HR Director, Ragon Institute of Mass General, MIT, and Harvard

• Will provide counsel to address the business needs and goals of the organization, through the process of developing and implementing Human Capital Business Plans with leaders, to include key areas such as workforce, diversity and inclusion, engagement, leadership development, continuity and talent review, onboarding (including the development of an enhanced onboarding process for all levels of the organization), orientation, retention, change management, and enhancing the culture for high performance and success.
• Will oversee all areas of the Human Resources Department of the Institute and will partner with appropriate MGH & MGB HR areas including talent acquisition & staffing, talent management & training, performance management, employee relations, employee engagement, compensation-related initiatives including development of job descriptions as needed.
• Centrally support Visa and other international support processing, credentialing requests, faculty appointments, and coordination with other MGH, MIT and Harvard departments where Ragon faculty may be primarily appointed.
• Will use metrics and data to support the Human Capital Business Plan, including culture and diversity & inclusion assessment results, employee relations trends/data, engagement survey results including the accountability, inclusion and wellness indexes, workforce analytics and other sources of feedback. Dashboards will need to be created to develop plans and take action.
• Will manage day to day human resources and employee relations activities, working to identify trends, working with the MGB, MGH/MGPO HR & MGPO Professional Staff Compensation & Benefits professionals, MGH & MGPO business leaders and other departments as necessary to identify human resources and management development needs. Will provide an avenue for professional staff to resolve concerns, and will be an advocate for professional staff, providing guidance, coaching and support, interpreting policies, acting as a liaison with other HR departments and responding appropriately to concerns and complaints.
• Will leverage individual, organizational and team climate assessments and learning and organizational development resources and tools to develop interventions to address conflicts and gaps and to address leadership and team development needs.
• Will develop appropriate career development & assessment tools and processes exit interview plans. Will conduct exit interviews and share themes with leadership (while protecting confidentiality and privacy) and address operational concerns emerging from collected feedback.
• ·Oversight will include the implementation and evaluation of programs, plans, and policies that result in increased organizational effectiveness and leadership/physician/professional staff engagement. Leads/manages a variety of special projects and initiatives.
• Develops and maintains strong and trusting relationships with business leaders and employees. Acts as role model.
• Will be responsible for developing, implementing, and revising HR Policies and Procedures. Ensures compliance with all federal, state, and local legislation relating to employment and labor practices and similar aspects of human resource management.
• Serves as a strategic member of the Executive Director’s Leadership team, which includes identifying issues and proposing solutions for all HR challenges. Collaborates with managers/directors to leverage HR programs and practices to execute major workforce initiatives to deliver integrated HR solutions to the Ragon Institute.
• Collaborates with the Executive Director and Ragon senior leadership around the restructuring of an institutional Culture Committee.
• Oversees Diversity, Equity, and Inclusion initiatives at the Ragon.
• Encourages diverse thought and creative solutions that challenge the status quo and move the departments/organization to higher performance and success.
• Initiates, promotes, and maintains collaborative relationships with all internal and external stakeholders; develops relationships with MIT and Harvard, as needed. Attends and participates in departmental meetings.
• Works to simplify HR processes, systems, and interactions for monthly & weekly staff to solve day-to-day operational problems.
• Mentors staff and provides professional development options to maintain talent within the Institute

• Business Acumen: Uses knowledge of the business, plus judgment to deal with the full complexity of the job. The ability to understand business functions and metrics with the organization and industry.
• Consulting: the art of providing direct guidance to organizational stakeholders seeking advice on a variety of situations or circumstances.
• Leadership: Translates the vision and mission into clear directions that engage people to follow, energizes and alerts the group to the need for specific changes in the way things are done. The ability to direct initiatives and processes with the organizations with agility and to gain buy-in from stakeholders.
• Process Improvement: Systematic approach to improve performance by eliminating waste, non-value-added activities, and variability in processes.
• Problem Solving: Able to gather appropriate data and diagnose the cause of the problem before acting and if necessary, develop alternative courses of action.
• Courage: Accepts personal responsibility for dealing with tough issues and does the “right thing.”

• Understanding and experience of the strategic Human Capital Planning process.
• Solid understanding of affiliate and HR policies, procedures, practices, and knowledge of State and Federal labor and employment laws.
• Demonstrated experience in employee relations as described above.
• Experience in or demonstrated working knowledge of talent acquisition and full cycle recruitment.
• Strong facilitation and consensus-building skills, as demonstrated in providing solutions to issues presented.
• Demonstrated active listening skills and proven success in problem solving, conflict resolution, and decision-making skills in addressing complex and sensitive employee relations issues.
• Effective in resolving, managing, and communicating complex issues to all levels, in a collaborative, matrixed environment, while utilizing organizational and political savvy.
• Knowledge of healthcare industry.
• Current knowledge of Affirmative Action and state and federal employment and labor laws including FLSA, EEO, and ADA.
• Ability to utilize PeopleSoft to retrieve employee and departmental information needed to make appropriate recommendations.

• Bachelor’s Degree required.
• Master’s degree and PHR/SPHR, SHRM-SCP or CP or related certification preferred.

• Minimum of 7 years of HR business partner/generalist experience with a minimum of 3 years managing complex employee relations.
• Minimum of 3 years as a strategic business partner developing and implementing strategic human capital plans, managing significant change management strategies, and utilizing metrics to drive and evaluate strategy.
• Minimum of 3 years in HR working with physicians/faculty.

Mass General Brigham