DIRECTOR, HUMAN RESOURCES Partners Healthcare at Home

About Our Organization

Partners Healthcare is an integrated health care system, founded by Brigham and Women's Hospital and Massachusetts General Hospital that offers patients a continuum of coordinated and high-quality care. In addition to its two academic medical centers, Partners system includes community and specialty hospitals, a managed care organization, a physician network, community health centers, home health and long-term care services, and other health care entities. Partners HealthCare is committed to patient care, research, teaching, and service to the community. Partners is one of the nation's leading biomedical research organizations and is a principal teaching affiliate of Harvard Medical School. Partners HealthCare is a non-profit organization. We have opportunities in Finance, Information Systems, Human Resources and many other areas that work behind the scenes in support of the Partners mission.



DETAILS

Location: Boston, MA,
Employee Type: full time
Experience: 8 - 10 years
Education: Master degree
Travel Required: 30%

DESCRIPTION

General Overview

As a strategic partner to leadership, the Human Resources Director will provide transformational and operational expertise in support of strategic initiatives and operational excellence. A seasoned professional is needed to provide high level consultation in a broad range of Human Resources functions including employee engagement, leadership coaching, employee and leadership development, employee/labor relations, recruitment, forecasting staffing solutions, policy interpretation, training, and other functions to ensure alignment with business objectives. This position has a dual/matrix reporting relationship to the President PHH and the Vice President of Human Resources, and oversees HR Business Partners, Recruitment Specialist, and HR Operations staff.

The incumbent will plan, develop, recommend, administer, communicate and monitor all policies and programs in Human Resource development and management within PHH and contribute effectively to the HR function across PCC.  Areas of high level HR responsibility include but are not limited to employee relations, HR operations, compensation, interfacing with OGC and other central HR support staff as appropriate.  As a member of the PHH executive leadership team collaborates with President and others regarding strategic, cultural and programmatic direction of the organization consistent with company mission, values and strategic initiatives.  Works effectively in the PCC matrix organization, reporting to both the VP of HR for PCC as well as the PHH President as part of his/her executive leadership team.


Responsibilities

Directs the operations of the Department of Human Resources to ensure quality services are delivered

  • Maintains and measures staff competencies and departmental measurements that support the accomplishment of the goals and the most effective HR service delivery.
  • Establishes departmental work schedules, staffing, policies and procedures
  • Maintains regular communication with departmental staff
  • Assures the quality by observation and departmental feedback for services provided to the organization
  • Assess situations requiring intervention, problem solving and investigation when necessary
  • Keeps Managers, Directors and Supervisors informed of all policy changes

Responsible for maintaining and improving the quality of work and level of engagement of the employees within HR and the organization

  • Interviews and hires  quality staff according to needs and goals of the organization within policy guidelines and budget guidelines
  • Serves as a resource to PHH’s management team by utilizing effective employee performance improvement processes that support a culture of continuous organizational improvement
  • Identifies, collaboratively with staff, professional staff development or training seminars and encourages staff growth and development by providing opportunities consistent with abilities and interests as available and appropriate
  • Ensures problems, complaints and policy violations are investigated and appropriately resolved
  • Monitors the job performance of HR staff on an ongoing basis by providing regular feedback when necessary to reinforce positive behaviors and/or improve performance

Plans and coordinates the operations of the HR department to ensure productive and cost effective operations 

  • Prepares the annual capital, salary and non-salary budgets in accordance with Fiscal policy
  • Monitors the budget and justifies variances when necessary
  • Demonstrates effective time management by completing assignments within negotiated timeframes
  • Notifies supervisor of workload status for additional assignments as necessary
  • Establishes and meets the annual goals and objectives for the HR Department
  • Performs other operational assignments and  projects as assigned

 Oversees the development of HR policies and procedures

  • Ensures that HR policies, procedures and practices are in compliance with respective standards of licensing/accreditation  bodies as well as meeting state and federal regulations and are consistent with PCC and PHS policies
  • Initiates and recommends policies, programs and procedures when necessary
  • Reviews policies on an ongoing basis for current practices and compliance with regulatory changes
  • Communicates newly created policies, to all department heads, managers and supervisors and ensures that policies are posted on the organization’s intranet for access by all employees

Responsible for all activities in the area of Labor/Employee Relations

  • Directs Employee Relations activities for the organization.  Monitors all disciplinary action with HR professional staff to ensure consistent, fair application of policy and process.
  • Ensures documentation of disciplinary actions in employees’ records
  • Provides advice and assistance to all departments concerning ER issues
  • Reviews and stays current with regulatory changes
  • Maintains a working relationship with Partners ER/LR, and OGC for consultation and guidance, particularly with regard to state and federal changes, litigation and MCAD or other issues
  • Works with appropriate department heads and Occupational Health Services to make reasonable accommodations in the working environment when necessary and if reasonable  
  • Works closely with the Compliance Officer to address HR-related issues, particularly as they relate to calls/complaints to the compliance hotline
  • Remains engaged with the operational staff and proactively assesses workplace issues that could potentially have a negative impact on employee engagement and satisfaction.  Communicates concerns to the PHH leadership team, provides remediation recommendations, and implements action to mitigate those risks. 

