We are looking for a very special professional to join our exceptional Human Resources team and serve as a Senior Human Resource Business Partner.

The Sr. HRBP reports to the Chief People Officer and provides strategic and tactical HR business support to employees, departments and leadership. This role requires a history of professional accomplishment, innovation, expertise, and teamwork. Our Sr. HRBP has a strong focus on employee relations and partners with client departments and within HR to design and implement programs, activities and initiatives that align with the strategic people and business objectives of Fenway Health, HR and client departments. The Sr. HRBP develops strong credible partnerships and works across all levels and functions of the organization from hourly to senior leaders, clinical and administrative, union and non-union employees. Effective partnerships require learning about and understanding client departments. As a trusted partner the Sr. HRBP enjoys making a difference by influencing not only people but also the culture of the organization while serving as a coach, mentor and guide encouraging collaborative problem solving. The incumbent has solid experience and working knowledge in many areas of Human Resources management with a focus on employee and labor relations, employment law, engagement, performance management, compensation, and workforce, and organizational development.

Key Responsibilities:

• Contribute to Fenway’s efforts in becoming an anti-racist organization and promoting a culture dedicated to ongoing development in service of humility, equity, diversity, inclusion, and belonging, where differences are acknowledged and valued.
• Integrate into a high functioning HR team continuing to build a culture of support, understanding, learning and accountability.
• Authentically advocate for employees, proactively working to build a culture where employees feel they can use their voice, be their best selves and belong.
• Meet regularly with department leaders to understand their business, departmental goals, objectives, and long-term strategy and develop trusting partnerships.
• Collaborate with management in assessing department leadership/management capabilities, employee relations climate, individual and team performance, development opportunities, structure, roles, staffing, rewards and recognition, and overall engagement.
• Proactively coach managers in problem prevention, resolution, and early identification of ER issues as well as in resolving complex situations.
• Provide expert advice, coaching and guidance to employees at all levels on employment matters, and help develop positive interpersonal problem-solving skills.
• Partner with the CPO and legal counsel on the advancement and maintenance of HR policies. Develop, draft and revise policies as needed guided by our aspiration to become an anti-racist organization.
• Provide policy interpretation and compliance information regarding various employment-related statutes and regulations. Provide sound guidance regarding the interpretation of applicable collective bargaining agreements making recommendations that consider short- and long-term implications across the organization.
• Ensure consistent application of behavioral expectations, investigatory processes and coaching opportunities ensuring that all are approached with an equity lens.
• Lead the existing performance management process, manage the platform and make recommendations for an improved employee experience.
• Lead and facilitate talent reviews and succession planning for key roles.
• Collaborate with Talent Acquisition to develop continual improvements to recruit and retain top talent, as well as enhance the efficiency and effectiveness of the HR team.
• Own the MCAD and Red Flag reporting platform and the internal investigation process. Conduct employment-related investigations as needed.
• Work with HR professionals to develop content, as appropriate, and deliver various management, communication, and policy training programs.
• Utilize metrics to drive HR projects and understand the focus of employee needs.
• Audit the current reward and recognition program, envision and present options for a more robust and integrated approach.
• Support the ADA interactive process, working with the HR team and supervisors resulting in reasonable accommodations.
• Other duties as assigned.

• Bachelor’s degree (or equivalent work experience) in Human Resources management or related.
• Minimum of 10 years’ experience resolving complex employee relations issues.
• Requires minimum of 12 years of Human Resources experience, with at least 5 years as a generalist on an FLSA exempt level, and 3 years as a manager.
• Working knowledge of multiple human resource disciplines, including employee relations, conflict resolution, compensation practices, benefits, organizational diagnosis, labor relations, diversity, performance management, and federal and state respective employment laws.
• Strong organizational skills with the ability to manage multiple, complex and challenging priorities.
• Excellent written and verbal communication skills.
• Proficient with Microsoft products (Excel, Word & PowerPoint).
• Excellent decision making and interpersonal/collaboration skills with the ability to establish credibility and rapport with stakeholders at all levels.
• Proven ability to maintain a high standard of confidentiality & autonomy

Preferred Qualifications:

• Demonstrated experience working with senior management, including C-suite
• Experience working with union organizations
• Experience creating and facilitating team building and learning events.
• Mediation training
• Working knowledge of Paylocity