People Strategy Partner

The People Strategy Partner serves as a trusted HR partner, working collaboratively with managers and leaders to support the execution of people strategies that foster employee engagement, organizational effectiveness, and business success. Reporting to the Manager, People Strategy, this role provides consultative HR support across the employee lifecycle while developing strong business partnerships and delivering responsive, customer-focused service.

Working in partnership with senior members of the People Strategy team, the People Strategy Partner advises managers on employee relations, performance management, talent development, workforce planning, and HR programs. This role helps implement people initiatives, supports organizational change, analyzes workforce trends, and partners with HR Centers of Excellence to ensure consistent delivery of HR services aligned with Dana-Farber's mission and strategic priorities.

This position is designed as a developmental strategic HR role that builds business acumen, consultative skills, and independent decision-making while contributing to a positive and inclusive workplace culture.

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.

Primary Duties and Responsibilities

• •Strategic HR Partnership: Partner with managers and leaders to implement people strategies that support business objectives, organizational effectiveness, employee engagement, and workforce planning.
• •Manager Consultation: Provide guidance and coaching on performance management, employee development, HR policies, organizational changes, and routine employee relations matters, escalating complex issues as appropriate.
• •Employee Support: Serve as a trusted HR resource for employees and managers, helping resolve workplace concerns while fostering a positive, inclusive, and high-performing work environment.
• •Organizational Effectiveness: Support talent management, succession planning, employee engagement, and organizational development initiatives through data analysis and collaborative problem-solving.
• •HR Program Delivery: Partner with HR Centers of Excellence to implement talent, compensation, learning, and other people programs while ensuring consistent application of HR policies and practices.
• •Change Management: Assist leaders in planning and implementing organizational changes by supporting communication, employee readiness, and adoption of new initiatives.
• •Compliance and Risk Management: Promote compliance with employment laws, organizational policies, and HR best practices while maintaining appropriate documentation and confidentiality.
• •Continuous Improvement: Identify opportunities to improve HR processes, service delivery, and employee experience through collaboration, innovation, and data-informed recommendations.

Knowledge, Skills and Abilities

• •Working knowledge of HR principles and best practices across employee relations, performance management, talent development, workforce planning, and employee engagement.
• •Ability to build effective working relationships with managers, employees, and HR colleagues.
• •Strong customer service orientation with excellent interpersonal and communication skills.
• •Ability to analyze information, identify issues, and recommend practical solutions.
• •Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
• •Ability to exercise sound judgment and appropriately escalate complex or sensitive issues.
• •Proficiency using HR systems and Microsoft Office applications.
• •Commitment to continuous learning and professional development.

Minimum Job Qualifications

• •High school diploma required. Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or related field preferred.
• •5 years of experience partnering with leaders and managers to drive talent or people initiatives and demonstrated success in providing strategic HR partnership in complex organization required.
• •Experience in 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.

License/Certification/Registration Required: None

Supervisory Responsibilities: No

Patient Contact: No

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 committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionate 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.

EEO Poster

. 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).

$95,900.00 - $107,600.00