Human Resources Business Partner jobs at Beth Israel Deaconess Medical Center - 63 jobs

A leading cancer research organization in Brookline, MA, seeks a Senior People Strategy Partner to provide strategic HR consultation and improve organizational effectiveness. The role involves driving talent management practices in a hybrid work environment with 4 days remote and 1 day on-campus. Candidates should have over 7 years of experience in HR partnership, a relevant bachelor's degree, and strong coaching and analytical skills. Competitive salary range offered is between $115,300 and $124,900. #J-18808-Ljbffr

A community health center in Boston is searching for an Associate Director of Human Resources to develop HR strategies that support the mission. The successful candidate will engage with managers and staff, fostering a culture of collaboration and professional growth. Responsibilities include oversight of employee relations and staffing needs while maintaining alignment with organizational values. This role offers a hybrid work model and a salary range of $72,800 to $101,000 annually. #J-18808-Ljbffr

CLASSIFICATION/STATUS: Exempt, Full Time, Permanent IMMEDIATE SUPERVISOR: Director of Employee Relations and Human Resources SUPERVISORY RESPONSIBILITIES: None FLEXIBLE WORK: Hybrid (3-4 days on-site, based on managerial discretion) SALARY BAND: Band 5($72,800 to $101,000 annual) WHO YOU ARE: YOUR ROLE & IMPACT The mission of Charles River Community Health (CRCH) is to partner with individuals and families to help them thrive and lead healthier lives by delivering the comprehensive, integrated, and equitable primary healthcare that matters most to them. As part of the dynamic Human Resources team at Charles River Community Health (CRCH), the Associate Director of Human Resources plays a vital role in developing and executing HR strategy to support the health center's mission, workforce, and strategic goals. Reporting to the Director of Employee Relations and Human Resources, the Associate Director of Human Resources maintains a strong and regular presence across departments and cultivates relationships with managers and staff to promote employee engagement, mission alignment, and company culture. The Associate Director of Human Resources serves as a senior member of the HR team, providing oversight in areas such as workforce development, employee relations, and HR operations, while helping build an HR department that is proactive and aligned with organizational values. We are seeking a collaborative, strategic, and hands‑on Associate Director of Human Resources to help lead key HR functions and support our expanding organization. YOUR RESPONSIBILITIES Partner with the Director of HR to develop, implement, and refine HR strategies, policies, and initiatives. Serve as a trusted advisor to managers and staff, promoting a culture of collaboration, engagement, and professional growth Support Director of HR with employee relations matters, acting as a trusted advisor for problem resolution and maintaining a positive work environment, while remaining in compliance with legal regulations and internal processes. Provide guidance to managers on employee relations issues, performance concerns, conflict resolution, and progressive disciplinary action. Collaborate with department leaders to assess staffing needs, workforce trends, and retention opportunities Collaborate with hiring managers across the health center to ensure strategic candidate screening, effective interviewing processes, and clear communication. Document key variables to enable future data driven hiring decisions and move CRCH to a “hiring the right fit” model Support recruitment processes by coordinating onsite interviews and shadowing days with hiring managers, including preparing staff for participation in interviews and facilitating on day of interviews. Develop behavioral interview guides and tools, including customized forms with feedback and rating sections, to set managers up for hiring success. Work with hiring managers to design and implement role‑specific interviewing, onboarding, training, and development tools and processes. Collaborate with leaders to identify training, development, and coaching needs across the organization. Assist in building career development pathways and departmental succession planning strategies. Provide regular coaching for select managers and targeted coaching for those in need of development, with timelines and metrics to track progress. Meet with internal candidates applying for management roles to assess their readiness, provide feedback, and ensure alignment with hiring manager expectations. Deliver individualized training for new and newly promoted hiring managers on hiring processes, performance management, payroll workflows, progressive discipline, ATS utilization, and other essential HR systems and processes. Work with HR Generalists to develop and deliver bi‑monthly leadership training workshops and peer learning round tables, to support manager development of the essential skills for leadership success. Monitor and update job descriptions as needed, ensuring alignment with organizational goals, and provide guidance to recruiters when necessary. Guide the Internship Coordinator and relevant hiring managers to strategically and proactively plan for grant funding and additional staffing. Provide support to HR with design, execution, and evaluation of organization‑wide culture and engagement initiatives to enhance staff satisfaction and retention. Perform additional duties as assigned by the Director of Employee Relations and Human Resources, Chief Operating Officer, or designee. YOUR QUALIFICATIONS, COMPETENCIES, TRAITS Bachelor's degree or equivalent work experience required. Alignment with CRCH's values required. Belief that everyone, regardless of social, cultural, or economic status, should receive superb health care services. Demonstrated effective recruitment and retention strategies required, and a plus if within a CHC context. Proven experience achieving organizational placement goals for two consecutive fiscal years, required. Established history of developing innovative recruitment strategies, building healthy pipelines and talent pools, and proven experience streamlining processes and creating efficiencies to inform ongoing work. Must be a continuous learner, self‑starter, and confident in own ability to lead recruitment efforts and retain high‑performing staff. Must be self‑reflective, open to feedback, and speak transparently in order to achieve buy‑in. Must be available to meet regularly with managers, staff, and team members to support work in employee relations, workforce development, benefits, and HR operations. Must be highly organized with the capacity to manage work and priorities autonomously. Advanced knowledge of PowerPoint, Excel, Word, Microsoft Outlook, Email, and Calendar required. Advanced knowledge of ATS, HRIS, and Payroll systems required. Advanced knowledge of Paylocity, Survey Monkey, internet search queries, a plus. Ability to manage confidential and sensitive information required. Excellent problem solving, follow up, assertive project management and analytical skills required. Must be “hands‑on,” roll‑up-your‑sleeves, meet deadlines and bring projects over the finish line in order for the health center to succeed. Must believe in the work we do at CRCH, with a strong passion to serve underserved populations in diverse settings. WHO WE ARE & WHAT WE DO Charles River Community Health's mission is to partner with individuals and families so they can thrive and lead healthier lives by delivering the comprehensive, integrated, and equitable primary healthcare that matters most to them. CRCH is a comprehensive practice providing medical, pharmacy, dental, behavioral health, optical, and vision services to diverse underserved local communities. We serve over 13,500 patients annually, and 90% of those served are low income, while over 70% need services in a language other than English. We are committed to providing patients with timely access to the right care, at the right place and at the right time, collaborating with other organizations to connect patients with a comprehensive range of services and provide continuity of care, and creating new community partnerships to meet the changing needs of patients and the community. We value caring for everyone with dignity, respect, and compassion, reducing cultural, financial and other barriers to care, and eliminating health care disparities for our patients. We also advocate for the needs of our patients, the community, and public health causes. OUR PROMISE If you are passionate about providing service excellence in a mission‑driven, team‑oriented, and progressive organization, you will find your career as Associate Director of Human Resources rewarding and impactful! You will also find a partner in your career path goals and trajectory! OUR BENEFITS & PERKS Medical Vision, & Dental Insurance Short, Long‑term Disability, and Life Insurance Generous Paid Time Off Flexible Spending Account Employee Assistance Program Tickets at Work Health Reimbursement Arrangement Travel Reimbursement Professional Development Opportunities Solid track record of developing and promoting employees internally! Charles River Community Health is strongly committed to diversity and a workplace environment that respects, appreciates and values employee differences and similarities. By providing and supporting a work culture that fosters and builds upon diversity and its strengths, CRCH will better serve our local communities and continue to provide quality patient care and services. CRCH is an employment at‑will organization and an equal opportunity employer committed to maintaining a work and learning environment free from discrimination on the basis of sex, race, color, religion, national origin, pregnancy, gender identity, sexual orientation, marital/civil union status, ancestry, place of birth, age, citizenship status, veteran status, political affiliation, genetic information or disability, as defined and required by state and federal laws. Additionally, CRCH prohibits retaliation against an applicant or employee because he or she has engaged in protected activity under the statutes prohibiting discrimination in the workplace. #J-18808-Ljbffr

