Senior Vice President, Human Resources, Clinical and Non-clinical Operations-(3315578) - Partners Healthcare System

About Us:
As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community by leading innovation across our system. Founded by Brigham and Women’s Hospital and Massachusetts General Hospital, Mass General Brigham supports a complete continuum of care including community and specialty hospitals, a managed care organization, a physician network, community health centers, home care and other health-related entities. Several of our hospitals are teaching affiliates of Harvard Medical School, and our system is a national leader in biomedical research.

We’re focused on a people-first culture for our system’s patients and our professional family. That’s why we provide our employees with more ways to achieve their potential. Mass General Brigham HealthCare is committed to aligning our employees’ personal aspirations with projects that match their capabilities and creating a culture that empowers our managers to become trusted mentors. We support each member of our team to own their personal development—and we recognize success at every step.

Our employees use the Mass General Brigham values to govern decisions, actions, and behaviors. These values guide how we get our work done: Patients, Affordability, Accountability & Service Commitment, Decisiveness, Innovation & Thoughtful Risk; and how we treat each other: Diversity & Inclusion, Integrity & Respect, Learning, Continuous Improvement & Personal Growth, Teamwork & Collaboration.

General Summary of Position:
Senior Vice President, Human Resources (SVP) provides strategic human resources consultation to leaders that enables the delivery of Mass General Brigham’s core objectives. This role requires deep understanding of the day-to-day as well as long term challenges facing the health care industry. By leveraging data, and evaluating themes and root causes, the SVP plays a critical role in ensuring that our healthcare system attracts, retains, and supports top-tier staff, including nursing, administrative and clinical and non-clinical operations, and support services employees. The SVP will team with HR professionals in developing and implementing strategies for fully engaged employees who collaborate to create a positive environment and culture that attracts and retains top talent, to address critical challenges and to respond to the unique needs of this specialized group at Mass General Brigham. Strategies include workforce planning and development, diversity and inclusion, engagement, employee & labor relations, employee compensation and benefits, leadership development, continuity and talent review, onboarding, orientation, retention, change management, and culture.

Principle Duties and Responsibilities

• Partner with the Academic Medical Centers Chief Operating Officers as the senior most HR leader for nursing, administrative and clinical and non-clinical operations, and support services matters. The role provides HR services to a cohort of approximately 35,000 which includes nursing, administrative and clinical and non-clinical operations, and support services employees at the AMCs.

• Lead a team that partners with the COOs as well as AMC-specific, AMC-wide and MGB-wide senior leaders to provide thought leadership, coaching and advice on workforce issues and to design and implement programs in support of departmental goals and activities. Key stakeholders would be the Chief Nursing Officers.
• Enable nursing, administrative and clinical and non-clinical operations, and support services organizational strength and stability through talent strategy, utilizing market knowledge, predictive analytics and leveraging HR’s organizational capability.

• Examine the strategic plans, considering aims around structure or growth, to determine future staffing, hierarchical, and remuneration needs; support the building of HR plans to continue the AMC integration, staffing, learning and development needs, change, and organizational development.

• Develop and implement the nursing, administrative and clinical and non-clinical operations, and support services workforce strategy with a focus on the long-term future, ensuring the organization is able to adapt and succeed.

• Interpret business results and people metrics for executive leadership in support of developing people-related interventions to improve performance aligned with people and professional staff shaping. Leads HRBPs and works with operational leaders on developing high performing teams.

• Analyze trends and metrics materials (internally) from COOs, administrative and clinical SVPS, HR Operations, HRBPs, HR COEs, and (externally) current industry trends, to inform the development of solutions, programs, and policies.

• Work with employee relations, including members of nursing, administrative and clinical and non-clinical operations, and support services communities, to build and maintain strong relationships with nursing, administrative and clinical and non-clinical operations, and support services employees and their leadership, addressing concerns, facilitating open communication, and promoting a positive work environment.

• Lead and develop a high-performing HR team providing thought leadership, mentorship and guidance to HR professionals responsible for nursing, administrative and clinical and non-clinical operations, and support services employees.

• Collaborate and engage with COEs to develop strategies to meet service line-specific needs ensuring compliance with relevant regulatory agencies.

• Develop and drive performance and professional development programs for nursing, administrative and clinical and non-clinical operations, and support services employees through the various stages of their career progression.