Oversees the general recruitment and staffing of positions in the organization

  • Directs the activities of the HR professional staff   to ensure that recruiting practices are reasonable, fair and compliant with respective laws and regulations
  • Oversees the posting of positions, opening of requisitions and filling of vacancies in accordance with policy, using electronic PeopleSoft Applicant Tracking System (or similar) to manage- applicants, monitor recruiting activity and progress, and ensure compliance with Affirmative Action/EEOC objectives.  Oversees use of appropriate systems  for reference checking.
  • Oversees the organization’s CORI process (Criminal Offense Record Investigation) reviewer for hiring purposes’ ensuring compliance with state regulations regarding CORI investigations, working directly with MGH Police and Security and/or Office of Early Education and Care  to monitor and address problems
  • Assures all employee personnel files are complete and include required documentation to comply with legal, regulatory and accreditation standards
  • Works collaboratively with operational leadership to not only ensure optimal staffing from an FTE and cost standpoint but also ensure that recruitment and retention activities align with and support strategic growth initiatives

Assures that the organization’s compensation program is equitable and is consistent with internal and external market conditions as well as state and federal regulations where applicable

  • Directs and manages the compensation policy and practice for all positions, working closely with Partners Corporate Compensation as appropriate relative to compensation surveys, Department of Labor and IRS compliance, and when a broader view is required on compensation matters. 
  • Ensures that all employees are classified appropriately and that state and federal regulations relative to timekeeping practices are observed
  • Collaborates with Partners Compensation staff on the review, delivery and response of federally required reports for Affirmative Action and Equal Employment Opportunity.  Responds to audit requests for additional data and information working closely with Partners compensation and legal staff.
  • Benchmarks with other agencies for position compensation analysis and makes recommendations to pay range adjustments within the context of the analyses, recruitment and retention data, and programmatic growth plans
  • Provides regular review of job description analysis for compensation analysis

Oversees the development, implementation and evaluation of various programs for training (outside of Partners corporate training) and orientation for employees

  • Provides guidance to the HR professional staff for orientation subject matter
  • Collaborates and communicates corporate training sessions available to all staff
  • Assigns specific area training (locally) where and when necessary
  • Responsible for coordinating new manager orientation and providing regular, ongoing leadership development and educational opportunities
  • Works in identifying training needs and developing programming and requests pertinent to implement the President’s strategic development plan
  • Leverages electronic HealthStream training system as appropriate to communicate, train, test and document employee competencies in specific areas

Works closely with Partners Benefits Office staff to develop, review and communicate programs and changes, including annual Open Enrollment activities

Sponsors complimentary initiatives that support integration and sharing of best HR practices across PCC 

Maintains commitment to professional staff development and continuous growth for self-improvement.

  • Attends workshops and seminars in conjunction with formalized classes, where and when appropriate based on personal goals and objectives
  • Participates in own performance appraisal for goal setting and supporting achievements
  • Maintains membership in professional organizations to maintain current HR knowledge and activities
  • Participates in promoting a positive perception of the HR department
  • Participates in mandatory training for all educational programs specific to ones job
  • Establishes and maintains an effective departmental relationship internally and externally with regards to promoting a positive image for PHH and PCC.
  • Initiates, promotes and maintains collaborative relationships with all departments
  • Keeps management informed of significant problems that jeopardize the achievement of goals and those that are not being addressed adequately at the line management level.
  • Responds timely and appropriately to department and community requests for information
  • Demonstrates problem solving approach in resolving issues with other departments as indicated by lack of negative feedback
  • Provides assistance and positive support to employees
  • Assess the environment  for safety where and when necessary
  • Ensure confidentiality is maintained in accordance to hospital policy

Provides special project support where and whenever necessary

Maintains a collaborative relationship with PCC HR team, Partners Healthcare/ HR departments and attends meetings where and when necessary 

Leads the PHH HR team, consisting of recruiters, generalists, and HR assistants (9 positions)


Qualifications

 

Education:  Bachelor’s Degree; Masters Degree in HR Management, MBA, or other related professional discipline preferred.

License/Certification:  Certification as SPHR or PHR, Society of Human Resources Management, preferred

Experience: Eight to ten years progressively more responsible experience in Human Resources required, preferably in healthcare with knowledge of the financial aspects of the business

Skills Required:

  • Excellent communication (both written and verbal), math, and computer software skills (Excel, PeopleSoft etc.)
  • Highly developed interpersonal skills and ability to work with diverse populations
  • Work independently, be self-directed and contribute as a member of a team
  • Ability to gather and synthesize information from many sources and present it in a concise and compelling manner to various audiences to achieve business objectives
  • Anticipates challenges and develops and implements strategies for addressing them
  • High level of service delivery. Demonstrate initiative with ability to prioritize work, meet deadlines and adapt to changing situations.
  • Attention to detail 

Benefits Information

Partners HealthCare System offers a comprehensive benefits package, including a choice of six medical plans, two dental plans, prescription drug and vision coverage, generous Paid Time Off, disability coverage, retirement plans, flexible spending accounts, and tuition reimbursement.



REQUIREMENTS


THIS JOB IS DELETED

COMPANY

Partners HealthCare
Partners Payroll

Charlestown, MA 02129-1131
UNITED STATES