Commonwealth Search Partners (CSP) is a newly launched executive search firm, created by health centers, for health centers. Founded in 2025 by the Massachusetts League of Community Health Centers (Mass League), CSP was established to meet the growing demand for strong, mission-driven executive leadership in community health centers and nonprofit organizations nationwide. Position Summary We are seeking our first hire, the Head of Talent Acquisition, who will play a foundational and visionary role in shaping CSP's work and impact. This is a unique opportunity to support the growth of an organization from the ground up: designing recruitment strategies, shaping operations, enhancing the candidate experience, driving innovation in sourcing, and establishing CSP's reputation as a trusted partner for executive search in the community health center movement. The Head of Talent Acquisition will lead executive recruitment efforts on behalf of CSP's clients, with a focus on attracting, assessing, and placing diverse, high-caliber leaders. This role will be responsible for building CSP's candidate pipeline, executing full-cycle searches, and developing the systems and processes that will define CSP's approach. As CSP's first employee, the Head of Talent Acquisition will work closely with the Mass League and community health center leaders to grow CSP's capacity, build its national candidate database, and ensure every search reflects the values of diversity, equity, and inclusion. Essential Functions The following is a list of essential functions, which may be subject to change at any time and without advance notice. Management may assign new duties, reassign existing duties, or eliminate a role. Responsibilities include but may not be limited to the following. Develop and maintain a proprietary, national database of current and potential community health center leaders. Executive Search Strategy: Develop and execute comprehensive executive search strategies to identify and attract high-caliber candidates for senior-level positions. Candidate Sourcing: Utilize various sourcing methods to identify high potential passive and active candidates, which include networking, direct outreach, and social media to identify and engage potential executive candidates. Foster a culture of diversity, equity, and inclusion, while taking purposeful steps to recruit a diverse workforce. Candidate Assessment: Conduct in-depth interviews, assessments, and evaluations of executive candidates to determine their qualification match, cultural fit and compatibility. Collaboration: Work closely with health center partners to understand their talent needs, align recruitment strategies with their business goals, and provide expert guidance on hiring decisions. Proficient in leveraging influence to create consensus with an ability to navigate a diverse group of stakeholders, build a network of allies, and earn and maintain stakeholder trust and respect. Market Research: Stay up-to-date with industry trends, competitor analysis, and talent market insights to make data-driven recommendations for executive talent acquisition. Candidate Relationship Management: Build and maintain relationships with potential executive candidates, ensuring a positive candidate experience throughout the recruitment process. Compliance: Ensure all recruitment practices adhere to legal and regulatory requirements, including equal employment opportunity (EEO) guidelines. Metrics and Reporting: Track and report on key recruitment metrics, such as time-to-fill and candidate quality, to assess the effectiveness of recruitment strategies. Administrative Support: Provide ongoing documentation and tracking for executive recruitment, oversee CSP branding and Community Health Centers diversity hiring initiatives, scheduling for interviews, and ensure compliance with labor laws and internal policies. Other Responsibilities Complete other duties as assigned, including Represent CSP at meetings, trade events, and partnership opportunities Marketing and outreach efforts Provide business planning guidance Any additional duties not listed on this document Competencies/Skills Business Acumen: Ability to develop and implement growth strategies and long-term strategic planning. Decision Making: Ability to make decisions that are guided by precedents, policies and objectives. Regularly makes decisions and recommendations on issues affecting a department or functional area. Problem Solving: Ability to address problems that are broad, complex, and abstract, often requiring substantial creativity, resourcefulness, Lean diagnostic techniques, negotiation, and diplomacy to develop solutions. Independence of Action: Ability to set goals and priorities for functional area. May make recommendations for specific policies and practices. The Mass League provides broad guidance and overall direction. Written Communications: Ability to communicate complex information in English effectively in writing to all levels of staff, management, and external partners across functional areas. Oral Communications: Ability to comprehend and communicate complex verbal information in English to external partners and internal stakeholders. Knowledge: Ability to demonstrate broad and comprehensive knowledge of theories, concepts, practices, and policies with the ability to use them in complex and/or unprecedented situations across multiple functional areas. Teamwork: Ability to collaborate across teams to support projects or groups both internal and external to CSP and across functional areas. Customer Service: Ability to lead operational initiatives to meet or exceed customer service standards and expectations across multiple areas in a timely and respectful manner. Education and Experience Bachelor's Degree required in Human Resources, Business Administration, or a related field. At least 8 - 10 years of progressive experience in talent acquisition, recruitment or executive search - this would include full-cycle recruiting, strategic talent planning, and leadership of recruiting functions. Within that, ideally 3 - 5 years in a leadership or management capacity. Proven experience in executive recruitment (healthcare preferred), ideally in a community health center or executive search firm environment. Experience supporting community health centers or other mission-aligned health and human service nonprofit organizations. Strong knowledge of nonprofit executive compensation structures and negotiation tactics. Exceptional communication and interpersonal skills, with the ability to establish and maintain relationships with senior executives. Strategic thinking and problem-solving abilities. Knowledge of legal and regulatory compliance related to recruitment and hiring. Highly organized, detail-oriented, and able to manage multiple executive searches simultaneously. Confidentiality and discretion in handling sensitive executive recruitment matters. Requirements Strong interpersonal communication skills and the ability to communicate effectively with diverse coworkers, business partners, clients, etc., are required. Must have reliable transportation to get to other sites and meetings as needed. The physical demands described here represent those that an employee must meet to perform the essential functions of this job successfully. While performing the duties of this job, the employee is required to regularly participate in meetings, conferences, and other work functions. The employee must be able to remain in a stationary position 80% of the time. The employee needs to move inside and outside the office to access file cabinets, office equipment and meet with community partners at different sites. The position requires occasionally lifting office products and supplies up to 50 pounds and traveling to various locations for meetings. The Massachusetts League of Community Health Centers is an equal opportunity employer committed to a workplace that reflects the diversity of the people of Massachusetts, including populations most impacted by health inequities. It is the policy of the Massachusetts League of Community Health Centers to provide equal employment opportunity to all employees and applicants for employment without regard to race, sex, sexual orientation, gender identity or expression, color, creed, religion, national origin, age, disability, marital status, parental status, family medical history or genetic information, political affiliation, military service or any other non-merit based factor in accordance with all applicable laws, directives and regulations of federal, state and city entities. #J-18808-Ljbffr

Join us as we work to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all. Director, Business HR Consulting - Customer Success, Sales & Marketing This role serves as the primary strategic HR partner to the Executive Leadership Team (ELT) members leading Customer Success, Sales, and Marketing, providing counsel on complex talent and organizational challenges that drive commercial success. The Director partners closely with Senior Managers who support Senior Leadership Team (SLT) members within these organizations, creating an integrated approach to talent strategy, organizational design, and leadership effectiveness across our go-to-market functions. This role requires deep HR expertise, strong commercial acumen, and the ability to operate as a trusted thought partner to senior leaders navigating the complexity of customer-facing organizations. Job Responsibilities Facilitate talent reviews and succession planning conversations with Customer Success, Sales, and Marketing ELT leaders, ensuring robust pipelines for critical commercial leadership roles. Advise on development moves, rotations, and proactive talent assessment to build bench strength for key revenue-generating and customer-facing roles. Facilitate organizational design processes and advise on structure options that support go-to-market strategy, customer experience objectives, and revenue growth. Counsel leaders on organizational implications of strategic decisions including market expansion, new business models, customer segmentation changes, and sales transformation initiatives. Drive regular organizational hygiene reviews across CS, Sales, and Marketing (talent distribution, performance trends, retention risks) with particular attention to high-performing revenue generators and customer relationship owners. Advise on team effectiveness, leadership team dynamics, and cultural alignment within and across commercial functions. Partner with leaders to diagnose and address organizational barriers to commercial performance and customer success. Serve as thought partner to CS, Sales, and Marketing ELT leaders on business decisions with significant people and organizational implications. Advise on talent implications of strategic initiatives and help leaders navigate organizational complexity inherent in customer-facing, revenue-generating functions. Challenge thinking and offer alternative perspectives on how to achieve business objectives through people and organizational strategies. Typical Qualifications Ten or more years of progressive HR experience with demonstrated breadth across multiple HR verticals (e.g., talent acquisition, talent management, total rewards, organizational development, employee relations). Proven track record as a strategic partner to senior leaders, with experience advising ELT-level stakeholders on complex talent and organizational challenges. Deep understanding of commercial business models, go-to-market strategies, and the unique talent dynamics of customer-facing, revenue-generating organizations. Strong understanding of compensation strategy and structures for commercial roles, including variable compensation plans, sales incentives, and how comp design drives behavior and business outcomes. Exceptional judgment about people and organizational dynamics, with strong pattern recognition developed through diverse HR and business experience. Demonstrated ability to disagree productively with senior leaders in ways that strengthen relationships and improve decision-making. Comfort operating in ambiguity and complexity, with the ability to help leaders navigate uncertainty without premature resolution. Ability to understand how talent and organizational decisions in one area impact other parts of the business, anticipating downstream implications and unintended consequences. Experience managing scope and accountability across multiple major organizations simultaneously. Demonstrated curiosity and capability in leveraging AI tools to enhance HR effectiveness, with the ability to identify opportunities for AI application in talent and organizational work. Track record of building credible, trust-based relationships with senior stakeholders and influencing without formal authority. High standard of integrity, professionalism, and discretion in handling sensitive and confidential information. Excellent communication skills, both verbal and written, with the ability to communicate complex ideas effectively to diverse audiences. Expected Compensation $153,000 - $261,000 The base salary range shown reflects the full range for this role from minimum to maximum. At athenahealth, base pay depends on multiple factors, including job-related experience, relevant knowledge and skills, how your qualifications compare to others in similar roles, and geographical market rates. Base pay is only one part of our competitive Total Rewards package - depending on role eligibility, we offer both short and long-term incentives by way of an annual discretionary bonus plan, variable compensation plan, and equity plans. About athenahealth Our vision: In an industry that becomes more complex by the day, we stand for simplicity. We offer IT solutions and expert services that eliminate the daily hurdles preventing healthcare providers from focusing entirely on their patients - powered by our vision to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all. Our company culture: Our talented employees - or athenistas, as we call ourselves - spark the innovation and passion needed to accomplish our vision. We are a diverse group of dreamers and do-ers with unique knowledge, expertise, backgrounds, and perspectives. We unite as mission-driven problem-solvers with a deep desire to achieve our vision and make our time here count. Our award-winning culture is built around shared values of inclusiveness, accountability, and support. Our DEI commitment: Our vision of accessible, high-quality, and sustainable healthcare for all requires addressing the inequities that stand in the way. That's one reason we prioritize diversity, equity, and inclusion in every aspect of our business, from attracting and sustaining a diverse workforce to maintaining an inclusive environment for athenistas, our partners, customers and the communities where we work and serve. What we can do for you: Along with health and financial benefits, athenistas enjoy perks specific to each location, including commuter support, employee assistance programs, tuition assistance, employee resource groups, and collaborative workspaces - some offices even welcome dogs. We also encourage a better work-life balance for athenistas with our flexibility. While we know in-office collaboration is critical to our vision, we recognize that not all work needs to be done within an office environment, full-time. With consistent communication and digital collaboration tools, athenahealth enables employees to find a balance that feels fulfilling and productive for each individual situation. In addition to our traditional benefits and perks, we sponsor events throughout the year, including book clubs, external speakers, and hackathons. We provide athenistas with a company culture based on learning, the support of an engaged team, and an inclusive environment where all employees are valued. Learn more about our culture and benefits here: athenahealth.com/careers ******************************************************

