Manager HR Business Partners

About the Role

Reporting to the Vice President of Business Partnerships and Labor Relations, this position leads one of the teams of HR Business Partners and Employee and Labor Relations Specialists, ensuring alignment of labor relations and HR strategy with business objectives. The role ensures the delivery of human resource services consistent with the organization’s values, leadership success factors, core competencies, and key business objectives. It maintains fair and productive relationships with union leadership while aligning with legal and regulatory requirements.

Employees are expected to role model the organization’s values of Compassion, Accountability, Respect, and Excellence, as well as demonstrate core Success Factors: Instill Trust and Value Differences, Patient and Community Focus, and Collaborate. Leaders are also expected to demonstrate aptitude for Ensure Accountability, Build Effective Teams, Drive Vision and Purpose, and Optimize Work Processes.

Responsibilities

• Leadership:
  • Lead a team of direct reports to implement and execute strategies that drive team-based, customer-focused human resource services through positive and collaborative working relationships with senior executives, managers, employees, and other key customers.
  • Interview, hire, orient, assign work to, evaluate, supervise, and communicate with team members, including preparing performance standards and development plans.
  • Provide guidance, coaching, and leadership on complex matters including employee and labor relations issues and union contract interpretation.
  • Lead the communication and application of the human resources management philosophy, policies, procedures, and practices.
  • Develop and implement strategies to foster positive labor relations and mitigate potential conflicts.
• Strategy and Workforce Engagement:
  • Contribute to the overall business strategy and its execution by collaborating with senior business leaders and labor partners to identify, prioritize, and build organizational capabilities, define and structure human capital talent, and drive the implementation of value-added human resources programs and priorities.
  • Serve as a change agent and champion for company-wide talent-related strategies and initiatives that support organizational growth, drive business results, and reinforce a collaborative, aligned, and engaged culture.
  • Provide guidance to management on principles and techniques of fostering, recognizing, and rewarding desired workplace behaviors.
  • Assess and identify potential organizational or operational changes likely to have significant effects on the organizational structure and/or culture.
  • Monitor and analyze human capital data and provide proactive consultation to address potential business issues.
  • Develop and maintain productive relationships with leaders to address and resolve issues and proactively implement effective workplace practices.
  • Provide coaching to leaders and individuals to support high levels of productivity and engagement within the business.
  • Collaborate with leaders to assess organizational needs and deliver solutions aligned to sustained improvement in employee engagement and retention.
  • Guide the formation of business plans and the human capital implications of workforce planning.
  • Serve as a role model and develop strategies that promote high levels of client service.
• Employee and Labor Relations:
  • Develop HR programs, tools, and resources incorporating best practices to serve as resources for the field and support alignment, consistency, and accountability in managing employee relations issues.
  • Serve as an influential people partner, advising Senior Management, HR Business Partners, and Employee and Labor Relations Specialists on complex employee and labor issues while mitigating business risk.
  • Design and develop programs of effective interventions to prevent the need for third-party representation of non-unionized employees and promote a positive employee relations climate.
  • Provide guidance to all levels of management on matters of employment and/or labor laws and regulatory compliance.
  • Assist in the resolution of union grievances and disputes through conflict resolution techniques.
  • Collaborate with legal counsel to ensure compliance with labor laws and regulations.
  • Provide training to HR professionals and management on union relations and collective bargaining principles.
  • Lead joint labor-management forums in accordance with contract provisions, review, and approve recommendations for compromise or settlement in the resolution of grievances, avoidance of arbitration, and furtherance of a positive management environment.
• Teamwork and Collaboration:
  • Promote teamwork and participate in problem-solving and decision-making processes in the department.
  • Manage a caseload of HR Business Partner areas of responsibility as a working manager.
  • Work with and assist the Human Resources Business Partner team in aligning business objectives with employee and management priorities and outcomes.
  • Consult and collaborate with members of the HRBP management team and leaders in the Centers of Excellence of HR.

Qualifications

• Education:
  • BS/BA Degree, preferably in Human Resources, Behavioral Science, or Business Administration, with coursework or experience in labor relations required.
  • Additional formal training or certificate programs in labor relations, contract negotiations, and contract administration preferred.
  • MBA and Senior Professional in Human Resources (SPHR) or an equivalent professional qualification preferred.
• Experience:
  • Five to seven or more years of progressively responsible leadership and experience in managing complex employee and/or labor relations issues and a full range of human resources programs and services in a large, diverse, and operationally complex organization.
  • Thorough knowledge of State and Federal laws and regulations, as well as labor law and regulatory compliance related to collective bargaining rights.
  • Demonstrated ability to develop and maintain effective relationships at all levels of the health system, including coaching and influencing senior leaders.
  • Strong HR and business acumen, cultural awareness, consultative skills, customer service orientation, functional human resources expertise, and self-initiative.
  • Mindset of continuous learning and curiosity that supports progressive decision-making and complex problem-solving.
  • Ability to work in a fast-paced, matrixed environment managing multiple priorities while applying sound judgment and decision-making.
• Supervisory Responsibility: Direct supervisory responsibility for up to four (4) direct reports.

Location

Southern Massachusetts