Manager, People Strategy

At Dana-Farber Cancer Institute in Boston, we are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, design programs to promote public health, conduct groundbreaking research, and educate tomorrow’s physician-researchers.

About the role

This strategic HR leadership role partners with senior leaders to shape and execute people strategies that drive organizational performance, workforce effectiveness, and business success. Operating in a fast-paced, complex, and matrixed environment, the People Strategy Manager integrates strategic workforce planning with hands-on leadership to deliver high-impact HR solutions that strengthen employee engagement, talent capability, and organizational outcomes.

The role leads a team of People Strategy Partners, providing consultation and coaching to senior leaders on talent strategy, organizational effectiveness, employee relations, performance management, compensation, policy interpretation, and regulatory compliance. It builds strong cross-functional partnerships across HR centers of expertise and business functions to deliver integrated, data-driven people solutions.

Responsibilities

• Operate as a strategic partner and trusted advisor, supporting leaders as coach, consultant, and change agent in a fast-paced, high-growth environment.
• Partner closely with business leaders to align people strategies with business objectives, organizational design, workforce planning, and transformation initiatives.
• Build a culture of accountability, performance, and engagement while creating tailored solutions to enhance organizational effectiveness across diverse employee populations.
• Provide expert guidance on employee relations, compensation, and policy interpretation, ensuring compliance with employment laws, regulations, collective bargaining agreements, and institutional governance structures.
• Build and sustain trusted partnerships across leadership teams, stakeholders, and HR functions to drive aligned, business-informed people strategies.
• Foster collaboration across diverse client groups and enterprise partners to support organizational effectiveness, workforce engagement, and strategic priorities.
• Conduct assessments to understand needs or situations, analyze data, develop talent management plans, recommend training programs, evaluate employee engagement and performance, and advise on HR policies.
• Identify trends, risks, and opportunities through qualitative and quantitative analysis, translating findings into actionable recommendations that support workforce planning, manager effectiveness, and organizational performance.
• Supervise, hire, develop, and manage staff to achieve organizational goals, setting clear expectations, delivering feedback, and monitoring performance for quality, efficiency, and compliance.
• Mentor staff, foster career growth, and cultivate a positive and productive work environment.

Requirements

• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or related field required.
• 5+ years of experience partnering with senior business leaders to drive talent or people initiatives and demonstrated success in a strategic HR partner role in a complex, matrixed environment.
• Demonstrated experience in a leadership role focused on people strategy or human resource management.
• Experience in sectors such as higher education, academic medicine, research, healthcare, biomedical/pharma, or government, or in management consulting to organizations in these sectors preferred.

Skills

• Comprehensive Human Resources Expertise: Advanced knowledge of employment laws, regulations, labor relations, compliance requirements, workplace policies, and HR best practices across talent management, employee engagement, performance management, learning and development, succession planning, workforce planning, retention, and talent acquisition.
• Strategic Business and Organizational Acumen: Strong understanding of business operations, financial principles, organizational design, change management, and alignment of human resources strategies with organizational goals.
• Leadership and Influence: Demonstrated ability to lead teams, influence leaders at all levels, inspire organizational change, and drive initiatives that support employee engagement and organizational effectiveness.
• Communication and Relationship Management: Exceptional verbal and written communication skills with the ability to build trusted relationships, collaborate effectively with employees, managers, executives, and stakeholders, and foster productive partnerships across multiple HR disciplines.
• Analytical Thinking and Data-Driven Decision Making: Strong critical thinking, problem-solving, and analytical skills with the ability to interpret data, assess complex situations, identify trends, and make informed recommendations that support business outcomes.
• Project and Change Management: Proven ability to manage multiple priorities, projects, and initiatives simultaneously while adapting to changing business needs, maintaining focus on results, and ensuring successful implementation of organizational and HR strategies.
• Conflict Resolution, Inclusion, and Collaboration: Ability to effectively mediate workplace issues, promote an inclusive and equitable work environment, and work collaboratively across functional HR specialties including talent management, compensation, organizational development, learning and development, and talent acquisition.

Benefits

Dana-Farber Cancer Institute is committed to creating an inclusive, diverse, and equitable environment where every patient, family, and staff member feels they belong. We offer multifaceted experiences and support faculty and staff in their professional and personal growth.

Pay

$134,300.00 - $148,300.00