Career Center

Reporting directly to the Senior Vice President (SVP) for Human Resources/Chief People Officer, the Vice President (VP) for People Operations will lead efforts to transform delivery of a broad range of high-volume human resources services to the 11,000+ member workforce at the world-renowned Dana-Farber Cancer Institute (DFCI).??

The VP will set strategy for this transformation, effectuate a robust new HR service delivery model, operationalize a new Faculty and Staff Service Center, and optimize the use of HR information systems, including both ERP and employee experience/employee self-service platforms.

The Service Center will provide direct-to-employee services across the employment life cycle, supported by automation and digital enablement, process simplification, and best practices for service excellence.

Functions under the direction of the VP for People Operations will include faculty and staff services, total rewards (compensation, benefits & well-being), talent acquisition (including onboarding and immigration services), occupational health, human resource information systems, and HR analytics.

The Vice President will:??

• serve as a thought- and business partner to the SVP for HR/CPO (and key stakeholders including faculty) taking a broad and deep view of how the HR organization should be transformed to serve DFCI in the years ahead, particularly in the area of HR operations;
• provide significant leadership (with others on the senior HR team) for building the HR function for the future, entailing a step change over the next ~5 years to strengthen and modernize HR operations and services, as well as systems, service models and business processes;
• ensure that strategies and approaches to total rewards and talent acquisition support DFCI???s mission and growth objectives;
• serve as the primary executive sponsor and champion of upgraded HR information systems, which is likely to entail re/implementation of enterprise HR platforms for transactions (including numerous integrations with third-party administrators), reporting and business intelligence, people operations/administration and an employee experience/self-service solution.

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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.??

Overall: Provide team leadership by attracting, developing, and managing strong, diverse talent. Set well-chosen, clear goals to achieve the best results and make the greatest impact. Oversee a portfolio of large-scale operational projects and initiatives, many technology-enabled. Motivate and enable the team to meet goals, adopt innovative approaches and technology, and provide excellent service at scale.??

HR Service Management/HR Service Center: Envision, design, create, stabilize and sustain an HR service center serving the Dana-Farber workforce across the employee life cycle. Develop a comprehensive, effective service management model that is supported by effective employee experience tools and content that enable self-service, as well as service management tools for the service center and supporting tiers/subject matter experts.

Total Rewards: Provide leadership and strategic direction to established compensation and benefits/well-being teams. Ensure DFCI has the frameworks, tools, data, expertise and organizational capacity to manage competitive and equitable compensation and a robust set of benefits that help ensure the financial security, health and well-being of its workforce.

Talent Acquisition: Provide leadership and strategic direction to established teams in Talent Acquisition, Onboarding and Immigration. Ensure DFCI can attract, onboard, retain and reward the talented people it needs to achieve its mission.

HRIS: Collaborate and partner effectively with information technology and administrative leadership at Dana-Farber and in the Mass General Brigham system to ensure that human resources is effectively and fully technology- and data-enabled.?? Provide executive sponsorship and strategic leadership for large-scale HRIS initiatives that will automate and positively transform people operations. Provide leadership to an established HRIS and HR analytics team.

Occupational Health: In partnership with appropriate clinical leadership and expert departmental management, oversee the operations of the Occupational Health department. Occupational Health prevents, assesses, and t

??reats work-related exposure, injuries and illnesses. Services including health screenings and immunizations, workplace accommodations, ready-to-work clearance, and consultations on worker health and safety in clinical, research and operational environments.

Required: Undergraduate degree required; relevant graduate degree (e.g., MBA, MPA, M.Ed., MS, J.D.) strongly preferred.15+ years??? management experience and demonstrated success in providing high volume, technology-enabled HR services in a large, complex organization. Strong expertise in HR operations and service management, managing HRIS and HR data, total rewards strategy, talent acquisition, change- and relationship management.

Preferred: Management experience in non-profit sectors such as higher education, academic medicine, research, health care, biomedical/pharma, research, or government or in organizations providing outsourced HR services or management consulting to these sectors. Undergraduate college degree and professional HR certifications preferred.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:??

Leadership and relationships: Well-developed leadership skills and executive presence, with strong character and integrity. Acts decisively to create positive impact and best outcomes, even in a complex, multi-stakeholder environment. Leads, develops, and inspires a large team of HR specialists in several distinct disciplines. Excellent communicator with strong interpersonal skills and emotional intelligence. Solution-, results- and team-oriented. Displays good judgment and solid risk management. Experience in building critical relationships and collaborations, particularly with IT partners/providers and third-party administrators (TPAs).?? Understands how to integrate effectively within larger organizational and IT environments.

Strategic thinking: Ability to analyze complex situations with judgment and insight, and forge a path forward that advances progress toward continuous operational improvement, long-term priorities, and likely success. Has the intellectual agility to address and resolve people operations issues at a systemic level (to prevent recurrence and ensure service excellence) and at an individual level (to sustain or regain trust). Uses data, information and measures/metrics fluently to monitor/assess performance, ensure compliance and service quality, develop options and solutions, and create a compelling case for action or change.????

Managing Change: Proficient in leading and managing through transformative change, growth and uncertainty while creating a productive, stable, and reliable environment for the immediate team and the larger organization. Highly sensitized to employee and organizational needs for service, quality and timeliness, while being a supportive and motivating leader for HR staff responsible for service delivery. Flexibility, adaptability, and agility to navigate through resistance and setbacks effectively. Anticipates barriers and adjusts in ways that move the organization forward.

Functional expertise: Skilled, with demonstrated expertise, a track record rich in meeting and exceeding goals, and broad, deep subject matter knowledge in HR/people operations. Strong appetite and aptitude for complex problem-solving.

SUPERVISORY RESPONSIBILITIES:??
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Directly supervises approximately 5 FTEs; leads an organization of approximately 60 FTE???s.??

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 groups as protected by law.??