Join us as we work to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all. Director, Business HR Consulting - Finance, Legal & Corporate Strategy/Development This role serves as the primary strategic HR partner to the Executive Leadership Team (ELT) members leading Finance, Legal, and Corporate Strategy/Development, providing counsel on complex talent and organizational challenges that drive strategic and operational excellence. The Director partners closely with Senior Managers who support Senior Leadership Team (SLT) members within these organizations, creating an integrated approach to talent strategy, organizational design, and leadership effectiveness across these critical enterprise functions. This role requires deep HR expertise, strong analytical and strategic acumen, and the ability to operate as a trusted thought partner to senior leaders navigating the complexity of functions that manage risk, drive strategy, and ensure organizational integrity. Job Responsibilities Facilitate talent reviews and succession planning conversations with Finance, Legal, and Corporate Strategy/Development ELT leaders, ensuring robust pipelines for critical leadership roles in these strategic functions. Advise on development moves, rotations, and proactive talent assessment to build bench strength for key roles in financial management, legal counsel, risk management, and strategic planning. Facilitate organizational design processes and advise on structure options that support financial strategy, legal and compliance objectives, risk management, and corporate development initiatives. Counsel leaders on organizational implications of strategic decisions including M&A activity, regulatory changes, financial transformation, legal reorganization, and strategic planning processes. Drive regular organizational hygiene reviews across Finance, Legal, and Corporate Strategy/Development (talent distribution, performance trends, retention risks) with particular attention to specialized expertise and critical technical roles. Advise on team effectiveness, leadership team dynamics, and cultural alignment within and across these strategic and operational functions. Partner with leaders to diagnose and address organizational barriers to strategic execution, risk management, and operational excellence. Serve as thought partner to Finance, Legal, and Corporate Strategy/Development ELT leaders on business decisions with significant people and organizational implications. Advise on talent implications of strategic initiatives and help leaders navigate organizational complexity inherent in functions that manage enterprise risk, drive strategy, and ensure compliance. Challenge thinking and offer alternative perspectives on how to achieve business objectives through people and organizational strategies. Typical Qualifications Ten or more years of progressive HR experience with demonstrated breadth across multiple HR verticals (e.g., talent acquisition, talent management, total rewards, organizational development, employee relations). Proven track record as a strategic partner to senior leaders, with experience advising ELT-level stakeholders on complex talent and organizational challenges. Deep understanding of strategic and operational functions including finance, legal, risk management, and corporate development, with the ability to speak the language of these technical disciplines. Strong understanding of compensation strategy and structures for specialized professional roles, including executive compensation, equity arrangements, and retention mechanisms for critical technical talent. Exceptional judgment about people and organizational dynamics, with strong pattern recognition developed through diverse HR and business experience. Demonstrated ability to disagree productively with senior leaders in ways that strengthen relationships and improve decision-making. Comfort operating in ambiguity and complexity, with the ability to help leaders navigate uncertainty without premature resolution. Ability to understand how talent and organizational decisions in one area impact other parts of the business, anticipating downstream implications and unintended consequences. Experience managing scope and accountability across multiple major organizations simultaneously. Demonstrated curiosity and capability in leveraging AI tools to enhance HR effectiveness, with the ability to identify opportunities for AI application in talent and organizational work. Track record of building credible, trust-based relationships with senior stakeholders and influencing without formal authority. High standard of integrity, professionalism, and discretion in handling sensitive and confidential information. Excellent communication skills, both verbal and written, with the ability to communicate complex ideas effectively to diverse audiences. Expected Compensation $153,000 - $261,000 The base salary range shown reflects the full range for this role from minimum to maximum. At athenahealth, base pay depends on multiple factors, including job-related experience, relevant knowledge and skills, how your qualifications compare to others in similar roles, and geographical market rates. Base pay is only one part of our competitive Total Rewards package - depending on role eligibility, we offer both short and long-term incentives by way of an annual discretionary bonus plan, variable compensation plan, and equity plans. About athenahealth Our vision: In an industry that becomes more complex by the day, we stand for simplicity. We offer IT solutions and expert services that eliminate the daily hurdles preventing healthcare providers from focusing entirely on their patients - powered by our vision to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all. Our company culture: Our talented employees - or athenistas, as we call ourselves - spark the innovation and passion needed to accomplish our vision. We are a diverse group of dreamers and do-ers with unique knowledge, expertise, backgrounds, and perspectives. We unite as mission-driven problem-solvers with a deep desire to achieve our vision and make our time here count. Our award-winning culture is built around shared values of inclusiveness, accountability, and support. Our DEI commitment: Our vision of accessible, high-quality, and sustainable healthcare for all requires addressing the inequities that stand in the way. That's one reason we prioritize diversity, equity, and inclusion in every aspect of our business, from attracting and sustaining a diverse workforce to maintaining an inclusive environment for athenistas, our partners, customers and the communities where we work and serve. What we can do for you: Along with health and financial benefits, athenistas enjoy perks specific to each location, including commuter support, employee assistance programs, tuition assistance, employee resource groups, and collaborative workspaces - some offices even welcome dogs. We also encourage a better work-life balance for athenistas with our flexibility. While we know in-office collaboration is critical to our vision, we recognize that not all work needs to be done within an office environment, full-time. With consistent communication and digital collaboration tools, athenahealth enables employees to find a balance that feels fulfilling and productive for each individual situation. In addition to our traditional benefits and perks, we sponsor events throughout the year, including book clubs, external speakers, and hackathons. We provide athenistas with a company culture based on learning, the support of an engaged team, and an inclusive environment where all employees are valued. Learn more about our culture and benefits here: athenahealth.com/careers ******************************************************

Site: Mass General Brigham Incorporated Mass 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 Summary This is a hybrid role that will require an onsite presence at Brigham and Women's Hospital when needed (typically 1-2x/month) Reporting to the Director of Human Resources as Brigham and Women's Hospital, the Sr Human Resources Business Partner serves as an advisor to selected departments within Brigham and Women's Hospital. The Sr Human Resources Business Partner provides strategic support and HR services in the areas of employee relations, compensation analysis, organizational design and development, change management, recruitment, training, and communication. He/she establishes and maintains solid working relationships with all levels of management and staff and works with senior leadership to strategically and proactively analyze, monitor, and address HR efforts related to improving the work environment of his/her customers. He/she drives or participates in projects and large-scale initiatives in support of the business unit(s) and/or the HR department. Additionally, the Sr. HR Business Partner provides leadership within the HR team and mentors new team members. Principal Duties and Responsibilities Employee Relations Consults with and advises managers and employees on employee relations issues. This includes but is not limited to: * Policy communication and interpretation * Guidance on performance management, corrective action, and terminations * Utilization of Mass General Brigham resources such as Organizational Development & Training and EAP * Liaison between employees/managers and Mass General Brigham's central Benefits, Payroll, Commuter Services, and other functions for more complex questions. * Manage grievance process in conjunction with Employee & Labor Relations * Provides sound guidance that results in a positive and respectful employee relations environment that is in compliance with federal and state laws and Mass General Brigham policies. * Consults with Mass General Brigham's Employee & Labor Relations, Office of the General Counsel and other functional departments as needed to successfully investigate and manage employee relations issues. Training and Communication * Creates, facilitates, and conducts specialized trainings and presentations as needed, both at the request of senior leadership and proactively. This includes routine presentations to all levels of departmental management and staff at senior leadership meetings, retreats, department-wide meetings, and smaller group meetings. Subjects and topics include HR policies and procedures and communication of initiatives impacting the department. Compensation * Consults with managers and Compensation department regarding job analysis and evaluation. * Conducts and participates in market and equity reviews. - Participates in market survey and subsequent analysis. Organizational Change and Development: * Partners with Organizational Development and Learning Services team to conduct OD analyses and interventions within groups as needed. Interventions may include coaching managers and staff, developing departmental policies and communications, and facilitating training, meetings, and committees. May manage smaller interventions independently, with shadow consultation. Administrative * Manages PeopleSoft queue in a timely and efficient manner. Ensures compliance with Mass General Brigham policies in transactions. * Partners with appropriate staff to create procedures and technical solutions to streamline administrative processes and reporting within the department. * Contributes to the development, enhancement, and maintenance of departmental position control systems and dashboards. * Collaborates with other areas within Mass General Brigham to provide excellent customer service. * Manages administrative consolidations of groups and individuals moving onto the Mass General Brigham payroll from affiliate payrolls. Recruitment * Advises managers in conjunction with Talent Acquisition Partners to facilitate problem solving, prepare job descriptions and maintain a high level of customer satisfaction. Support the Talent Acquisition team in developing effective recruitment strategies for assigned business customers. * Provides subject matter expertise, market knowledge, and knowledge of the operations of business partners. * Leverages relationships with departments to set recruiters up for success. Participates in recruitment related events, partnerships, and strategies as needed. Other * Acts as a resource on committees and sub-committees for Mass General Brigham HR initiatives; provides support and assistance leading HR efforts as needed to assigned business units. * Using independent judgment, escalates issues to senior leadership as needed. Maintains confidentiality and respects individual sensitivities. Participates in all team meetings and additional projects as assigned. * Use/s Mass General Brigham's values to govern decisions, actions, and behaviors. These values guide how we get our work done: Patient Affordability, Accountability & Service Commitment, Decisiveness, Innovation & Thoughtful Risk; and how we treat each other: Diversity & Inclusion, Integrity & Respect, Learning, Continuous Improvement & Personal Growth, Teamwork & Collaboration - Other duties as assigned Qualifications Qualifications * Bachelors Degree in Human Resources, one of the social sciences, business, or a related field. * Minimum of 5 years experience in a multidiscipline Human Resources environment, including recruitment, training, compensation, benefits and performance management. * A minimum of 2 years as a Human Resources Generalist or Business Partner with a focus in employee relations. * Masters Degree, PHR/SPHR, or other HR certification a plus. Proficiency in Microsoft Word, Excel, PowerPoint, Outlook and HRIS web-based tools such as PeopleSoft. * A combination of education and experience may be substituted for requirements Skills, Abilities and Competencies * Solid understanding of organizational policies, procedures, and practices as well as current state and federal labor and employment laws. * Understanding of HR and other corporate functional departments and ability to draw on their resources as appropriate. These functions include Benefits, Compensation, Employee & Labor Relations, EAP, Office of the General Counsel, Privacy, Compliance, Information Security, Employee Records, HRIS, Police & Security, Payroll, and Commuter Services. * Demonstrated experience in Employee Relations as described above. * Ability to build and maintain successful relationships with all levels of the organization, achieve credibility, and influence outcomes. * Strong negotiation and consensus-building skills, as demonstrated in providing solutions to partner requests. * Demonstrated problem-solving, conflict resolution, and decision-making skills. Ability to resolve, manage, and communicate complex issues to all levels. * Can independently manage small projects. * Ability to manage multiple project commitments in addition to day-to-day responsibilities. * Well-developed written and verbal communication skills, including the ability to create, facilitate, and execute formal communication, presentations, and training programs in response to business partner needs. * Strong customer-service orientation. Effective in operating in a collaborative, matrixed environment. * Ability to work independently with limited supervision; understands when to escalate issues. * Self-directed, motivated, and engaged; willing and able to commit the time necessary to accomplish the position's objectives * Possess strong interpersonal skills to effectively communicate with cross-functional teams including staff at all levels of the organization Additional Job Details (if applicable) Remote Type Hybrid Work Location 1620 Tremont Street Scheduled Weekly Hours 40 Employee Type Regular Work Shift Day (United States of America) Pay Range $78,000.00 - $113,453.60/Annual Grade 7 At 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.

