Director HR Business Partner Tufts Medical Center

About Tufts Medicine:

Tufts Medicine is a leading integrated health system bringing together the best of academic and community healthcare to deliver exceptional, connected and accessible care experiences to consumers across Massachusetts. The health system is the principal teaching affiliate for Tufts University School of Medicine. The strong relationship between Tufts Medicine and Tufts University School of Medicine is evident in our governance, academic and research structure. Tufts Medicine is comprised of the following clinical entities:

· Tufts Medicine Professional Group (TMPG)

· Tufts Medicine Integrated Network (TMIN)

· Tufts Medical Center

· Lowell General Hospital

· MelroseWakefield Hospital, Lawrence Memorial Hospital of Medford

· Tufts Care at Home

Location: Onsite Tufts Medical Center Boston, MA

Job Overview

This role is responsible for the people strategy and practices across Tufts Medicine. This role partners across the business other HRBPs, operational leaders, and the HR Communities to support Tufts Medicine in achieving organizational effectiveness, talent strategy, employee engagement and leadership capability. The successful candidate will drive transformational and sustainable people practices spanning the entire employee lifecycle, ensuring people and business priorities are successfully executed. The role provides excellent customer service to ensure smooth delivery of services and enhance the employee experience, and drives decisions that align with Tufts Medicine mission, vision and values. In addition, the position may own leadership of programs that run across the broader HR team to serve the organization. To be successful in this role, the incumbent must understand business priorities and translate them into the highest impact work. They will help business leaders look around corners with data-driven recommendations that improve performance, retention, and the overall employee experience. The role will have a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.

Job Description

Minimum Qualifications:

1. Ten (10) years of progressive Human Resources experience or equivalent relevant business experience.

2. Bachelor’s degree in Human Resources, Business administration, or related field.

Preferred Qualifications:

1. Fourteen (14) years of progressive Human Resources experience or equivalent relevant business experience.

2. Master’s degree in Human Resources, Business administration, or related field.

3. Human resources professional certification (e.g. PHR, SPHR, SHRM).

4. Healthcare experience strongly preferred.

Duties and Responsibilities: The duties and responsibilities listed below are intended to describe the general nature of work and are not intended to be an all-inclusive list. Other duties and responsibilities may be assigned.

1. Serves as trusted partner for business; partners with leaders to provide leadership coaching and a talent lens to key organizational objectives and imperatives.

2. Acts as unified voice to the organization’s senior leaders for HR, linking HR experts to the people needs of the business unit leadership.

3. Understands business issues and has a broad knowledge of the industry to support leaders by bringing in appropriate resources to solve challenges.

4. Advises Senior Leadership across the lifecycle of their business' employees.

5. Participates in hiring process for key / critical roles.

6. Proactively identifies and diagnoses the foremost talent-related issues within senior leader’s business units partnering with HR Communities to address key initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.).

7. Facilitates development of the leadership team, including executive coaching

8. Serves as / supports cultural champions, embodying the Tufts Medicine values and principles, ensuring organizational actions are tied to principles, and injecting language/expectations around culture throughout business.

9. Supports employee relations/performance issues related to more senior leaders/partners or complex issues.

10. Discusses reporting and people analytics with senior leaders to provide insights and trigger respective actions.

11. Provides input throughout development of DEI strategy and helps ensure it is executed/adopted as part of the culture in a co-creation work with DEI area

12. Works closely with the HR Communities to design customer insights and lead the effective rollout of HR programs such as succession planning and workforce planning.

13. Seamlessly integrates strategic initiatives and priorities from senior leadership with the HR Communities, translating needs into thoughtful initiatives.

14. Improves results / effectiveness of teams by ensuring that HR strategies and plans are translated into specific actions and tangible results.

15. Helps people managers identify where new positions may need to be created, collaborating with HR Communities to open positions as appropriate.

16. Provides input throughout development of DEI strategy and helps ensure it is executed/adopted as part of the culture in a co-creation work with DEI area.

17. Works closely with the HR Communities to design customer insights and lead the effective rollout of HR programs such as succession planning and workforce planning.

18. Seamlessly integrates strategic initiatives and priorities from senior leadership with the HR Communities, translating needs into thoughtful initiatives.

19. Improves results / effectiveness of teams by ensuring that HR strategies and plans are translated into specific actions and tangible results.

20. Helps people managers identify where new positions may need to be created, collaborating with HR Communities to open positions as appropriate.

Physical Requirements:

1. Frequent sitting, occasional standing & walking, and lifting of 5-10 lbs.

2. Mental requirements will be intense at times with involvement in many concurrent multi-faceted projects.

3. Requires manual dexterity using fine hand manipulation to operate a computer keyboard or related equipment

4. Requires ability to see computer screen, monitoring equipment and reports.

Skills & Abilities:

1. Exceptional business acumen, process improvement, strategic planning, and change management skills.

2. Working knowledge of multiple human resource disciplines, including Diversity, Equity and Inclusion, employee engagement, employee relations, strategy, people technology, investigation, labor law, organizational design, organizational development, performance management, succession planning, talent acquisition, training and development, and workforce planning.

3. Self-initiating, independent thinker who can develop and market both long-term business strategies and short-term tactical plans with a focus on execution. This is a role of influence, and a balance between strategy and tactics is critical.

4. Ability to work in a matrixed, high paced environment.

5. Ability to successfully build relationships with key stakeholders; CEOs and Executive Leadership team and leaders across the system.

6. Ability to think critically and offer creative insights and constructive responses immediately when faced with difficult questions, concerns and issues raised by key stakeholders.

7. Demonstrated ability to manage varied and competing interests of current stakeholders, other potential stakeholders, and future concerns in order to preserve the mission and long-term vision of a fast-growing, deadline-focused organization operating in a rapidly changing environment.

8. Highly developed communication and organizational skills and ability to work collaboratively and credibly with stakeholders and colleagues.

9. Advocates for the desired culture in high-level planning and decision making, with a focus on performance accountability and achieving greater operational efficiencies.

10. Proficient in Microsoft applications including Word, Power Point, and Excel.

Job Profile Summary

​This role focuses on supporting the design, development, and implementation of human resource programs and policies, including recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management & organization development and employee/labor relations. In addition, this role focuses on performing the following Human Resources Business Partners (HRBP) duties: Performs work across multiple Human Resources disciplines, general HR program/policy development, administration, and compliance, general business support, employee hiring, onboarding, termination, and records maintenance, employee and labor relations and communications, and total rewards program coordination with Tufts Medicine leaders. A management role that supervises employees focusing on tactical, operational activities within a specified area, with the majority of time spent overseeing area of responsibility, planning, prioritizing and/or directing the responsibilities of employees. Goal achievement is typically accomplished through performance of direct and/or indirect reports. A role that manages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: policy and strategy implementation for short-term results (1 year or less), problems faced are difficult to moderately complex, and influences others outside of own job area regarding policies, practices and procedures.