Employee Relations Partner

Employee And Labor Relations Partner

Summary : Responsible for advising managers and HR Business Partners (HRBPs) regarding employee and / or labor relations situations and the interpretation of personnel policies, labor contracts as well as state / federal employment laws. The ERLR Partner will provide comprehensive internal employee and labor relations consultation, conduct investigations, present findings and recommendations, support collective bargaining negotiations and develop and maintain positive working relationships with staff, leadership and union representatives. The ERLR Partner will develop and evaluate overall employee and labor relations trends / themes and proactively make recommendations to address root causes. They will partner with the MGB Centers of Excellence (COEs) including the Employee and Labor Relations team as well as the Office of General Counsel (OGC), as needed. They will work collaboratively with the MGB Employee and Labor Relations Center of Excellence (COE) to assess training needs and assist in the delivery of training as appropriate on employee relations and labor issues.

Essential Functions :

• Provides guidance and support related employee and labor relations including policy and contract interpretation and implementation, performance management, corrective action, employment terminations (including reduction in force), appeal / grievance process and conflict resolution.
• Addresses concerns from workforce members that impact employee experience. Conducts confidential, objective and thorough investigations. Prepares and presents reports of the findings and provides consultation regarding the implementation of action plans to address concerns.
• Partners with the MGB ERLR COE and OGC on complex ERLR cases, demand letters, collective bargaining negotiations, labor arbitrations and other proceedings as necessary.
• In partnership with the ERLR COE, consults with business leaders on maintaining positive employee relations. Assists the ERLR COE in conducting climate surveys as needed to assess the general environmental tone within a department or between departments to determine areas of employee concern. Partners with HRBP and leadership to develop action plans to address issues.
• Manages ADA, religious, and pregnancy accommodation requests using HR case management system. Conducts interactive dialogue process with employee, operational leadership, Occupational Health, and other necessary participants for all accommodation requests, including requests for religious, medical, or pregnancy-related accommodations.
• Using data including all workforce dashboards identifies gaps, themes, trends and root causes impacting staff engagement and retention, effective performance, delivery of services and organizational strategy.

Qualifications :

Knowledge, Skills and Abilities :

Additional Job Details :

Remote Type : Hybrid

Work Location : 399 Revolution Drive

Scheduled Weekly Hours : 40

Employee Type : Regular

Work Shift : Day (United States of America)

Pay Range : $62,400.00 - $90,750.40 / Annual

Grade : 6

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.

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 that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.