Marlborough, MA, United States Hologic is an innovative medical technology company whose purpose is to enable healthier lives everywhere, every day. While we discover and develop groundbreaking products and services that benefit everyone, we are especially passionate about those that advance women's health and well-being. As our business succeeds, we succeed in our mission of making a positive impact for women all over the world. We're seeking a curious and motivated team player to join our Human Resources team as an **_HR Business Partner_** in Marlborough, MA. This position will support Corporate functions (Finance, IT, & Legal) and will play a critical role in the execution of talent initiatives, partnering with business teams, HR teams, and cross functional partners throughout Hologic. We're looking for foundational knowledge within HR, but we're also looking for learners, critical thinkers, and bridge-builders who are hungry to be a great teammate and make an impact in multiple areas. **Key Responsibilities** + Business partnership: Act as a first point of HR contact for employee questions and concerns, providing timely and supportive responses in partnership with HR COEs + HR execution: Support the execution of core HR processes and ad hoc projects within organizational development, performance management, onboarding, employee experience, employee relations, employee/manager development, engagement, succession planning, HR operations and other areas + Talent strategy initiatives: Assist with project management, materials, presentation documents, and logistics for critical team initiatives (i.e., functional talent reviews, engagement surveys, performance management cycles, etc.) + Provide feedback to HR leadership group on potential improvements and work to drive solutions + Establish strong relationships with key business and management stakeholders, gaining an understanding of their challenges and objectives and providing feedback/support as needed + Facilitating training, as needed, across business groups (leadership training, line manager training, etc.) **Desired Qualifications** + Bachelor's degree in Human Resources, Business Administration, or a related field + 5-8+ years of relevant HR experience within a large, matrixed, global organization **and** minimum of 2 years' experience managing employee relations and coaching mid to senior level managers on how to effectively navigate challenges and opportunities within their teams + Ability to be in the Marlborough office 2-3x a week + Ability to travel domestically, on occasion (less than 10%) + Foundational knowledge in various HR functions (e.g. talent acquisition, HR operations, compensation and benefits, engagement surveys, employee relations, performance management, etc) + Strong project management, organizational skills, and sense of urgency/follow-through + Curiosity and willingness to dig into complex challenges + Excellent analytical and problem-solving skills + Consistent, high-quality written and verbal communication with all levels of an organization + Flexibility and resilience within a dynamic, evolving business + Sense of humor and connector who builds positive relationships across all teams **So why join Hologic?** We are committed to making Hologic the company where top talent comes to grow. For you to succeed, we want to enable you with the tools and knowledge required and so we provide comprehensive training when you join as well as continued development and training throughout your career. The annualized base salary range for this role is $81,900 to $128,100 and is bonus eligible. Final compensation packages will ultimately depend on factors including relevant experience, skillset, knowledge, geography, education, business needs and market demand. **Agency and Third Party Recruiter Notice:** Agencies that submit a resume to Hologic must have a current executed Hologic Agency Agreement executed by a member of the Human Resource Department. In addition Agencies may only submit candidates to positions for which they have been invited to do so by a Hologic Recruiter. All resumes must be sent to the Hologic Recruiter under these terms or they will not be considered. Hologic, Inc. is proud to be an Equal Opportunity Employer inclusive of disability and veterans.

Hologic is an innovative medical technology company whose purpose is to enable healthier lives everywhere, every day. While we discover and develop groundbreaking products and services that benefit everyone, we are especially passionate about those that advance women's health and well-being. As our business succeeds, we succeed in our mission of making a positive impact for women all over the world. We're seeking a curious and motivated team player to join our Human Resources team as an HR Business Partner in Marlborough, MA. This position will support Corporate functions (Finance, IT, & Legal) and will play a critical role in the execution of talent initiatives, partnering with business teams, HR teams, and cross functional partners throughout Hologic. We're looking for foundational knowledge within HR, but we're also looking for learners, critical thinkers, and bridge-builders who are hungry to be a great teammate and make an impact in multiple areas. Key Responsibilities Business partnership: Act as a first point of HR contact for employee questions and concerns, providing timely and supportive responses in partnership with HR COEs HR execution: Support the execution of core HR processes and ad hoc projects within organizational development, performance management, onboarding, employee experience, employee relations, employee/manager development, engagement, succession planning, HR operations and other areas Talent strategy initiatives: Assist with project management, materials, presentation documents, and logistics for critical team initiatives (i.e., functional talent reviews, engagement surveys, performance management cycles, etc.) Provide feedback to HR leadership group on potential improvements and work to drive solutions Establish strong relationships with key business and management stakeholders, gaining an understanding of their challenges and objectives and providing feedback/support as needed Facilitating training, as needed, across business groups (leadership training, line manager training, etc.) Desired Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field 5-8+ years of relevant HR experience within a large, matrixed, global organization and minimum of 2 years' experience managing employee relations and coaching mid to senior level managers on how to effectively navigate challenges and opportunities within their teams Ability to be in the Marlborough office 2-3x a week Ability to travel domestically, on occasion (less than 10%) Foundational knowledge in various HR functions (e.g. talent acquisition, HR operations, compensation and benefits, engagement surveys, employee relations, performance management, etc) Strong project management, organizational skills, and sense of urgency/follow-through Curiosity and willingness to dig into complex challenges Excellent analytical and problem-solving skills Consistent, high-quality written and verbal communication with all levels of an organization Flexibility and resilience within a dynamic, evolving business Sense of humor and connector who builds positive relationships across all teams So why join Hologic? We are committed to making Hologic the company where top talent comes to grow. For you to succeed, we want to enable you with the tools and knowledge required and so we provide comprehensive training when you join as well as continued development and training throughout your career. The annualized base salary range for this role is $81,900 to $128,100 and is bonus eligible. Final compensation packages will ultimately depend on factors including relevant experience, skillset, knowledge, geography, education, business needs and market demand. Agency and Third Party Recruiter Notice: Agencies that submit a resume to Hologic must have a current executed Hologic Agency Agreement executed by a member of the Human Resource Department. In addition Agencies may only submit candidates to positions for which they have been invited to do so by a Hologic Recruiter. All resumes must be sent to the Hologic Recruiter under these terms or they will not be considered. Hologic, Inc. is proud to be an Equal Opportunity Employer inclusive of disability and veterans.

