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Reporting to the Deputy Executive Vice Chancellor, People Strategy with a dotted line to the Office of the Executive Vice Chancellor, Commonwealth Medicine, the Commonwealth Medicine Senior HR business partner is responsible for aligning CWM’s business objectives with employees and management within the CWM business units. The position serves as an embedded consultant to manage human resource-related issues and acts as an employee champion and change agent. While a member of the UMass Chan Human Resources team, the Senior HR business partner will “live in” the CWM business units, understand them thoroughly and work proactively with leaders on various workforce challenges and strategies. The Senior HR business partner role gets involved and may lead work groups considering process improvement of key processes such as Compensation Review Committee. This role will be instrumental in identifying opportunities for efficiencies in HR processes and transactions that impact operational CWM human resources functions and issues. Success as the CWM Senior HR business partner means knowing the ins and outs of how the business works, what it needs from a human capital standpoint to meet its financial and operational goals and assisting Commonwealth Medicine leaders in developing and executing their strategic plans. A critical role of the Senior HR business partner will be to work with CWM executive leadership to ensure that the organization’s strategies for acquiring talent and retaining employees align with the overall business goals for transformation and growth and sustainability of Commonwealth Medicine.

• Work with Commonwealth Medicine executive leadership to determine the human capital strategy to meet CWM sustainability and business growth needs.
• Evaluate the structure of its individual business units, distribution of roles, allocation of human capital resources and work with CWM managers to identify new roles and/or changes to existing job descriptions to enable the business unit to meet their financial, operational, and quality goals and organizational strategic business and growth objectives.
• Partner with CWM business unit leaders to engage in workforce planning and specific capability forecasting to determine the talent pipeline requirements necessary to support business units and their strategic goals.
• Partner with the HR Talent Acquisition team to ensure a pipeline of talent is identified externally to support CWM workforce planning and forecasting.
• Play a critical role in the achievement of Commonwealth Medicine’s goal of increasing organizational bench strength by driving visibility and accountability around key talent acquisition and development.
• Lead the hiring process for high-priority CWM roles including writing job descriptions, applicant screening and interviewing candidates.
• Under the direction of the CWM Executive Vice Chancellor, Drive succession planning process for strategic and critical positions to assure talent depth for business growth and continuity.
• Partner with Commonwealth Medicine business unit managers to develop the human capital critical skill capabilities needed to support the CWM strategic plan and lead career path development and planning activities for each business unit.
• Analyze and monitor the CWM human capital KPI data and leverage the analysis to provide valuable recommendations to the CWM business units to assist them with effective decision making. Assist Managers with developing business unit retention plans, execute approved plans, analyze, and monitor results.
• Assist in strategically driving and influencing a culture that that is inclusive and equitable, attracts a diverse talent pool, retains its diverse staff, focuses on employee engagement, the Commonwealth Medicine employee experience and on-going talent management practices.
• Other duties and responsibilities as assigned.

REQUIRED QUALIFICATIONS:

Bachelor’s degree in human resources, organizational development, business administration or a related discipline is required.
Progressive career as a strategic HR Business Partner with 8+ years of experience.
Advanced knowledge of HR basics and at least 5 years’ experience in one or more HR functions.
Familiarity with human capital strategic planning, succession planning, employee learning and development, analyzing talent requirements and talent acquisition and management.
Demonstrated experience leading large-scale cultural and organizational change efforts that incorporated elements of people, process, and technology change.
Proven ability to build cross-functional relationships and influence key stakeholder decision making
The ability to manage several projects simultaneously and move projects to completion against ambitious timelines. Demonstrated experience with projects that delivered significant ROI and spanned analysis, design, and implementation.
Expert understanding of current and changing employee experience and engagement trends.
Analytical and data driven and comfortable using data to support the strategic planning and evaluation process.
Strong written, verbal, and interpersonal communication skills.
Possess strong leadership skills and presence; can lead through influence without formal authority and can build relationships quickly at all levels.
Keen interest in working to ensure a workplace that celebrates equity, diversity and inclusion.
Effective change agent, willing to constructively challenge, give feedback and make recommendations.
Maintains knowledge of progressive HR practices and key trends, including global trends, practices and share that knowledge internally.

PREFERRED QUALIFICATIONS:
MBA, Master’s degree Human Resources, OD, Engineering, or relevant master’s degree is preferred.
Experience working in a professional service, health care consulting organization is preferred.