Reporting to the Vice President for Talent Management and Human Resources Services, the Director of Employee and Labor Relations will spearhead a newly established team dedicated to providing specialized HR consulting and leadership in employee and labor relations (ELR), human resources policy, case management, and workplace standards.

The Director will work closely with HR leadership, managers, and employees to address workplace issues, resolve conflicts, and promote a culture of respect and collaboration. This position is critical in supporting the Institute's mission by ensuring a fair and equitable workplace for all employees.

The ELR team will collaborate with our People Strategy team (which provides talent advisory services, manager coaching and employee support), the Office of the General Counsel, institutional leaders, managers, and employees to foster a lawful, fair, inclusive, and productive work environment that supports our important mission.

Dana-Farber Cancer Institute (DFCI), with over 10,000 employees (including ~1,000 in four bargaining units), is located primarily in Boston?s Longwood Medical Area, Chestnut Hill, Foxborough, Milford, and the Merrimack Valley. The successful Director will develop a strong understanding of DFCI's priorities, clinical and research operations, matrixed leadership model, financial context, stakeholder dynamics, and employment-related risks and obligations, and be able to translate them into effective employee and labor relations strategies.

Acting as a thought leader and trusted advisor on people-related matters, this role will require strategic and institutional thinking, the agility to manage a broad range of complex ELR situations and scenarios, a talent for gaining agreement and alignment across parties, and the ability to gain and sustain trust.  This role involves developing and implementing strategies to foster a positive work environment, ensuring compliance with labor laws and regulations, and managing relationships with labor unions.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

• Enhance Employment Experience: Strengthen DFCI's organizational stability and reputation by offering ELR expertise and promoting effective people practices.
• Advisory Role: Cultivate a shared understanding and commitment among managers and the People Strategy team regarding our approach to employee relations. Foster alignment on guiding principles and strategies for addressing issues such as personal conduct, performance, and absenteeism, while effectively managing complex cases. 
• ELR Service Model Definition: Define and communicate the ELR service model, ensuring responsiveness and collaboration with other HR functions. Develop and implement employee relations and labor relations strategies that align with the Institute?s goals and objectives.
• Situational Assessment: Conduct assessments to develop findings and recommendations for improvement, managing the response, investigation, and resolution of formal employee relations complaints.
• Proactive Problem Solving: Anticipate and address potential issues, incorporating lessons learned to prevent future occurrences, including analyzing employee relations data and trends to identify areas for improvement and develop action plans.
• Policy Development, Compliance and Oversight: Collaborate with various subject matter experts to develop and maintain HR policies for workforce members and contingent workers, ensuring compliance with relevant regulations. Create and implement HR Policy Oversight process for timely policy review and update as business, labor and regulatory needs evolve. Work closely with the People Strategy team to coach managers and employees through policy changes. 
• Labor Relations Management: Serve as the primary point of contact for labor unions, managing negotiations, contract administration, and grievance processes, while fostering a collaborative environment.
• Team Leadership: Manage and mentor the ELR team, setting clear goals and driving continuous improvement.
• Trusted Partnership and Expertise: Build relationships and foster partnerships with key stakeholders within the ELR team and across DFCI. Provide guidance to ensure fair and consistent practices, and an inclusive and equitable work environment for all employees. Position ELR function as the lead in all HR-related employee investigations.

SUPERVISORY RESPONSIBILITIES:

• Will initially lead a team of two Employee Relations Consultants with anticipated growth in the coming years.

Minimum Qualifications:

• Bachelor's degree required.
• 10 years in employee and labor relations, HR policy, or HR consulting in a large, complex organization required.
• Experience managing a team or independent HR function / center of expertise required.
• Proven track record as a senior HR practitioner providing strategic advice to senior leaders required.
• Strong knowledge of employment and labor laws and regulations, including the National Labor Relations Act and other relevant legislation as well as HR / employment policies and practices required.

Preferred Qualifications:

• Graduate degree in HR, industrial/labor relations, business, law, or related fields.
• PHR or SPHR certification.
• Experience in non-profit sectors such as higher education, academic medicine, or healthcare.
• Proficiency in HR competencies, including business acumen, talent management, and strategic consulting.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

• Strategic mindset with strong judgment and credibility.
• Excellent negotiation and conflict management skills, along with the ability to recognize and mitigate employment risks while maintaining integrity and fairness.
• High integrity, capable of earning and sustaining trust, and handling complaints with impartiality and confidentiality.
• Strong analytical and problem-solving abilities, with attention to detail and the ability to analyze data and identify trends.
• Expertise in HR / employment policies and practices, advocating for effective people practices.
• Ability to navigate resistance and setbacks, anticipating barriers and adjusting strategies.
• Commitment to inclusion, diversity, and equity principles.
• High computer literacy, including familiarity with enterprise HR systems and case management tools.
• Self-directed with exceptional relationship-building, analytical, and problem-solving skills.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are equally committed to diversifying our faculty and staff. Cancer knows no boundaries and when it comes to hiring the most dedicated and diverse professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.

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