Community Focused. Care Driven. Join Southcoast Health, where your future is as promising as the care we provide. Our commitment to each other, our patients, and our community is more than a mission - it's our way of life, and you'll be at the heart of it. Southcoast Health is a not-for-profit, charitable, health system with multiple hospitals, clinics and facilities throughout Southeastern Massachusetts and Rhode Island. Nestled in local communities, Southcoast Health provides inclusive, ethical workplaces where our highly skilled caregivers offer world-class, comprehensive healthcare close to home. Find out for yourself why Southcoast Health has been voted 'Best Place to Work' for 7 years in a row! We are searching for a talented HR Business Partner. This position is a hybrid remote position requiring local travel to our facilities in and around New Bedford, MA, Fall River, MA, Wareham, MA, and Fairhaven, MA. A career at Southcoast Health offers you: * A culture of well-being that embraces, respects, and celebrates the rich diversity of one another and the communities we serve * Competitive pay and comprehensive benefits package * Generous Earned Time Off Package * Employee Wellbeing Program * 403B Retirement Plan with company match * Tuition assistance / Federal Loan Forgiveness programs * Professional growth opportunities and customized leadership training Available to regular status employees who are scheduled to work a minimum of 24 hours. Southcoast Health is an Equal Opportunity Employer. Responsibilities Under limited direction of the Director of Employee and Labor Relations and HRBPs or designee, the HR Business Partner (HRBP) supports the delivery of all HR services to internal client groups. HRBP's partner closely with managers and provide human resources advice, coaching, development and support to their assigned client groups. Provide employees the insights they need to navigate all things HR. The HRBP has a direct impact on employee satisfaction with HR's services and brand within the organization. Qualifications * A Bachelor's degree in Human Resources, Business, a clinical discipline or other related field or the equivalent combination of education and experience is required. * Excellent interpersonal skills, including relationship building and conflict resolution is required. * Business literacy skills are required. Must be able to work independently with management on strategies and process improvement for assigned areas throughout the system, including multi-site responsibilities. * Knowledge of employment/labor and other related laws is required. * Experience and proficiency using various personal computer software including MS Office, internet and HRIS systems. * Minimum five (5) years Human Resources generalist and/or leadership experience is required. * Must be fully vaccinated against seasonal Influenza and the COVID 19 virus or to be exempt from the requirement for medical or personal reasons by signing a statement certifying you are choosing to be exempt from vaccination once hired. Compensation: Pay rate will be determined based on level of experience. Pay Range USD $72,384.00 - USD $121,596.80 /Yr.

Community Focused. Care Driven. Join Southcoast Health, where your future is as promising as the care we provide. Our commitment to each other, our patients, and our community is more than a mission - it's our way of life, and you'll be at the heart of it. Southcoast Health is a not-for-profit, charitable, health system with multiple hospitals, clinics and facilities throughout Southeastern Massachusetts and Rhode Island. Nestled in local communities, Southcoast Health provides inclusive, ethical workplaces where our highly skilled caregivers offer world-class, comprehensive healthcare close to home. Find out for yourself why Southcoast Health has been voted ‘Best Place to Work' for 7 years in a row! We are searching for a talented HR Business Partner. This position is a hybrid remote position requiring local travel to our facilities in and around New Bedford, MA, Fall River, MA, Wareham, MA, and Fairhaven, MA. A career at Southcoast Health offers you: A culture of well-being that embraces, respects, and celebrates the rich diversity of one another and the communities we serve Competitive pay and comprehensive benefits package Generous Earned Time Off Package** Employee Wellbeing Program 403B Retirement Plan with company match Tuition assistance / Federal Loan Forgiveness programs Professional growth opportunities and customized leadership training **Available to regular status employees who are scheduled to work a minimum of 24 hours. Southcoast Health is an Equal Opportunity Employer. Responsibilities Under limited direction of the Director of Employee and Labor Relations and HRBPs or designee, the HR Business Partner (HRBP) supports the delivery of all HR services to internal client groups. HRBP's partner closely with managers and provide human resources advice, coaching, development and support to their assigned client groups. Provide employees the insights they need to navigate all things HR. The HRBP has a direct impact on employee satisfaction with HR's services and brand within the organization. Qualifications A Bachelor's degree in Human Resources, Business, a clinical discipline or other related field or the equivalent combination of education and experience is required. Excellent interpersonal skills, including relationship building and conflict resolution is required. Business literacy skills are required. Must be able to work independently with management on strategies and process improvement for assigned areas throughout the system, including multi-site responsibilities. Knowledge of employment/labor and other related laws is required. Experience and proficiency using various personal computer software including MS Office, internet and HRIS systems. Minimum five (5) years Human Resources generalist and/or leadership experience is required. Must be fully vaccinated against seasonal Influenza and the COVID 19 virus or to be exempt from the requirement for medical or personal reasons by signing a statement certifying you are choosing to be exempt from vaccination once hired. Compensation: Pay rate will be determined based on level of experience. Pay Range USD $72,384.00 - USD $121,596.80 /Yr.

Tango Therapeutics is a biotechnology company dedicated to discovering novel drug targets and delivering the next generation of precision medicine for the treatment of cancer. Using an approach that starts and ends with patients, Tango leverages the genetic principle of synthetic lethality to discover and develop therapies that take aim at critical targets in cancer. This includes expanding the universe of precision oncology targets into novel areas such as tumor suppressor gene loss and their contribution to the ability of cancer cells to evade immune cell killing. The Tango labs and offices are located at 201 Brookline Avenue, in the Fenway area of Boston, Massachusetts Summary Reporting to the CHRO, the Director, Human Resources Business Partner (HRBP) provides HR leadership and consultation to client groups within one or multiple functions, including Clinical Development, Regulatory, and other key late-stage clinical areas. The HRBP is a trusted advisor to leaders, providing expert HR advice and advanced solutions that enable the achievement of business strategies by leveraging a significant understanding of the operating environment. This role drives talent management and helps architect and manage organizational change. The role is responsible for the delivery of HR programs and services such as talent/career development, manager coaching and consultation, employee relations, and performance management. Your role Provides strategic HR leadership and expert guidance to assigned client groups, along with consultation and delivery of HR programs and services to achieve key business objectives Leverages previous experience and data to provide critical insights into business and talent trends that inform the overall business and HR priorities. Provides insights in a simple, creative, and relevant way that challenges current thinking, informs business decisions, and shows how decisions impact business outcomes Proactively defines, builds, and implements value-added HR strategies and solutions Advises functional leaders in solving complex issues related to organization design, development, and change leadership Establishes strategies and tactics to enable the business to attract, develop, and retain high-quality talent at all levels to support the growth objectives, opportunities, and strategies of the business Leads the strategic workforce planning efforts to ensure the people and talent strategy is in alignment with the organization's long range strategic plan (identification of long-term capability needs, talent acquisition and succession planning) Builds strong partnerships within the HR team to enhance the function's effectiveness in providing solutions to key business needs and to roll out corporate-wide programs that enhance the overall employee experience and support growth and success of overall business strategy Works with clients to implement and manage key HR processes, such as year-end performance management (performance assessment, calibration, and compensation planning) Partners with Talent Acquisition (TA) to ensure TA strategy is in place to deliver on key hires and growth plans What you bring Education and Experience: Undergraduate degree in human resources or related, relevant discipline Typically requires 10 years of experience or the equivalent combination of education and experience Knowledge and Skills: Experience developing and implementing HR strategies Track record of developing strategic workforce plans, from conception to implementation Highly experienced in talent management, succession planning, and career growth and development Strong experience managing and/or leading culture and change management or organizational effectiveness initiatives Experience and expert understanding of management development, employee relations, data and analytics Traits and Qualities: Ability to influence positively including in situations without direct authority Ability to work independently and collaboratively, in a matrix team environment consisting of internal and external team members Analytical thinker with excellent problem-solving skills and the ability to adapt to changing priorities and deadlines Excellent planning, organization and time management skills including the ability to support, prioritize, and multi-task Highly collaborative team player who fosters open communication and develops important relationships with key stakeholders Outstanding interpersonal and communication abilities with a high degree of emotional intelligence Possess the ability, business maturity and interpersonal savvy to be proactive and establish credibility with all employees across the Company Have proven communication skills, both written and verbal, and the ability to present information clearly to a variety of audiences Able to learn quickly and take a project from idea to execution (strategy to operational) quickly and independently Thrives in high energy and fast paced organization with ongoing simultaneous initiatives Builds consensus and alignment and persuades others to take action We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. #LI-Onsite Salary range $163,200-$244,800 USD

We are looking for a strong, energetic, detail oriented HR Business Partner that focuses on execution, meeting commitments, supporting our staff and has a passion to exceed customer expectations. This position will support various client areas within Valley Health Systems. The main functions of the HR Business Partner will be to collaborate with executive leadership to improve leadership capabilities, workforce performance, retention, recognition, talent acquisition and overall engagement; manage and resolve employee relations issues; this includes working with managers on coaching, counseling, disciplinary action etc; promote HR process standardization and process improvement across Valley Health System. Essential Duties & Responsibilities Under limited direction, perform broad professional human resources tasks to support policies and programs including orientation, talent acquisition, compensation, performance appraisal processes, organizational development, affirmative action, equal employment opportunity, complaint investigation * Participate in the development, implementation, and/or administration of organizational development, talent management, training and development, performance management, and compensation programs/initiatives * Lead performance management and compensation processes * Serve as a liaison to Benefit Specialist on all benefit administration and leave management * Manage the day to day human resources functions and oversee operational adherence to HR policies, procedures, and systems * Ensure compliance with all state and federal requirements * Consult with managers on talent management and development needs. * Conduct research and/or prepare HR analytics, HR metrics and data gathering Qualifications Required * BA/BS degree in Human Resources or related field * 10+ years HR Generalist experience * Must hold strong HR background to direct, develop, and implement HR policies and procedures * Expertise with wage and salary administration, performance management, and benefits management * Strong knowledge of FMLA and ADA and leave management programs * Strong employee and labor relations and conflict resolution experience * Working knowledge of employment law and industry best practices * Proven track record of building strong relationships vertically and horizontally within an organization * Able to interact with all functions and levels of employees * Ability to work in a confidential environment * Strong interpersonal and communication skills; leadership, organizational and teaching skills; ability to maintain a professional demeanor with employees, medical staff, physicians, and patients/families * Strong analytical and conceptual thinking skills; ability to analyze data * Experience with Microsoft Office - Excel, PowerPoint, Word, Access and Outlook Qualifications Preferred * PHR or SPHR or SHRM-CP or SHRM-SCP * Experience in a healthcare setting Please Note: The posted compensation range represents the base salary for positions at a given grade across the health system. Typically, a new hire can expect a starting salary somewhere in the lower part of the range. Actual salaries may vary by position and will be determined based on the candidate's relevant experience. No employee will be paid below the minimum of the range.

