Tufts Medical Center Hiring for Human Resource Business Partner/PO – Human Resources Job at Boston, MA Full Time

Company Description

It takes a lot of very smart, hard-working and talented people to provide the level of care that we give to our patients. Tufts Medical Center is an internationally respected academic medical center and we pride ourselves not only on the sophistication of the care we deliver, but the compassionate way in which we provide it. And that starts with our employees.

Job Description

The HR Business Partner (HRBP) at Physician Organization serves as a strategic partner to design and deliver people strategies and solutions, including strategic workforce planning, leadership coaching, diversity & inclusion, talent review, succession and organizational design. The HRBP, assigned to a business unit/dept, ensures that business outcomes are achieved through effective change management support and by facilitating caregiver engagement. The HRBP develops integrated, data informed solutions by partnering with business and clinical leaders.

DUTIES AND RESPONSIBILITIES

The HR Business Partner also provides day-to-day employee assistance. This partner will communicate, champion and execute the Physician Organization HR initiatives that drive the organization’s culture, operational and growth goals, focusing on the following areas:

• 
  Strategy Deployment: Partners in the strategy deployment process as part of the client or business unit leadership team. Leads supporting people and operational strategies by leveraging HR initiatives, translating into local needs as necessary. Owns implementation and execution of HR initiatives within the assigned area.
• 
  Workforce Planning: Advises clinical and business leaders on forecasting workforce needs, including providing strategic staffing solutions to improve labor productivity measures.
• 
  Leadership Development: Facilitates the leadership development process for the business unit leadership team, including leadership coaching, succession planning, support development planning.
• 
  Change Management: Assesses the impact of strategic initiatives to ensure that appropriate change and transition plans are in place to engage and inspire caregivers to support a successful change.
• 
  Organizational Design: Advises and leads organizational design efforts for change and transformation in the organization, and ensures all appropriate elements are in place for true transformation.
• 
  Engagement & Culture: Assesses and understands the culture of the business unit and how that culture impacts clinical and business outcomes, including the engagement survey and related actions. Coaches leaders to positively influence the workplace environment and culture, and proactively influences KPIs that influence engagement in alignment with the overall HR Strategy.
• 
  Data and Analytics: Uses analytics to translate information into business decisions to drive outcomes. Utilizes HR reporting tools.
• 
  COE Liaison: Partners with COE’s to bring specialized HR services to meet business objectives and maximize the value of TMC’s HR service delivery model (e.g., Talent Acquisition, Compensation/Benefits, Talent Management and Employee Relations).

Other key areas of focus include:

• A key member of the HR team, actively participating in design, development and delivery of the overall transformation of the HR function.
• Provide first line support for all employees’ inquiries. Address and resolve employee relations concerns and help foster an effective, productive, progressive manager/employee work environment
• Champions diversity within assigned area of client support.
• Monitor employee climate to identify issues/trends and develop recommendations for problem solving with other HRBPs, local colleagues and business units as appropriate.
• Diagnose individual, team, and organizational issues that are negatively impacting culture and performance and recommend and facilitate delivery of the appropriate intervention to increase performance
• Stay abreast of industry trends within the intersection of HR and Financial Technology

Qualifications

SKILLS/ABILITIES/COMPETENCIES REQUIRED

• Leads with courage and decisiveness. Can think disruptively about the business in terms of its collection and development; looks beyond incremental approaches to solving problems and enhancing efficiencies.
• Embraces and drives change. Demonstrated ability to assess change management needs and support the design of change management plans that support organizational change.
• Knows how to influence others; instills optimism and energizes others to move beyond the current state; has a bias for action.
• Interacts with diverse, global, workforce including Senior Director & Executive management with strong interpersonal skills.
• Ability to partner with senior managers, managing high expectations via influence and persuasion.
• Promotes teamwork in a multidisciplinary context with passion and inspiration.
• Leads by example for a team of managers, large operations or projects.
• Works in a constrained environment (deadlines, costs, able to work under pressure) and ability to drive multiple projects in parallel, which interfere with each other.
• Ability to coach leaders, and strong facilitation skills.
• Ability to manage and perform with a high degree of autonomy, organization, and adaptability.
• Demonstrated ability to identify organizational issues and then design, develop, and facilitate a diverse range of organization development interventions (i.e., mentoring, team building, group facilitation, organization structure and design, etc.) to improve performance.

LICENSES, CERTIFICATIONS, and/or REGISTRATIONS (if applicable)

• SPHR (Preferred)

EXPERIENCE

• 
  Minimum Required:
  • 7-10 years progressive HR experience or equivalent relevant business, clinical or leadership experience
• 
  Preferred:
  
  • Hospital / healthcare experience preferred
• 
  Type of Experience:
  • 
    Demonstrated strategic thinking and analytical skills.
  • Experience coaching Sr. teams on talent management, leadership and workforce planning.
  • Experience understanding the needs of the organization and supporting organization leaders with a customer focused, internal consultancy, service orientation.
  • Experience in conducting detail oriented strong organizational and documentation, with an ability to multi-task and prioritize without sacrificing quality.
  • Experience working independently and take initiative to proactively handle issues.
  • Knowledge of HR compliance, employment laws, labor laws and regulatory requirements.
  • Proficiency in Microsoft applications including Word, Power Point, Excel.

EDUCATION

• Minimum Required
  • Bachelor’s Degree
• Preferred
  • Masters

Additional Information

All your information will be kept confidential according to EEO guidelines.

AMERICANS WITH DISABILITIES STATEMENT:

Must be able to perform all essential functions of this position with reasonable accommodation if disabled.

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed, as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. Tufts Medical Center reserves the right to modify position duties at any time, to reflect process improvements and business necessity.

COVID-19 POLICY:

Please note that effective October 1, 2021, as a condition of employment at Tufts Medical Center, all employees and new hires must have received their complete dose of the COVID-19 vaccine, unless they have been granted an exemption.