Executive Director, HR Business Partner, Employee Relations

When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives.

The Executive Director, Human Resources Business Partner (HRBP), Employee Relations reports to Vice President of Labor and Employee Relations with a dotted line to the Vice President, Human Resources Business Partner, Beth Israel Deaconess Medical Center (BIDMC).

Located in Boston, this is an on-site position, supporting Beth Israel Deaconess Medical Center and Beth Israel Lahey Health.

Job Description:

• Provides coaching, counseling and guidance for managers on issues related to union avoidance, employee engagement, workforce management, performance management and related issues while maintaining a constant awareness of workforce conditions.,  
• Impacts overall business performance and employee engagement by providing strategic, creative, and collaborative leadership across the Medical Center. Further, this role proactively diagnoses issues and opportunities and takes necessary action to bring timely resolution. Works closely with the VP, HRBP on a variety of HR operational, day-to-day priorities. 
• Facilitates a range of employee and labor relations activities and programs to ensure that initiatives meet the evolving needs of Medical Center. 
• Plans, implements and directs the Employee and Labor Relations functions delivering high quality service to employees and leaders at all levels.  Ensures that Employee Relations staff and programs are responsive, visible and accessible to individuals and departments. 
• Ensure that investigation files, written summaries of findings and recommended courses of action meet set standards. 
• Partners in the planning process to ensure strategic plans drive business results. Contributes to the development of people strategies that support a high performing culture, business strategies and objectives, and helps to drive business and organizational performance through a positive employee engagement and experiences. 
• Support and influence key operational and strategic decisions for employee and labor relations programming to ensure a quality and fair workplace for employees. Partner with and provides input to HR Centers of Excellence (COEs) regarding specific functional strategies, programs, and practices to ensure that they meet business needs. 
• Serves as an advocate for business leaders and managers. Participates in the interview and selection process as needed to ensure consistent quality of leadership. Applies best diversity and inclusive practices to promote inclusive hiring and promotions. Leads talent assessment and development discussions leveraging program, approach, and template guidelines provided by HR COEs. 
• Coach leaders on change management strategies and resistance management techniques in accordance with the BILH change management methodology. Create strategies to identify and overcome barriers (e.g., by facilitating meetings/conversations to identify root-cause issues of change blockers and coaching managers on appropriate tactics to mitigate or overcome issues).
• Develops and implements plans to ensure exceptional results from change initiatives. Identifies where inconsistent communications or messaging may appear and aligns communication plan with company strategy to ensure expected results. 
• Advises and counsels leaders on all employment/employee relations matters, ensuring consistency with policies and practices. Assists with investigations and corrective action decisions. May investigate issues related to working conditions, disciplinary actions or other. Uses knowledge of federal and state laws, policies and practices to advise leadership and ensure compliance. Keeps VP of Human Resources aware of employee relations issues and seeks guidance on complex matters. Reviews potential legal issues with VP of HR and consults with Legal counsel, when warranted. Prepares requested documentation and participates in matters, as requested by counsel. 
• Partners with organizational leadership and Total Rewards COE to ensure pay programs are in alignment, are budgeted, planned for and executed in an efficient and timely manner.
• Oversight of workplace investigation processes in conjunction with managers and any relevant collective bargaining unit(s) from intake through conclusion ensuring employee issues are addressed fairly and consistent with policy, contract and laws. 
• Ensures departmental policies, processes, procedures and outcomes are Joint Commission compliant. Participates as Human Resources lead in Joint Commission, CMS and DPH surveys. 
• Has the authority to direct and support employees daily work activities. Has authority to undertake or recommend the following employment actions: hiring, termination, corrective action and performance reviews. Direct Repo