Executive Director, Employee and Labor Relations

at  Mass General Brigham

EXECUTIVE DIRECTOR, EMPLOYEE AND LABOR RELATIONS

• (3294200)
  As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community by leading innovation across our system. Founded by Brigham and Women’s Hospital and Massachusetts General Hospital, Mass General Brigham supports a complete continuum of care including community and specialty hospitals, a managed care organization, a physician network, community health centers, home care and other health-related entities. Several of our hospitals are teaching affiliates of Harvard Medical School, and our system is a national leader in biomedical research.
  We are focused on a people-first culture for our system’s patients and our professional family. That is why we provide our employees with more ways to achieve their potential. Mass General Brigham is committed to aligning our employees’ personal aspirations with projects that match their capabilities and creating a culture that empowers our managers to become trusted mentors. We support each member of our team to own their personal development-and we recognize success at every step.
  Our employees use the Mass General Brigham values to govern decisions, actions, and behaviors. These values guide how we get our work done: Patients, Affordability, Accountability & Service Commitment, Decisiveness, Innovation & Thoughtful Risk; and how we treat each other: Diversity & Inclusion, Integrity & Respect, Learning, Continuous Improvement & Personal Growth, Teamwork & Collaboration.
  The Executive Director, Employee and Labor Relations reports to the SVP of Employee Relations/Labor Relations and Labor Strategy and leads the Positive Employee Relations Proactive workstream as well as Rapid Response, and campaign work.
  Mass General Brigham is driven to bring our existing Employee Relations organization into its next evolution. In this highly visible and critical position, the Executive Director, Employee and Labor Relations will be the key thought leader from a strategy, design, and execution perspective as we endeavor to create a best-in-class, proactive Employee Relations function. Leveraging talent, technology and collaboration with key stakeholders, this new leader will focus on implementing highly effective employee relations processes in proactively and reactively addressing employee experience risks and disengagement. This will evolve the Employee Relations function to one that effectively leverages technology, data, and insights on trends with a goal to proactively educate business leaders and drive timely follow up activities.
  The Executive Director, Employee and Labor Relations will be responsible for developing and implementing comprehensive employee relations strategies, policies, and programs to foster a positive and collaborative workplace that is consistent with MGB’s mission and overall labor strategy.
  This role will develop sustainable mechanisms and tools, using data, teamwork, subject matter expertise and influence to proactively foster a culture of positive employee relations in targeted and broad ways, deep dive into issues to facilitate solutioning, and lead responsive teams to protect direct and respectful working relationships with our employees.
  The Executive Director will proactively provide guidance, leadership, and development to a team of employee relations professionals, while also ensuring consistency and excellence in the resolution of employee relations issues across a large-scale matrixed organization.

EDUCATION

• Bachelor’s degree required.
• Master’s degree and PHR/SPHR, SJRM-SCP or CP or related certification preferred.
• J.D. preferred.

REQUIRED EXPERIENCE.

Minimum of 10+ years of broad hands-on Human Resources and deep Employee Relations leadership experience including labor relations, positive employee relations, campaign and union avoidance strategy experience, investigations, leading and managing teams and experience with leadership at a senior level managing significant change management efforts of initiatives across a large organization, and utilizing metrics that matter to drive and evaluate strategy.

CORE COMPETENCIES:

• Demonstrated deep experience in employee relations and labor law.
• Solid understanding of HR policies, procedures, practices, and knowledge of state and federal labor and employment laws.
• Knowledge of healthcare industry and NLRA Acute Care Hospital bargaining unit rules.
• Demonstrated experience conducting climate and vulnerability assessments to gauge engagement.
• Demonstrated experience leading labor organizing campaign response teams.
• Proactive, self-motivated with a keen sense of ownership over the function. Ability to independently navigate and work collaboratively across a highly complex, matrixed organization at all levels.
• Strong presentation skills. Experience interfacing with and presenting to senior leadership.
• Strategic and innovative “thinker” who is solution oriented with an eye to the future. Strong balance of tactical/execution skills with ability to prioritize in a fast-paced environment.
• Strong knowledge of federal, state, and local employment laws, regulations, and industry best practices. Lifelong learner; stays current on policy trends.
• Experience designing, developing, communicating, and implementing best-in-class employee relations strategies, programs, and processes, and driving an effective, ongoing training effort throughout the enterprise.
• Data driven. Strong analytical and systems skills. Problem solving and critical thinking skills, with the ability to address complex HR issues and provide effective solutions. Ability to communicate actionable insights through data.
• Strong organizational skills with demonstrated ability to manage multiple tasks simultaneously. Ability to be flexible and agile, and able to react to shifting priorities to meet business needs. Demonstrated ability to meet tight deadlines and commitments.
• Succinct, clear, and fact-based communication style that can be modified to meets the needs of various audiences and resonate with all levels across the enterprise.
• Proven diverse stakeholder management and relationship-building skills.
• Comfort navigating and managing high-level confidential matters with a high degree of discretion and professionalism.
• Commitment to quality. Possesses high standards and expectations for self and team.
• Strong intellectual and emotional intelligence.
• Employee Centric- Builds strong relationships and delivers employee-centric solutions.
• Manages Complexity - Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
• Cultivates Innovation - Creates new and better ways for the organization to be successful.
• Ensures Accountability - Holds self and others accountable to meet commitments Accepts personal responsibility for dealing with tough issues and does the “right thing.”
• Learning Agility - Actively learns through experimentation when tackling new problems, uses both successes and failures as learning fodder.
• Drives Equity & Inclusion - Recognizes the value that different perspectives and cultures bring to an organization.
• Builds Effective Teams - Builds cohesive teams that apply their diverse skills and perspectives to achieve common goals.
• Collaborates - Builds partnerships and works collaboratively with others to meet shared objectives.
• Instills Trust - Gains the confidence and trust of others through honesty, integrity, and authenticity.
• Business Acumen: Uses knowledge of the business, plus judgment to deal with the full complexity of the job. The ability to understand business functions and metrics with the organization and industry.
• Consulting: the art of providing direct guidance to organizational stakeholders seeking advice on a variety of situations or circumstances.
• Leadership: Translates the vision forward into clear directions that engage people to follow, energizes and alerts the group to the need for specific changes in the way things are done. The ability to direct initiatives and processes with the organizations with agility and to gain buy-in from stakeholders.
• Process Improvement: Systematic approach to improve performance by eliminating waste, non-value-added activities, and variability in processes.
• Problem Solving: Able to gather appropriate data and diagnose the cause of the problem before acting and if necessary, develop alternative courses of action.