UMass Med School Hiring for Sr Human Resources Business Partner-Hybrid at Shrewsbury, MA  Full Time

POSITION SUMMARY:

Reporting to the Assistant Vice Chancellor, People Development and Wellness, the Senior Human Resources Business Partner (Senior HRBP) supports their assigned unit’s executive and senior leadership teams to ensure people strategies align with and support the overall business goals for transformation, growth and sustainability of the assigned business unit. The Senior HRBP supports their business unit(s) by understanding the business thoroughly, working proactively with leaders on topics such as achieving organizational effectiveness, talent strategy, leadership capability, workforce planning, and overall people strategies. Provides guidance and coaching for leaders within business unit on areas as it pertains to workforce effectiveness and any areas of opportunity or concern. The Senior HRBP collaborates within HR to identify, develop, and deliver solutions to assigned business unit(s), meeting regularly with representatives from various HR functions, while forming a strategic partnership to ensure alignment, understand available resources and partner on creative solutions.

This HRBP role will be assigned to ForHealth Consulting, a division of UMass Chan Medical School. ForHealth leverages world-class expertise and deep experience to create transformational solutions across the health and human services system, from payment and financing to clinical practice and information management. ForHealth Consulting collaborates closely with healthcare partners to think big about how they can do what they do, better-for themselves and the people they serve. The ForHealth Consulting workforce is predominately remote, so a comfort level working via Zoom and/or Teams as well as being occasionally onsite is necessary. To learn more about ForHealth, link here: https://forhealthconsulting.umassmed.edu

ESSENTIAL FUNCTIONS:

Partners with assigned business unit leadership to translate the business plans into a talent and organizational plan (e.g., organizational re-design, strategic workforce planning, recruitment and retention, total rewards solutions, succession planning and talent management, organizational development and employee engagement).
• Collaborates with assigned business unit leaders to assess the unit workforce structures, distribution of roles, and allocation of people resources; Leverages this knowledge to help identify new roles as needed and/or changes to existing job descriptions to enable the business unit to meet their financial, operational, and quality goals and organizational strategic business and growth objectives.
• Maintains an in-depth understanding of assigned business unit(s)’ needs as well as the programs and resources available through human resources and beyond.
• Guides and supports leaders in creating and managing workforce planning efforts required to achieve and sustain a competitive advantage (e.g., succession planning, leadership development, performance management, and cultural transformation).
• As a trusted confidant and subject matter expert, provides coaching and consultation to assigned business unit organizational leaders.
• Guides and supports assigned business unit leadership in connecting to and/or developing sustainable programs, practices, and behaviors that drive significant cultural change and enhance employee engagement and development.
• Project management of workforce priorities, whether standing projects or special initiatives, including engaging stakeholders and helping to meet deadlines and stay on task.
• Assist assigned business unit(s) with problem-solving in regard to day-to-day tasks and ongoing questions and concerns related to workforce.
• Practices data-driven decision-making to make recommendations that improve performance, retention, and the overall employee experience.
• Partners with business unit leaders and HR to evaluate the effectiveness of current people policies and practices.
• Connects leaders to available resources for employee relations, performance management and other necessary interventions outside the scope of this role.
• Assist in identifying strategic gaps and opportunities within business unit relating to the workforce, including skills gap analysis, recruitment, and retention.
• Assist assigned business unit leadership in onboarding new leaders from a people strategy and resources perspective.
• Partner with business unit managers to connect to opportunities in developing critical people and leadership skills and competencies needed to support their day-to-day role and strategic plan goals and priorities.

REQUIRED QUALIFICATIONS:

• Bachelor’s degree in human resources, organizational development, business administration or related field.
• Progressive career as a strategic HRBP with 8+ years of experience in multiple HR functional areas, i.e. talent acquisition and management, employee relations, compensation
• Familiarity with people programs and resources, including strategic planning, succession planning, employee learning and development, analyzing talent requirements and talent acquisition and management.
• The role will have a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.
• Proven ability to build cross-functional relationships and influence key stakeholder decision makers.
• The ability to manage several projects simultaneously and move projects to completion against ambitious timelines.
• Expert understanding of progressive HR practices and key trends. practices and shares that knowledge internally. Analytical and data driven and comfortable using data to support the strategic planning and evaluation process.
• Excellent time management and interpersonal communication skills (written, verbal, listening and facilitation).
• Strong business acumen and ability to understand organizational business drivers, both internal and external.
• Participative style that fosters team effectiveness by being both a leader and active participant.
• Strong analytical and diagnostic skills.
• Keen interest in working to ensure a workplace that celebrates equity, diversity and inclusion.
• Effective change agent, willing to constructively challenge, give feedback and make recommendations.

PREFERRED QUALIFICATIONS:

• Masters degree in Human Resources, Organizational Behavior (OD) or MBA with concentration in OD or related field.
• Experience working in a professional service, health care consulting organization.

#LI-AT1