Site: Mass General Brigham Incorporated Mass 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 Summary This is a hybrid role that will require an onsite presence at Brigham and Women's Hospital when needed (typically 1-2x/month) Reporting to the Director of Human Resources as Brigham and Women's Hospital, the Sr Human Resources Business Partner serves as an advisor to selected departments within Brigham and Women's Hospital. The Sr Human Resources Business Partner provides strategic support and HR services in the areas of employee relations, compensation analysis, organizational design and development, change management, recruitment, training, and communication. He/she establishes and maintains solid working relationships with all levels of management and staff and works with senior leadership to strategically and proactively analyze, monitor, and address HR efforts related to improving the work environment of his/her customers. He/she drives or participates in projects and large-scale initiatives in support of the business unit(s) and/or the HR department. Additionally, the Sr. HR Business Partner provides leadership within the HR team and mentors new team members. Principal Duties and Responsibilities Employee Relations Consults with and advises managers and employees on employee relations issues. This includes but is not limited to: - Policy communication and interpretation - Guidance on performance management, corrective action, and terminations - Utilization of Mass General Brigham resources such as Organizational Development & Training and EAP - Liaison between employees/managers and Mass General Brigham's central Benefits, Payroll, Commuter Services, and other functions for more complex questions. - Manage grievance process in conjunction with Employee & Labor Relations - Provides sound guidance that results in a positive and respectful employee relations environment that is in compliance with federal and state laws and Mass General Brigham policies. - Consults with Mass General Brigham's Employee & Labor Relations, Office of the General Counsel and other functional departments as needed to successfully investigate and manage employee relations issues. Training and Communication - Creates, facilitates, and conducts specialized trainings and presentations as needed, both at the request of senior leadership and proactively. This includes routine presentations to all levels of departmental management and staff at senior leadership meetings, retreats, department-wide meetings, and smaller group meetings. Subjects and topics include HR policies and procedures and communication of initiatives impacting the department. Compensation - Consults with managers and Compensation department regarding job analysis and evaluation. - Conducts and participates in market and equity reviews. - Participates in market survey and subsequent analysis. Organizational Change and Development: - Partners with Organizational Development and Learning Services team to conduct OD analyses and interventions within groups as needed. Interventions may include coaching managers and staff, developing departmental policies and communications, and facilitating training, meetings, and committees. May manage smaller interventions independently, with shadow consultation. Administrative - Manages PeopleSoft queue in a timely and efficient manner. Ensures compliance with Mass General Brigham policies in transactions. - Partners with appropriate staff to create procedures and technical solutions to streamline administrative processes and reporting within the department. - Contributes to the development, enhancement, and maintenance of departmental position control systems and dashboards. - Collaborates with other areas within Mass General Brigham to provide excellent customer service. - Manages administrative consolidations of groups and individuals moving onto the Mass General Brigham payroll from affiliate payrolls. Recruitment - Advises managers in conjunction with Talent Acquisition Partners to facilitate problem solving, prepare job descriptions and maintain a high level of customer satisfaction. Support the Talent Acquisition team in developing effective recruitment strategies for assigned business customers. - Provides subject matter expertise, market knowledge, and knowledge of the operations of business partners. - Leverages relationships with departments to set recruiters up for success. Participates in recruitment related events, partnerships, and strategies as needed. Other - Acts as a resource on committees and sub-committees for Mass General Brigham HR initiatives; provides support and assistance leading HR efforts as needed to assigned business units. - Using independent judgment, escalates issues to senior leadership as needed. Maintains confidentiality and respects individual sensitivities. Participates in all team meetings and additional projects as assigned. - Use/s Mass General Brigham's values to govern decisions, actions, and behaviors. These values guide how we get our work done: Patient Affordability, Accountability & Service Commitment, Decisiveness, Innovation & Thoughtful Risk; and how we treat each other: Diversity & Inclusion, Integrity & Respect, Learning, Continuous Improvement & Personal Growth, Teamwork & Collaboration - Other duties as assigned Qualifications Qualifications - Bachelors Degree in Human Resources, one of the social sciences, business, or a related field. - Minimum of 5 years experience in a multidiscipline Human Resources environment, including recruitment, training, compensation, benefits and performance management. - A minimum of 2 years as a Human Resources Generalist or Business Partner with a focus in employee relations. - Masters Degree, PHR/SPHR, or other HR certification a plus. Proficiency in Microsoft Word, Excel, PowerPoint, Outlook and HRIS web-based tools such as PeopleSoft. - A combination of education and experience may be substituted for requirements Skills, Abilities and Competencies - Solid understanding of organizational policies, procedures, and practices as well as current state and federal labor and employment laws. - Understanding of HR and other corporate functional departments and ability to draw on their resources as appropriate. These functions include Benefits, Compensation, Employee & Labor Relations, EAP, Office of the General Counsel, Privacy, Compliance, Information Security, Employee Records, HRIS, Police & Security, Payroll, and Commuter Services. - Demonstrated experience in Employee Relations as described above. - Ability to build and maintain successful relationships with all levels of the organization, achieve credibility, and influence outcomes. - Strong negotiation and consensus-building skills, as demonstrated in providing solutions to partner requests. - Demonstrated problem-solving, conflict resolution, and decision-making skills. Ability to resolve, manage, and communicate complex issues to all levels. - Can independently manage small projects. - Ability to manage multiple project commitments in addition to day-to-day responsibilities. - Well-developed written and verbal communication skills, including the ability to create, facilitate, and execute formal communication, presentations, and training programs in response to business partner needs. - Strong customer-service orientation. Effective in operating in a collaborative, matrixed environment. - Ability to work independently with limited supervision; understands when to escalate issues. - Self-directed, motivated, and engaged; willing and able to commit the time necessary to accomplish the position's objectives - Possess strong interpersonal skills to effectively communicate with cross-functional teams including staff at all levels of the organization Additional Job Details (if applicable) Remote Type Hybrid Work Location 1620 Tremont Street Scheduled Weekly Hours 40 Employee Type Regular Work Shift Day (United States of America) Pay Range $78,000.00 - $113,453.60/Annual Grade 7 At 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.

The Human Resources Business Partner is responsible for key Human Resource functions and partners with the HR team and other departments to implement programs and initiatives supporting the company's strategic initiatives. The HRBP maintains a strong focus on employee relations, leads and provides support to onboarding, performance management, HR Information Systems, status and employee tracking, and rewards and recognitions programs. Ensuring compliance with federal, state, and local employment laws and regulations, including those specific to the healthcare industry, while developing strong credible partnerships and working across all levels of the organization. Key Responsibilities Administer and monitor Human Resources programs, processes, and procedures Partner with HR team, to drive improvements, taking the lead on various projects and initiatives Utilize metrics to drive HR projects and understand the focus of employee needs, identify trends and provide insights to improve the employee experience. Generating regular reports. Assist in maintaining and administering Workers Compensation program Collaborate with HR team to identify, standardize, and implement data & analytics solutions, including enhanced tools and process improvements. Collaborate with internal departments to identify areas for process and communication improvement Utilizes HRIS and other HR system knowledge to streamline processes and workflows with Operations Point of contact for managers and employees for HR issues, uses knowledge and experience to provide guidance and direction consistent with policies and procedures. Provide support to employees and managers on employee relations issues Assist Recruiting with execution and coordination of recruitment activities, and the onboarding process Facilitates and verifies new hire and background process, ensuring compliance and annual renewals are completed in accordance with requirements. Other HR related tasks and duties assigned Qualifications & Experience Minimum of 5 years in Human Resources, with 3 years in a HR Generalist or HR Business Partner role Bachelor's Degree strongly preferred; AS with equivalent work experience required Professional in Human Resources (PHR) or SHRM-Certified Professional (SHRM-CP) preferred Experience managing HRIS and ATS systems at an advanced or expert level (ADP Workforce Now and Kronos experience preferred) Compensation and Leave management experience and knowledge base preferred Experience in health care and/or shift work-based industries, a plus Knowledge & Skills Experience in managing complex employee relations issues Ability to work independently and within a team Strong communication skills (verbal and written) with a commitment to being responsive to requests from internal and external customers Knowledge of state and federal labor and employment laws Ability to foster teamwork within human resources and cross-functionally Comfortable with analytics and the ability to present data in a factual and compelling manner Approaches challenges with a problem-solving and collaborative manner Ability to maintain the highest levels of confidentiality and professionalism at all times About Cataldo Since 1977, Cataldo Ambulance Service, Inc., has continually distinguished itself as a leader in providing routine and emergency medical services. As the needs of our communities and our patients change, we continue to introduce innovative programs to ensure the highest level of care is available to everyone in our service areas. Benefits: Competitive benefits package for eligible full-time positions including: Paid time off and Holidays Health Insurance Dental insurance 401(k) Plan

