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Review, analyze, and advise managers, supervisors, and the appointing authority on employee conduct and performance issues, performance management, just cause principles, internal investigations and disciplinary actions, grievance processes, conflict resolution, classification, and compensation, FMLA and other miscellaneous leave provisions, and all other human resource management personnel functions.
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Talent Development – identify solutions to bridge talent gaps through the facilitation of performance management and succession planning sessions. HR Program Management & Administration – partner with COEs (who deliver programs related to Compensation and Benefits, Payroll, Talent, HRIS) to align performance and program initiatives that support our people and culture.
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This role will be responsible for setting strategy, managing employee relations, workforce development, oversight of talent development and acquisition, onboarding, performance management, succession planning, staff and leadership training, policy development, benefits administration, and organizational compliance.
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The Director of Human Resources provides leadership through the management of a comprehensive human resources office, including talent acquisition, retention, and employment services, performance management, benefits administration and counseling, classification, compensation, and salary administration, training and staff development, regulatory compliance, labor and employee relations, and human resource information systems and records management.
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Active - HRCI-SPHR or IPMSCP or SHRM-SCP. Under the general supervision of HR management, you will engage with management and employees providing consultation on a broad range of human resources services to include talent acquisition and on-boarding, compensation and classification functions, employee and union relations and coaching and training to designated agency client(s.
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SHRM-CP/SCP, S/PHR, or other professional HR certification. Develops and maintains databases and spreadsheets for statistical reporting of information used in human resource management; maintains organizational statistics and information; maintains organizational charts.
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In-depth experience consulting with business partners on Talent Management, Change Management, Organizational Development, Leadership Development, Performance Management, and Talent Acquisition.
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Will oversee all areas of the Human Resources Department of the Institute and will partner with appropriate MGH & MGB HR areas including talent acquisition & staffing, talent management & training, performance management, employee relations, employee engagement, compensation-related initiatives including development of job descriptions as needed.
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Master's degree and PHR/SPHR, SHRM-SCP or CP or related certification preferred. Will manage day to day human resources and employee relations activities, working to identify trends, working with the MGB, MGH/MGPO HR & MGPO Professional Staff Compensation & Benefits professionals, MGH & MGPO business leaders and other departments as necessary to identify human resources and management development needs.
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Certification in talent management or executive coaching (SHRM- SCP, ICF) is a plus. Deep knowledge of HRBP practices including performance management, organizational change.
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Chartered Institute of Personnel and Development (CIPD), Certified Professional in Learning and Performance (CPLP), Organization Development Certified Professional Program (ODCP), Society for Human Resource Management Certified Professional/Senior Certified Professional (SHRM-CP/SHRM-SCP), Professional in Human Resources/Senior Professional in Human Resources (PHR/SPHR) or other similar certifications.
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The Human Resources Business Partner is a key member of the Human Resources team and performs a hands-on role in providing human resources expertise in performance management, retention strategy, leave management, HR reporting, rewards and recognition, compensation, benefit incentive programs, employment law, and policy interpretation.
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Must have advanced knowledge and demonstrated capability in Human Resources functions and practices (e.g. organizational design and consulting, employee/associate relations, performance management, training, compensation, recruiting, associate engagement and retention, employment law, organizational development, change leadership, coaching and communications.
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Disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, engagement, and morale; occupational health, safety, and workers compensation; unemployment and turnover, and training and development.
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Expertise in HR Strategy with experience in Benefits Management, Performance Management, Orientation/Onboarding Programs, Recognition Programs, Organizational Effectiveness, HR Compliance Support, Compensation Benchmarking, Employment Policies, Employee Engagement Initiatives, and Professional Development.
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