Customer Facing & Operational Expertise and Consultation

•Participate in the facilitating and decision-making as an executive member of the AMCs’ COOs strategic leadership teams.

•May represent MGB HR with Joint Commission (hospital) or other regulatory bodies in cooperation with operations HR counterpart to ensure adherence with hospital policies and regulatory standards.

•Develop a deep level understanding of the nursing, administrative and clinical and non-clinical operations, and support services business operations to best represent their needs for improved delivery of strategic HR solutions.

•Expertly leverage data to inform talent strategies that will support the improved growth and effectiveness of nursing, administrative and clinical and non-clinical operations, and support services.

Leadership and Organization Strategy

•Lead succession planning with nursing, administrative and clinical and non-clinical operations, and support services leaders and develop talent risk & retention strategies by assessing the impact of leaving and ability to replace, into developing retention strategies for each risk level, and individual retention plans.

•Accountable for the application of executive, manager, professional, clinical and non-clinical, administrative and service compensation philosophy and programs for key stakeholder groups including nursing, administrative and clinical and non-clinical operations, and support services.

•Leverage organizational design, workforce planning, talent management, performance management and skills assessment and development practices to support organizational improvement.

•Advise on the design of and lead the performance evaluation and related professional development processes.

•Advise leadership of all talent management needs, including nursing, administrative and clinical and non-clinical operations, and support services and other leader searches, leader development, and executive coaching.

•Build strong working relationships with HR colleagues and business leadership.

•Engage with all leaders within the portfolio to promote and manage wellness programs, initiatives, and opportunities.

•Provide ongoing coaching to leaders on issues affecting employee engagement and organization effectiveness, helping to determine root causes and recommend appropriate next steps.

•Lead and deliver on efforts for nursing, administrative and clinical and non-clinical operations, and support services employee engagement and retention efforts. Partner in the development of strategies to recruit and retain a diverse pool of candidates for all roles.

•Ensure teams are provided equitable opportunities for professional growth and the delivery of Diversity, Equity, and Inclusion goals.

Qualifications:

•10+ years of senior leadership in Human Resources preferably with healthcare industry and supporting nursing, administrative and clinical and non-clinical operations, and support services.

•Master’s/Bachelor’s degree in HR or work-related field from an accredited college or university.

•Proven leadership and executive relations experience.

•Strong labor relations experience required

•Demonstrated experience with organizational design and development, change management, leadership development, and team effectiveness.

•Demonstrated experience leading transformation projects in business operations and providing oversight to further operational excellence and managing multiple priorities in a fast-paced academic medical center environment.

•Demonstrated knowledge in HR functional processes, HR systems, technologies, and compliance.

•Proven track record in fostering a supportive and inclusive workplace culture.

Skills/Abilities/Competencies Required:

•Possesses a strong record of being a strategicpartner for business leaders leveraging substantial business acumen

•Ability to build deep, credible, and influential business partnerships throughout the client groups by demonstrating an understanding of business fundamentals and decision-making processes.

•Demonstrated ability to assess and develop people strategy for nursing, administrative and clinical and non-clinical operations, and support services including human capital planning.

•Demonstrates expert interpersonal skills, high emotional intelligence, and has a proven record of accomplishment for influencing senior leaders and driving organizational goals. Can effectively communicate with staff at all levels of the organization.

•Possesses strong analytical skills, active listening, critical thinking skills and interpersonal acumen to analyze and determine appropriate recommendations and their implications.

•Experience with HR operations, system, and process best practices to support day-to-day business operations, organizational development, and to effectively understand and support leadership with change.

•Demonstrated strategic HR thought leadership, counsel and relationship management skills, including the ability to influence across all levels of the organization to assist in building networks and overall HR brand; Effectively conduct meetings with all stakeholders, and has experience with successfully navigating difficult conversations and providing constructive feedback.

•Ability to understands and demonstrates project management skills including successful management of projects from planning phase through completion, including the tracking, measurement, and reporting of complex and strategic people metrics and KPIs.

•Requires minimal direction from leadership and possesses the ability to learn quickly.

EEO Statement

Mass General Brigham is an Equal Opportunity Employer & by embracing diverse skills, perspectives and ideas, we choose to lead. 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.