Job Description The Human Resources Business Partner is responsible for key Human Resource functions and partners with the HR team and other departments to implement programs and initiatives supporting the company's strategic initiatives. The HRBP maintains a strong focus on employee relations, leads and provides support to onboarding, performance management, HR Information Systems, status and employee tracking, and rewards and recognitions programs. Ensuring compliance with federal, state, and local employment laws and regulations, including those specific to the healthcare industry, while developing strong credible partnerships and working across all levels of the organization. Key Responsibilities Administer and monitor Human Resources programs, processes, and procedures Partner with HR team, to drive improvements, taking the lead on various projects and initiatives Utilize metrics to drive HR projects and understand the focus of employee needs, identify trends and provide insights to improve the employee experience. Generating regular reports. Assist in maintaining and administering Workers Compensation program Collaborate with HR team to identify, standardize, and implement data & analytics solutions, including enhanced tools and process improvements. Collaborate with internal departments to identify areas for process and communication improvement Utilizes HRIS and other HR system knowledge to streamline processes and workflows with Operations Point of contact for managers and employees for HR issues, uses knowledge and experience to provide guidance and direction consistent with policies and procedures. Provide support to employees and managers on employee relations issues Assist Recruiting with execution and coordination of recruitment activities, and the onboarding process Facilitates and verifies new hire and background process, ensuring compliance and annual renewals are completed in accordance with requirements. Other HR related tasks and duties assigned Qualifications & Experience Minimum of 5 years in Human Resources, with 3 years in a HR Generalist or HR Business Partner role Bachelor's Degree strongly preferred; AS with equivalent work experience required Professional in Human Resources (PHR) or SHRM-Certified Professional (SHRM-CP) preferred Experience managing HRIS and ATS systems at an advanced or expert level (ADP Workforce Now and Kronos experience preferred) Compensation and Leave management experience and knowledge base preferred Experience in health care and/or shift work-based industries, a plus Knowledge & Skills Experience in managing complex employee relations issues Ability to work independently and within a team Strong communication skills (verbal and written) with a commitment to being responsive to requests from internal and external customers Knowledge of state and federal labor and employment laws Ability to foster teamwork within human resources and cross-functionally Comfortable with analytics and the ability to present data in a factual and compelling manner Approaches challenges with a problem-solving and collaborative manner Ability to maintain the highest levels of confidentiality and professionalism at all times About Cataldo Since 1977, Cataldo Ambulance Service, Inc., has continually distinguished itself as a leader in providing routine and emergency medical services. As the needs of our communities and our patients change, we continue to introduce innovative programs to ensure the highest level of care is available to everyone in our service areas. Benefits: Competitive benefits package for eligible full-time positions including: Paid time off and Holidays Health Insurance Dental insurance 401(k) Plan

The Director of HR Service Delivery & Operations has overall responsibility for the successful delivery of HR transactional processes across the employee lifecycle, globally (onboarding through offboarding). The role will work collaboratively and collectively across the HR function to drive quality and timely transactions with delightful experiences. The role will ensure compliance with legal and regulatory requirements, HR policies and practices, and provide guidance and resolutions for escalated employee concerns. The role will act as a primary liaison with the broader HR Employee Experience team and HR Centers of Excellence to ensure new programs, policies, and processes are rolled out successfully. This position will oversee Tier 0 HR information (self service knowledge management) and Tier 1 and Tier 2 inquiries from employees and managers (service management). This dynamic leader will enhance HR service delivery through delivery or robust processes, technology, and continuous improvement to deliver a best-in-class employee experience to our employees. Key Responsibilities: Leadership and Management: Lead, and manage the HR Service Delivery team, providing guidance, coaching, and development opportunities across multiple geographies and time zones. Set clear performance expectations and objectives for the team, and monitor progress to ensure goals are met. Provide regular direction and communication to team members to ensure requirements are met and work is completed with quality, speed, and delightful experiences through effective recruiting, training, coaching, and team building. Provides statistical and performance feedback and coaching on a regular basis to each team member; writes and administers performance reviews for team members. Effectively handles escalated cases from all levels within the organization, Human Resources and vendors. Plans, organizes, and controls activities of the team and participates in developing department goals, objectives, and project plans to ensure adherence to schedules when deploying function-wide changes Foster and maintain positive relationships with HR partners across the function; serve as an interface between internal customers and functional team members to ensure effective definition and delivery of People Operations processes and provide overall prioritization of work assignments and management of functional team resources and their activities. Hiring + Onboarding + Tier 1 (AskHR) Support Oversee delivery of processes across the hiring and onboarding space, including but not limited to interview scheduling, offers, pre- employment screening, pre-boarding, and on-boarding Oversee tier 1 support, ensuring timely and accurate resolution of employee and manager inquiries Maintain a knowledge base to assist in resolving common employee questions. Address and resolve employee inquiries related to HR policies, benefits, payroll, and other HR-related topics. Ensure high levels of customer service and employee satisfaction. Employee Transactions and Offboarding: Oversee the administration of employee lifecycle transactions in Workday, including promotions, transfers, and terminations. Support the delivery of an effective offboarding process, asset collection, checklists, and final settlements. Ensure alignment with company policies and compliance with relevant regulations. HR Data Audits: Oversee the process delivery for conducting regular HR data audits to ensure data integrity, accuracy, and compliance. Identify areas for improvements to data management processes and propose improvements with process owners . Continuous Improvement Ensures process execution quality via establishing standards and procedures and conducting audits (continual evaluation) to recommend process improvements to process owners Define, monitor, and ensure the delivery of a comprehensive set of operational performance metrics that are relevant to the effective operation of HR Services. Drive continuous improvement initiatives to enhance HR service delivery and operational efficiency. Stay updated with industry trends and best practices to incorporate innovative solutions. Minimum Requirements: Bachelor's degree, preferred in Human Resources, Business, Communications, or a related field 10+ years of experience working in Human Resources or related field, including 5 years or more of people management experience with demonstrated success in building, leading, and motivating effective teams. 3+ years of experience with Workday Experience with case management solutions (Servicenow preferred) Experience managing in an HR Shared Service Center and running an operations team Preferred Skills/Competencies: Track record of working in a customer-focused environment where the emphasis is on SLA's and continuous improvement. Ability to lead, coach, mentor and motivate a diverse team; ensure team and individual accountability and performance standards are met. Able to manage multiple priorities, demonstrate objectivity, be results-oriented, and show initiative and creativity. Ability to communicate and interact effectively with different levels of the organization to negotiate, problem solve, complete projects and influence decision making. Must be flexible, work well under pressure, and have the ability to readily adapt to change. Strong customer service and teamwork orientation. Demonstrating Role Model Behavior - Positive and professional representative of Insulet and the Human Resources team. Teamwork and Collaboration - Demonstrates effective working relationships and communications with coworkers and colleagues including proactive, transparent communication. Customer Service and Responsiveness - Following up and responding to inquiries (internal and external) within 24 hours. Continuous Improvement - Consistently seeking opportunities to improve the efficiency and effectiveness of our work and services provided. Exposure to LEAN and/or Six Sigma methods ideal NOTE: This position is eligible for hybrid working arrangements and requires on-site work from an Insulet office. #LI-Hybrid Additional Information: Compensation & Benefits: For U.S.-based positions only, the annual base salary range for this role is $144,375.00 - $216,562.50 This position may also be eligible for incentive compensation. We offer a comprehensive benefits package, including: • Medical, dental, and vision insurance • 401(k) with company match • Paid time off (PTO) • And additional employee wellness programs Application Details: This job posting will remain open until the position is filled. To apply, please visit the Insulet Careers site and submit your application online. Actual pay depends on skills, experience, and education. Insulet Corporation (NASDAQ: PODD), headquartered in Massachusetts, is an innovative medical device company dedicated to simplifying life for people with diabetes and other conditions through its Omnipod product platform. The Omnipod Insulin Management System provides a unique alternative to traditional insulin delivery methods. With its simple, wearable design, the tubeless disposable Pod provides up to three days of non-stop insulin delivery, without the need to see or handle a needle. Insulet's flagship innovation, the Omnipod 5 Automated Insulin Delivery System, integrates with a continuous glucose monitor to manage blood sugar with no multiple daily injections, zero fingersticks, and can be controlled by a compatible personal smartphone in the U.S. or by the Omnipod 5 Controller. Insulet also leverages the unique design of its Pod by tailoring its Omnipod technology platform for the delivery of non-insulin subcutaneous drugs across other therapeutic areas. For more information, please visit insulet.com and omnipod.com. We are looking for highly motivated, performance-driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it! At Insulet Corporation all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. (Know Your Rights)

