor arbitration proceedings.
• In partnership with the ERLR COE, consults with business leaders on maintaining positive employee relations.
• Supports the ERLR COE with the preparation of information including request for information related to grievances, labor arbitrations, demand letters and/or complaints filed with the MCAD, EEOC or other relevant agencies.
• Consults with managers on conflict resolution. Involves EAP and/or DEI when appropriate.
• Addresses concerns from workforce members which impact the employee experience. Works with the HRBP team on strategic plans around concerns raised.
• Partnering with the HRBP, manage the review and implementation of voluntary and involuntary terminations, including reductions in force.
• Brings in COE expertise as needed regarding LOAs, etc.
• Manages ADA, religious, and pregnancy accommodation requests using HR case management system.
• Conducts interactive dialogue process with employee, operational leadership, Occupational Health and other necessary participants f