"Senior People Strategy Partner"

The Senior People Strategy Partner provides strategic HR consultation to leaders and managers to improve organizational effectiveness, workforce capability, and employee experience.

The role drives talent management practices, including performance management, succession planning, workforce planning, and manager effectiveness-and partners across HR centers of expertise to implement scalable, compliant people practices.

Working in a complex, matrixed environment, the Senior People Strategy Partner uses data-driven insights to identify issues, recommend solutions, and lead change efforts that advance departmental goals and institutional priorities

This position's work location is 4 days remote with 1 day on-campus in Boston, MA. The selected candidate may only work remotely from a New England state (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 physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

• Faculty-as-Manager Coaching: Coach early-to-mid career faculty leaders on effective people management, feedback practices, performance differentiation, and team dynamics; enable consistent application of HR standards and practices.
• Strategic HR Partnership: Consult with early-to-mid career faculty leaders on organizational effectiveness, workforce planning, role design, leveling, and talent strategies; translate business priorities into actionable people plans.
• Talent and Performance: Facilitate adoption of performance management practices (goal-setting, feedback, calibration); facilitate talent reviews and succession planning; partner with Talent Management on development solutions for faculty
• Organizational Design and Change: Advise early-to-mid career faculty leaders on structure, spans/layers, role clarity, and process optimization; plan and execute change management activities (stakeholder analysis, communications, training, adoption measures).
• Policy, Compliance, and Risk: Provide policy guidance and interpretation; partner with Employee and Labor Relations on complex conduct/performance issues, investigations, and corrective actions; ensure adherence to employment laws and institutional policies.
• Data and Insights: Use metrics and dashboards (e.g., turnover, internal mobility, engagement, performance distributions) to identify trends, diagnose issues, and recommend interventions; track and communicate progress.
• Cross-HR Collaboration and Projects: Lead or contribute to cross-functional HR initiatives (e.g., process improvements, technology/service model enhancements); coordinate with Compensation, Talent Acquisition, Learning and Development, HR Service Center, and I&E partners to implement solutions.

QUALIFICATIONS:

• Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or related field or equivalent work experience, Master's preferred
• Seven or more years of progressive experience delivering strategic HR partnership in large, complex organizations, including demonstrated success in talent management, manager coaching, organizational design/change management, and engagement initiatives.
• Experience collaborating with HR Centers of Expertise (e.g., Compensation, Talent Management, Employee and Labor Relations) to implement enterprise programs and resolve complex issues.
• Experience working with Faculty
• Experience in healthcare, academic medicine, higher education, research, or government preferred. Experience in organizations of 10,000+ employees preferred.
• SHRM-CP/SHRM-SCP, PHR/SPHR; Prosci or ACMP change management certification; mediation/alternative dispute resolution training preferred

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

• Broad HR expertise across talent management, performance, workforce planning, organizational design, change management, compensation practices, learning/development, and employee engagement.
• Strong knowledge of employment laws and regulatory frameworks (e.g., FMLA, ADA, Title VII, MA PFML, wage/hour compliance) and HR policy governance.
• Proficiency with HRIS, case/service management, and analytics tools (e.g., Workday or PeopleSoft; ServiceNow or Zendesk; Excel; Power BI/Tableau); ability to interpret data and develop actionable insights.
• Advanced coaching, consulting, and facilitation skills; ability to influence and build trust at multiple levels, navigate complex situations, and broker agreements.
• Excellent communication (written, verbal, presentation) and stakeholder management skills; ability to translate HR concepts into practical guidance for leaders.
• Strong project management and prioritization; ability to drive cross-functional initiatives in a matrixed environment and meet deadlines with high-quality deliverables.
• High degree of discretion, judgment, and confidentiality in handling sensitive matters.
• Commitment to fostering an inclusive, equitable, and engaging workplace culture.

Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate?s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA)

$115,300- $124,900