Director of Employee and Labor Relations

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• Job Summary
• Summary Leads team of Employee and Labor Relations Partners to provide comprehensive employee relations and labor consultation throughout the Mass General Brigham system or as assigned. Provides guidance and direction to leaders and HR Business Partners regarding complex labor and employment issues and ensures the reasonable allocation of workload to support organization priorities. Oversee and supports the ERLR Partner team in providing day-to-day consulting, guidance regarding union contract issues, contract negotiations, corrective action, grievance and appeal process, employment terms and conditions, and other employee and labor relations functions. Will conduct and advise managers and ERLR Partners in complex investigations and assessments involving allegations of discrimination, harassment, or related issues. Works collaboratively with the Employee & Labor Relations Center of Excellence to assess training needs and assist in the delivery of relevant training. Essential Functions -Provides guidance and consultation to the ERLR team, HR Business Partners, and business leaders regarding employee and labor relations matters, including employment policies, laws, and labor contracts, union relations, positive employee relations, investigations, and documentation. -Oversees and conducts complex, confidential, objective, and thorough investigations. -Prepares and presents reports of the findings and provides consultation regarding the implementation of action plans to address root cause issues. -Partners with HR, operational leaders and the ERLR COE to ensure employee and labor relations strategy supports business operations and strategy. -Leads, develops and oversees performance of the ERLR Partner team. Utilizes ER Case Management system and meets SLAs as required. -Partners with the Office of General Counsel on complex cases including legal matters, demand letters, arbitrations and other proceedings. -Consults with the ERLR Center of Excellence and the Office of General Counsel and others as needed to address employee issues and mitigate organizational risk effectively. -Collaborates with the ERLR COE to assess training needs and assist in the delivery of relevant training and expertise and guidance concerning employee and labor relations issues. -Reviews case management and workforce dashboard data to identify themes, gaps, trends and root causes impacting workforce engagement and performance to support delivery of service and organizational goals and strategy. -Partners with the ERLR team and HR Business Partners to conduct complex assessments to assess the environmental tone within or between departments to determine underlying issues related to employee concerns. -Recommends action plans in partnership with HRBPs and leaders to employee concerns and implement solutions to improve the workplace experience.
• Qualifications
• Education
• Bachelor's Degree Related Field of Study required
• Experience
• Employee and labor experience 8-10+ years required
• Experience in a Senior Employee Relations / Labor Relations role within a complex organization 5-7 years required
• Leadership experience 3-5 years required Experience in a union environment 3-5 years preferred
• Knowledge, Skills and Abilities
• Ethical Practice – The ability to maintain confidentiality and objectivity and to gather and evaluate information to reach an informed decision.
• Strategic Leadership – lead by example, demonstrating values, ethics, and behaviors that align with the culture, setting the tone of integrity and professionalism.
• Relationship Management – The ability to develop connections and manage interactions to facilitate information sharing and engaged decision-making.
• Critical Evaluation – The ability to interpret employment and labor activity information and data for making appropriate decisions about the organization’s response to employee concerns or third-party representation.
• Consultation – The ability to provide clear and compelling guidance to senior leaders to reach a consensus on addressing complex issues. Strong conflict-resolution & problem-solving skills.
• Communication – Strong communication skills, including excellent critical listening skills and the ability to convey empathy & trustworthiness.
• Business Acumen – the ability to understand and apply information to ensure recommendations are consistent with and in support of desired business outcomes. Technical skills include Microsoft Suite.
• Additional Job Details (if applicable)
• Remote Type
• Hybrid
• Work Location
• 399 Revolution Drive
• Scheduled Weekly Hours
• 40
• Employee Type
• Regular
• Work Shift
• Day (United States of America)
• Pay Range
• $121,908.80 - $177,351.20 / Annual
• Grade
• 9At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.
• EEO Statement :
• Mass General Brigham Incorporated is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and / or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.##
• Mass General Brigham Competency Framework
• At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors

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