HR Business Partner
Cooley Dickinson Hospital (CDH)

Reporting to the Human Resources Director, the Human Resources Business Partner serves as an advisor to selected departments within Cooley Dickinson Health. The Human Resources Business Partner provides strategic support and HR services in the areas of employee relations, labor relations, compensation analysis, organizational design and development, diversity, equity and inclusion, change management, engagement, training, and communication. They establish and maintain solid working relationships with all levels of management and staff and work with senior leadership to strategically and proactively analyze, monitor and address HR efforts required to support business needs. They drive or participate on projects and large-scale initiatives in support of the business units and/or the HR department.

In conjunction with leaders, creates and supports strategic human capital plans that are linked to business strategy and focused on a high performance culture in which all colleagues thrive. Areas of the plans include workforce planning and development, diversity, equity and inclusion,engagement, leadership development, succession and talent review, compensation, retention, change management, and culture.

Business Partnering

• Consults with and advises managers and employees on HR issues and ensures procedures and practices support business needs

• Develops and maintains strong business partnerships with leadership. Develops an understanding of assigned departments and their business goals. Applies Human Resources strategies to increase workforce effectiveness
• Advises leadership on HR and organizational issues including but not limited to performance management, employee relations, workforce planning and development, change management, and employee engagement.
• Develops change management plans with leaders, as needed.
• Maintains an organization-wide and system-wide perspective when making HR and business decisions.
• Works with leaders and teams to create a culture of ownership, diversity, respect, equity and inclusion.

Employee Relations

• In compliance with federal and state laws and Mass General Brigham policies, provides sound guidance that results in positive and respectful employee environments that achieves high levels of employee engagement.

• Advises and assists managers in dealing with employee issues such as performance management, employee issues, job descriptions, reduction in workforce and changes in working conditions.
• Provides responsive and comprehensive advice on complex ER issues including FMLA, ADA, sexual and workplace harassment, violence, RIFs, crisis situations and the development of severance agreements.
• Communicates and interprets HR policies and procedures based on best practices.
• Provides guidance and support to managers and employees to assist with resolution of issues.
• Consults with Mass General Brigham Employee & Labor Relations, Office of the General Counsel and other functional departments as needed to successfully investigate and manage employee relations issues.
• Provides confidential assessment of a department's climate to determine relevant issues in response to management and HR concerns or employee complaints.
• Reviews ADA accommodation requests and may conduct interactive dialogue with employees making requests.

Labor Relations

• Administers collective bargaining agreements and advises leaders on leading in a union environment, pursuant to the union contracts.
• Supports the grievance and arbitration process.
• Serves on on the negotiating committee for designated collective bargaining agreements.

Talent Management

• Conducts appropriate team interventions to help create high performance in support of business strategy. Interventions may include coaching managers and staff, developing departmental policies and communications, and facilitating training, meetings and committees.
• Identifies training and/or development needs for staff and managers; develops and implements programs in collaboration with Talent Management Center of Excellence and other resources

Compensation

• Provides day-to-day assistance to departments with the interpretation of compensation policies, procedures and processes.
• Provides consultation to managers on the development of job descriptions, job analysis and evaluation process, grading of positions, market/equity reviews, compensation offers and market contingency process. Consults with the Compensation Center of Excellence, as needed, and advises on alternative solutions where appropriate.
• Works with Compensation Center of Excellence to plan and forecast for salary issues based on hiring and market trends.
• Maintains understanding of salary administration guidelines including: pay structures, market ranges, market contingency process, and HR policies related to the administration of compensation programs.

Talent Acquisition

• Partners with HR Talent Acquisition Partners (TA Partner)and hiring managers to develop effective and efficient recruitment and marketing strategies for assigned areas.
• Collaborates with TA Partner and managers on staffing decisions and salary negotiations.
• Maintains understanding of workforce trends as related to areas of responsibility (i.e. recruitment/retention issues, market, equity issues, securing central support, etc)

Qualifications

• Bachelors Degree in Human Resources, one of the social sciences, business, or a related field.
• Masters Degree in HR, Business Administration or related field a plus.
• PHR/SPHR, SHRM-CP/SCP or other HR certification strongly preferred.
• Minimum of 3 years experience in a multidiscipline Human Resources environment, including employee relations, labor relations, training, compensation, and performance management.Minimum of 2 years as a Human Resources Generalist or Business Partner.
• Proficiency in Microsoft Office required; prior experience with web-based HRMS preferred.
• A combination of education and experience may be substituted for requirements

EEO Statement
It is the policy of Cooley Dickinson Health Care to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Cooley Dickinson Health Care will provide reasonable accommodations for qualified individuals with disabilities.

Cooley Dickinson Health Care embraces diverse skills, perspectives and ideas, and encourages people of color, veterans, people with disabilities, LGBTQ candidates, and people from other underrepresented groups to apply.

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