Manager, People Strategy

Overview

The People Strategy Manager plays a pivotal role in driving the success of our organization by working closely with both business leaders and our partners across Human Resources to develop and execute on a comprehensive people strategy that aligns with Dana-Farber Cancer Institute's mission and goals.

Reporting to the Director, People Strategy, this strategic role manages a small team and is responsible for overseeing all aspects of talent management, employee development, and fostering employee growth and a positive workplace culture.

In this role, you will have a significant impact on shaping the organization's culture, attracting top talent, and fostering employee growth and engagement. A successful incumbent in this position will be an experienced people leader who is passionate about driving organizational success through effective people strategies.

Partial Remote: Onsite requirement 2-3 days remote/wk. Remote work for Dana-Farber may only be performed in New England (ME, VT, NH, MA, CT, RI)

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 physicians/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

Responsibilities

• Supports Directors and above within the assigned client group, acting as a People Strategy Partner and the primary client relationship manager.
• Builds deep, trusting relationships with these clients and stakeholders and effectively communicates recommendations and insight.
• Assists these leaders and managers to assess organizational needs and develop an engaging, healthy organizational culture fueled by commitment to Dana-Farber’s mission.
• Provides expert advice to supported business leaders on effective people strategies to meet their business goals and priorities.
• Works closely with assigned senior leaders, as well as other HR teams, to understand the client department’s unique needs and develop customized solutions to improve overall organizational effectiveness.
• Collaborates with other HR functions to develop and implement strategic HR initiatives that support the Institute's mission and goals.
• Analyzes HR data and metrics to identify trends and opportunities for improvement.
• Supports the development and execution of talent management programs, including succession planning, leadership development, and performance management in partnership with the Talent Management team.
• Supervises a small staff. Hires and develops team members with the capabilities to achieve organizational goals. Defines and communicates clear expectations, provides regular constructive feedback, and evaluates performance against objectives. Oversees team’s compliance with organizational policies and procedures. Monitors work for efficiency, effectiveness, and quality. Mentors and coaches staff, facilitating training opportunities and supporting career growth. Works with senior management and Human Resources to address performance issues, as appropriate. Promotes and fosters a healthy and productive work environment within the team and with groups across the Institute.

Qualifications

• Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or related field required. Master's degree preferred.
• Eight or more years experience partnering with business leaders to drive talent or people initiatives required.
• Experience in sectors sectors such as higher education, academic medicine, research, health care, biomedical/pharma, research, or government or in management consulting to organizations in these sectors preferred.
• D emonstrated success in providing HR services in a large, complex organization (10K+ employees) required.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

• Possesses an in-depth knowledge of HR best practices, employee relations, and leadership development as well as a strong understanding of employment laws, regulations, and compliance requirements.
• Has the ability to interact and collaborate productively across multiple human resources disciplines including talent management, learning and development, compensation, and talent acquisition as well as partner with other groups such as General Counsel and Security as needed.
• Demonstrates the following skills and abilities:
  • Leadership and interpersonal skills, with the ability to build relationships and influence stakeholders
  • Excellent communication and presentation skills, effectively conveying complex information.
  • Exceptional analytical and problem-solving abilities, using data to drive decision making.
  • Strong project management skills, managing multiple initiatives and priorities simultaneously.
  • Flexibility, with the ability to pivot quickly and work effectively in a fast-paced, dynamic environment.

SUPERVISORY RESPONSIBILITIES:

• Directly supervises People Strategy Partners.

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.