Human Resources Advisor

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.

 

 

Job Summary

Serve as a trusted strategic partner to the Spaulding Nursing leadership team, aligning people strategies with business priorities to advance organizational performance and patient-centered outcomes. In this highly visible role, you will design and implement forward-thinking HR initiatives that strengthen workforce engagement, elevate performance, and cultivate an inclusive, high-performing culture aligned with the organization's long-term goals.

You will build strong, collaborative relationships across all levels of leadership, proactively assessing workforce needs, anticipating challenges, and delivering HR solutions that enhance the employee experience and improve the overall work environment, in support of exceptional service to our customers.

Essential Functions

Strategic HR Partnership

• Collaborate with leaders to align HR strategies with business objectives, providing consultation on talent, workforce planning, compensation, succession, and organizational design.

Talent & Performance Management

• Ensure the right people are in the right roles; drive performance management to support engagement, productivity, and a high-performance culture.

Organizational Development & Culture

• Lead organizational design, cultural transformation, and initiatives that foster inclusion, engagement, and continuous improvement.

Change Leadership

• Design and implement change management strategies that ensure smooth transitions, effective communication, and strong stakeholder buy-in.

Human Capital Planning

• Partner with leadership to create and execute people strategies that align with vision, mission, and goals, including workforce planning and succession.

Improvement & Solution Design

• Address organizational gaps by developing solutions in leadership, structure, communications, talent, inclusion, engagement, wellbeing, learning, and compensation.

HR Analytics & Insights

• Use HR data, metrics, and reporting to guide decision-making, track progress, and measure the impact of HR initiatives.

Compliance & Risk Management

• Ensure compliance with employment laws and policies; proactively mitigate risks, strengthen employee relations, and maintain a safe, inclusive workplace.

Expertise & Innovation

• Serve as a trusted HR advisor, maintaining best practices, leading system-wide HR programs, and driving innovative, future-focused solutions.

 

Qualifications

Education

• Bachelor's Degree in Human Resources, a related field of study, or equivalent years of experience required

Experience

• 5 -7 years of Human Resource consulting experience, including recruitment, training, compensation, benefits, and workforce planning, organizational development, or other strategic HR areas required
• Experience leading enterprise-wide HR initiatives or transformations preferred
• Familiarity with modern HR technology platforms and people analytics tools preferred

Knowledge, Skills, and Abilities

• Business Acumen – understand and apply information to develop the department’s/division’s action plan. Possess a business sense, with the ability to offer relevant and value-adding advice and recommendations.
• Critical Evaluation – possesses strong conflict-resolution & problem-solving skills. Must be knowledgeable and resourceful.
• Consulting and advising – provide expert guidance on complex HR matters and offer tailored solutions to leadership challenges.
• Relationship Building – establish trust and rapport with business leaders.
• Data-Driven Decision Making – use data to identify trends, forecast workforce needs, and measure the success of HR initiatives.
• Change Management – lead HR change initiatives and manage their impact on employees.
• Talent Management – support leadership succession plans and employee development strategies.
• Possess strong interpersonal skills to effectively communicate with cross-functional teams, including employees at all levels of the organization.
• Lead large project initiatives.