The Director of HR Service Delivery & Operations has overall responsibility for the successful delivery of HR transactional processes across the employee lifecycle, globally (onboarding through offboarding). The role will work collaboratively and collectively across the HR function to drive quality and timely transactions with delightful experiences. The role will ensure compliance with legal and regulatory requirements, HR policies and practices, and provide guidance and resolutions for escalated employee concerns. The role will act as a primary liaison with the broader HR Employee Experience team and HR Centers of Excellence to ensure new programs, policies, and processes are rolled out successfully. This position will oversee Tier 0 HR information (self service knowledge management) and Tier 1 and Tier 2 inquiries from employees and managers (service management). This dynamic leader will enhance HR service delivery through delivery or robust processes, technology, and continuous improvement to deliver a best-in-class employee experience to our employees. Key Responsibilities: Leadership and Management: * Lead, and manage the HR Service Delivery team, providing guidance, coaching, and development opportunities across multiple geographies and time zones. * Set clear performance expectations and objectives for the team, and monitor progress to ensure goals are met. Provide regular direction and communication to team members to ensure requirements are met and work is completed with quality, speed, and delightful experiences through effective recruiting, training, coaching, and team building. * Provides statistical and performance feedback and coaching on a regular basis to each team member; writes and administers performance reviews for team members. Effectively handles escalated cases from all levels within the organization, Human Resources and vendors. * Plans, organizes, and controls activities of the team and participates in developing department goals, objectives, and project plans to ensure adherence to schedules when deploying function-wide changes * Foster and maintain positive relationships with HR partners across the function; serve as an interface between internal customers and functional team members to ensure effective definition and delivery of People Operations processes and provide overall prioritization of work assignments and management of functional team resources and their activities. Hiring + Onboarding + Tier 1 (AskHR) Support * Oversee delivery of processes across the hiring and onboarding space, including but not limited to interview scheduling, offers, pre- employment screening, pre-boarding, and on-boarding * Oversee tier 1 support, ensuring timely and accurate resolution of employee and manager inquiries * Maintain a knowledge base to assist in resolving common employee questions. * Address and resolve employee inquiries related to HR policies, benefits, payroll, and other HR-related topics. * Ensure high levels of customer service and employee satisfaction. Employee Transactions and Offboarding: * Oversee the administration of employee lifecycle transactions in Workday, including promotions, transfers, and terminations. * Support the delivery of an effective offboarding process, asset collection, checklists, and final settlements. * Ensure alignment with company policies and compliance with relevant regulations. HR Data Audits: * Oversee the process delivery for conducting regular HR data audits to ensure data integrity, accuracy, and compliance. * Identify areas for improvements to data management processes and propose improvements with process owners . Continuous Improvement * Ensures process execution quality via establishing standards and procedures and conducting audits (continual evaluation) to recommend process improvements to process owners * Define, monitor, and ensure the delivery of a comprehensive set of operational performance metrics that are relevant to the effective operation of HR Services. * Drive continuous improvement initiatives to enhance HR service delivery and operational efficiency. * Stay updated with industry trends and best practices to incorporate innovative solutions. Minimum Requirements: * Bachelor's degree, preferred in Human Resources, Business, Communications, or a related field * 10+ years of experience working in Human Resources or related field, including 5 years or more of people management experience with demonstrated success in building, leading, and motivating effective teams. * 3+ years of experience with Workday * Experience with case management solutions (Servicenow preferred) * Experience managing in an HR Shared Service Center and running an operations team Preferred Skills/Competencies: * Track record of working in a customer-focused environment where the emphasis is on SLA's and continuous improvement. * Ability to lead, coach, mentor and motivate a diverse team; ensure team and individual accountability and performance standards are met. * Able to manage multiple priorities, demonstrate objectivity, be results-oriented, and show initiative and creativity. * Ability to communicate and interact effectively with different levels of the organization to negotiate, problem solve, complete projects and influence decision making. * Must be flexible, work well under pressure, and have the ability to readily adapt to change. * Strong customer service and teamwork orientation. * Demonstrating Role Model Behavior - Positive and professional representative of Insulet and the Human Resources team. * Teamwork and Collaboration - Demonstrates effective working relationships and communications with coworkers and colleagues including proactive, transparent communication. * Customer Service and Responsiveness - Following up and responding to inquiries (internal and external) within 24 hours. * Continuous Improvement - Consistently seeking opportunities to improve the efficiency and effectiveness of our work and services provided. Exposure to LEAN and/or Six Sigma methods ideal NOTE: This position is eligible for hybrid working arrangements and requires on-site work from an Insulet office. #LI-Hybrid Additional Information: Compensation & Benefits: For U.S.-based positions only, the annual base salary range for this role is $144,375.00 - $216,562.50 This position may also be eligible for incentive compensation. We offer a comprehensive benefits package, including: * Medical, dental, and vision insurance * 401(k) with company match * Paid time off (PTO) * And additional employee wellness programs Application Details: This job posting will remain open until the position is filled. To apply, please visit the Insulet Careers site and submit your application online. Actual pay depends on skills, experience, and education. Insulet Corporation (NASDAQ: PODD), headquartered in Massachusetts, is an innovative medical device company dedicated to simplifying life for people with diabetes and other conditions through its Omnipod product platform. The Omnipod Insulin Management System provides a unique alternative to traditional insulin delivery methods. With its simple, wearable design, the tubeless disposable Pod provides up to three days of non-stop insulin delivery, without the need to see or handle a needle. Insulet's flagship innovation, the Omnipod 5 Automated Insulin Delivery System, integrates with a continuous glucose monitor to manage blood sugar with no multiple daily injections, zero fingersticks, and can be controlled by a compatible personal smartphone in the U.S. or by the Omnipod 5 Controller. Insulet also leverages the unique design of its Pod by tailoring its Omnipod technology platform for the delivery of non-insulin subcutaneous drugs across other therapeutic areas. For more information, please visit insulet.com and omnipod.com. We are looking for highly motivated, performance-driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it! At Insulet Corporation all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. (Know Your Rights)

The Role The Human Resources Business Partner plays a critical role on Green Thumb's People Team where our focus is all about our clients, our very own Green Thumb employees. This is a hands-on role that will primarily support the HR Business Partners in the interpretation, implementation and execution of the People team initiatives, programs, and policies in the day-to-day operations to ensure compliance with regulations, drive employee engagement and foster a positive work environment. You'll take a key role in supporting our employee population in the different stages of the employee life cycle (onboarding, offboarding, performance management, promotions/transfers) and ensure that their experience is reflective of our Green Thumb values and behaviors. Under the guidance of the Regional HR Business Partner, this role will provide a mix of remote and on-site HR support and guidance for the Connecticut, Massachusetts, and Rhode Island retail dispensaries while working closely with our teams and leaders to coach, challenge, collaborate and support them as our business continues to evolve and scale. Our ideal candidate possesses a working knowledge of traditional human resources functions including employee relations, payroll, benefits, and talent management. They operate with an inclusive mindset and humble confidence, are quick to take initiative, eager to learn and solve business problems, and think through and execute situations in a critical yet pragmatic way. You are deliberate and thoughtful in your approach as a representative of the People team with the goal of creating a high performing, engaged team and you enjoy the high-touch approach and can't wait to roll up your sleeves and dig in. Responsibilities Talent Management Support: Supports and guides various levels of management to ensure an effective execution of the employee lifecycle process including recruitment, onboarding, performance management, employee development, and offboarding. Assist with performance management activities such as goal setting, development plans and improvement plans. Project Management: Leads and/or actively engages on a variety of projects with cross-functional team members such as the development of programs, improvement of processes, implementation of initiatives and delivery of training programs. Employee Relations: Handles low-risk employee relations issues, including investigations and employee concerns, independently. Exercises sound judgment to escalate, as needed. Provides guidance and assistance for employees and managers on core HR policies and processes, including assistance with conflict resolution and disciplinary action. Documents and communicates core HR processes. Data and Reporting: In partnership with the HR Business Partner, understands data and leverages insights on turnover, headcount, and Inclusion & Belonging to assess and impact the business units. Uses data to identify trends, patterns, and conclusions. Provides data-driven insights to support decision-making and drive continuous improvement. Collaborative Partner: Creates and maintains trusting relationships across the organization including strong partnership within the internal People team (Retail HR and TA, People team leaders, Retail Field team) to execute day-to-day operations and ensure successful support of the business in various ways, aligned to our culture and business priorities. Compliance & Policy: Stays up to date with federal, state and local employment laws and regulations, ensuring compliance in all HR activities. Support implementation and enforcement of company policies, ensuring consistency and fairness across the organization. Assist in keeping accurate and updated records, ensure confidentiality, and compliance with all respective laws and regulations, including respective applicable cannabis regulations. Culture Consigliore: As a member of the People team, you are part of the heartbeat of GTI; you will assist in how to scale and enhance our culture as it relates to employee engagement, building morale and becoming a best place to work in the cannabis industry. Qualifications Bachelor's Degree in Business, Human Resources or related field, preferred 4+ years of experience as a strategic business partner and/or progressive HR Generalist experience Ability to travel up to 75% for the role Experience supporting a retail or manufacturing environment or high-growth, start-up, fast-paced and complex work environment, a plus PHR, SHRM-CP, Certification, preferred Excellent communication skills and demonstrated ability to confidently interface with all levels of the organization as a trusted partner, especially when presenting information or discussing sensitive topics. Highly motivated, self-directed, and passionate about our people and our company but can remain objective and rationale. Strong use of judgment to identify and anticipate needs and make business-focused recommendations. Effective organization and planning skills as well as solid analytical, quantitative, and problem-solving skills. Ability to manage multiple conflicting priorities and execute independently with minimal supervision. Comfortable adapting to change in a fast-paced, dynamic and ambiguous environment. Strong knowledge and application of federal and state employment laws. Impeccable attention to detail. Additional Requirements Must pass any and all required background checks Must be and remain compliant with all legal or company regulations for working in the industry Must possess a valid driver's license Must be a minimum of 21 years of age Must be approved by state badging agency to work in cannabis industry The pay range is competitive and based on experience, qualifications, and/or location of the role. Positions may be eligible for a discretionary annual incentive program driven by organization and individual performance. Green Thumb Pay Range$80,000-$100,000 USD