Managing Director of Human Resources

Job Details

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Job ID:
29233

Location:
450 Brookline Ave, Boston, MA 02215

Category:
Operations

Employment Type:
Full time

Work Location:
PTL Remote: 2-3 days remote/wk

Overview

Reporting directly to the Senior Vice President (SVP) for Human Resources/Chief People Officer, the Managing Director will lead a team of approximately 2-6 staff members who provide shared services (including administration, operations, finance and HR) to Dana Farber’s central HR organization. The Managing Director will serve as strategic advisor and thought partner to the SVP for HR/CPO, taking a broad and deep view of how the HR organization can best serve DFCI, its people, and its mission. With others on the senior management team, contribute significantly to shaping the HR function for the future, which will entail a “step change” over the next 3-5 years to strengthen and modernize HR services and programs, structure, systems and business processes. The Managing Director will be a key strategist and contributor to improving HR’s capacity, capabilities, service delivery and supporting infrastructure. This role will oversee operations in the Office of the SVP as well as the finance, administration and HR function of DFCI Human Resources. Build this “shared services” function to support HR’s agenda and growth.   

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. 

Responsibilities

  • Overall:  Provide team leadership by developing and managing diverse talent, and setting clear goals to achieve the best results and greatest impact. Motivate and enable the team to meet goals and operational objectives, adopt new technology and more efficient business processes, and provide excellent service. 
  • Finance:  Lead and oversee the financial affairs of DFCI HR, with an annual operating budget of $18M.  Develop the annual departmental budget and any requests for FTEs to position control; control, monitor and report fiscal results monthly and annually. Ensure that all financial commitments and spending are well-managed for cost and risk, including the use of preferred suppliers, competitive re/bidding, purchase orders and formal written contracts. Institute appropriate financial controls, segregation of duties, and information security practices. Monitor access to enterprise systems and data for all HR staff.  Review/approve payroll and special pay transactions.  Oversee and authorize the payment of vendor invoices for HR. 
  • Administration: Lead the administrative function for DFCI HRManage team providing shared administrative and clerical support to the HR organization.  Following Institute-wide processes and practices, serve as “point person” for the HR organization on safety, building occupancy and remote work, emergency preparedness, and managing business disruptions including those relating to COVID-19. Lead the risk management processes for HR.  Oversee space planning/assignment for HR, and serve as the primary “tenant representative” for building operations. Organize and provide staffing for large-scale gatherings and events for HR staff, such as all-staff meetings, recognition events, and professional development.  
  • Human Resources:  Serve as the primary “client executive” for the HR generalists, business partners, talent acquisition and other functional subject matter experts who support HR in the management of its own staff. Following Institute-wide processes and practices, ensure that diverse talent is acquired and onboarded effectively, that performance is managed with an eye toward HR’s strategic objectives, that key competencies are built across HR, and that talent is reviewed regularly. Ensure that priorities and unusual/peak work demands are appropriately staffed through reassignment, new staffing or the use of contingent talent. With others in HR leadership, lead efforts to provide a dynamic, engaging and recognition-rich work environment for the HR team. Enable dynamic/remote work and lead other initiatives to sustain the resiliency and well-being of HR staff.  Assists SVP/Chief People Officer with high level HR administrative searches in the HR organization, which may include developing Position Descriptions and screening/interview questions, coordination with search committees and search firms, interviewing candidates, facilitating search committees, developing offer packages and addressing initial onboarding requirements.  

Qualifications

  • Undergraduate college degree required, relevant master’s degree (MBA, MPA, MS) preferred 
  • 10 years’ experience in the business affairs of a large, complex non-profit organization, preferably:
    • In sectors such as higher education, academic medicine, health care, biomedical/pharma, business, non-profit, research, government or management consulting 
    • In the efficient and effective provision of shared administrative, financial and operational services to internal clients 

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:  

  • Strong leadership skills such as being team- and solution-oriented, a talent developer and motivator, with strong character, integrity and judgment.   
  • Strategic thinking and business acumen. Strong subject matter expertise and skills in the HR, finance and administrative functions. 
  • The ability to envision, plan, drive and achieve tangible business results. Displays good judgment for risk taking and acts decisively to create maximum impact. 
  • Experience in building critical relationships and collaborations, internal alliances, and long-term partnerships in a complex, matrixed organization. 
  • Proficient in leading and managing through change, growth and uncertainty while creating a productive stable and reliable environment for the immediate team and the larger HR organization. Flexibility and adaptability to shifting priorities and/or organizational needs, while mitigating the impact of shifts and changes on staff. Anticipates barriers and adjusts in ways that move the work forward. 
  • Excellent communicator with strong interpersonal skills and emotional intelligence. 

SUPERVISORY RESPONSIBILITIES:   

Supervise a small team performing shared administrative, operational, financial and support functions. 

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. 

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