Senior Vice President, Human Resources, Physicians, Faculty, Research, OCMO, Trainees (residents & fellows)-(3315577) - Partners Healthcare System

About Us:
As a not-for-profit organization, Mass General Brighamis 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, evaluating themes and root causes, the SVP plays a critical role in ensuring that our healthcare system attracts, retains, and supports top-tier professional staff including physicians, trainees (residents & fellows), faculty and research scientists and research staff professionals. The SVP will team with HR professionals in developing and implementing strategies for fully engaged faculty 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, professional staff 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 Center President, Physician Organization (PO) President(s), Chief Academic Officer (MGB), Chief Medical Officer (MGB) and GME leadership as the senior most HR leader for physicians, faculty, trainees (residents & fellows), research scientists and researchstaff matters. The role provides HR services to a cohort of approximately 23,000 which includes physicians, faculty, trainees (residents & fellows), research scientists, research fellows, post docs and both clinical and lab research employees.

• Lead a team that partners with the chiefs and chairs of the AMCs to provide thought leadership, coaching and advice on workforce issues and to design and implement programs in support of departmentalgoals and activities.
• Enable PO & Research 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 PO & Research 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.

•Analyze trends and metrics materials (internally) from CMO, CAO & SVP of Research, 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 physician and research communities, to build and maintain strong relationships with physicians, research PIs, trainees (residents & fellows) and researchers 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 physician, research PI and trainee HR functions.

•Collaborate and engage with COEs to develop strategies and to develop and interpret HR policies to meet service line-specific needs ensuring compliance with Accreditation Council for Graduate Medical Education (ACGME) standards.

•Develop and drive performance and professional development programs for physicians, PIs, research professionals, and trainees (residents & fellows) through the various stages of their career progression.

•Provide HR support for the Program Directors and PIs

Customer Facing & Operational Expertise and Consultation

•Participate in the facilitating and decision-making as an executive member of the Presidents’ strategic leadership team(s).

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

•Develop a deep level understanding of the PO & Research organizations 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 the PO & Research service lines.

Leadership and Organization Strategy

•Lead succession planning with PO & Research 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, physician, and research compensation philosophy and programs for key stakeholder groups including physicians, faculty, trainees (residents & fellows), research scientists and research staff.

•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, faculty annual career conferences, and related professional development processes.

•Advise leadership of all talent management needs, including physician, research PI and 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 physician, research PI, and trainee 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 physician and research organizations.

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

•Proven leadership and executive relations experience.

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

•Demonstrated experience leading transformation projects in business operations, 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 strategic partner 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 physicians, faculty, trainees (residents & fellows), research scientists and research 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, providing constructive feedback and handling sensitive issues with discretion and professionalism.

•Ability to understand and demonstrate 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.

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.