Site: Mass General Brigham IncorporatedMass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.Job SummaryServe as a trusted strategic partner to the Spaulding Nursing leadership team, aligning people strategies with business priorities to advance organizational performance and patient-centered outcomes. In this highly visible role, you will design and implement forward-thinking HR initiatives that strengthen workforce engagement, elevate performance, and cultivate an inclusive, high-performing culture aligned with the organization's long-term goals.You will build strong, collaborative relationships across all levels of leadership, proactively assessing workforce needs, anticipating challenges, and delivering HR solutions that enhance the employee experience and improve the overall work environment, in support of exceptional service to our customers.Essential FunctionsStrategic HR Partnership• Collaborate with leaders to align HR strategies with business objectives, providing consultation on talent, workforce planning, compensation, succession, and organizational design.Talent & Performance Management • Ensure the right people are in the right roles; drive performance management to support engagement, productivity, and a high-performance culture.Organizational Development & Culture• Lead organizational design, cultural transformation, and initiatives that foster inclusion, engagement, and continuous improvement.Change Leadership• Design and implement change management strategies that ensure smooth transitions, effective communication, and strong stakeholder buy-in.Human Capital Planning• Partner with leadership to create and execute people strategies that align with vision, mission, and goals, including workforce planning and succession.Improvement & Solution Design• Address organizational gaps by developing solutions in leadership, structure, communications, talent, inclusion, engagement, wellbeing, learning, and compensation.HR Analytics & Insights• Use HR data, metrics, and reporting to guide decision-making, track progress, and measure the impact of HR initiatives.Compliance & Risk Management• Ensure compliance with employment laws and policies; proactively mitigate risks, strengthen employee relations, and maintain a safe, inclusive workplace.Expertise & Innovation• Serve as a trusted HR advisor, maintaining best practices, leading system-wide HR programs, and driving innovative, future-focused solutions QualificationsEducationBachelor's Degree in Human Resources, a related field of study, or equivalent years of experience requiredExperience5 -7 years of Human Resource consulting experience, including recruitment, training, compensation, benefits, and workforce planning, organizational development, or other strategic HR areas requiredExperience leading enterprise-wide HR initiatives or transformations preferredFamiliarity with modern HR technology platforms and people analytics tools preferredKnowledge, Skills, and AbilitiesBusiness Acumen – understand and apply information to develop the department's/division's action plan. Possess a business sense, with the ability to offer relevant and value-adding advice and recommendations.Critical Evaluation – possesses strong conflict-resolution & problem-solving skills. Must be knowledgeable and resourceful.Consulting and advising – provide expert guidance on complex HR matters and offer tailored solutions to leadership challenges.Relationship Building – establish trust and rapport with business leaders.Data-Driven Decision Making – use data to identify trends, forecast workforce needs, and measure the success of HR initiatives.Change Management – lead HR change initiatives and manage their impact on employees.Talent Management – support leadership succession plans and employee development strategies.Possess strong interpersonal skills to effectively communicate with cross-functional teams, including employees at all levels of the organization.Lead large project initiatives.
Additional Job Details (if applicable)
Remote TypeHybrid
Work Location300 First Avenue
Scheduled Weekly Hours Employee TypeRegular
Work ShiftDay (United States of America)Pay Range$97, $141,804.00/AnnualGrade8At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package EEO Statement:0100 Mass General Brigham Incorporated is an Equal Opportunity Employer. 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. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran's Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at Mass General Brigham Competency Framework
At Mass General Brigham, our competency framework defines what effective leadership "looks like" by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.