Site: Mass General Brigham Incorporated Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham. Mass General Brigham offers a robust benefits package that includes Medical, Dental, Vision insurance as well as Tuition Reimbursements and two retirement plans that can run concurrently. Job Summary Summary As a Talent Acquisition Partner, you will serve as a trusted advisor to hiring managers and business leaders, guiding them through the full recruitment lifecycle from intake and workforce planning through offer and onboarding. You will design and execute targeted sourcing strategies that build strong pipelines of high-quality talent aligned to both immediate hiring needs and long-term workforce goals. This role supports a high-impact nursing portfolio, including union-represented roles. Success in this environment requires strong prioritization, operational discipline, and the ability to navigate complex stakeholder dynamics. You will partner closely with nursing leadership to attract and hire top clinical talent, with a focus on Registered Nurses across specialties. Experience recruiting for RN roles in Women’s Health, Labor & Delivery, and inpatient acute care settings is strongly preferred. In this role, you are more than a recruiter, you are a brand ambassador for the hospital. You will actively engage candidates, assess for both clinical capability and team fit, and deliver an exceptional candidate experience at every touchpoint. You will own sourcing for your portfolio and collaborate with the Talent Sourcing function on complex, high-volume, or hard-to-fill searches to ensure speed and quality. You will also bring forward market intelligence and talent landscape insights to the Talent Acquisition Leadership team, helping shape hiring strategies, enhance role attractiveness, and continuously improve how we compete for nursing talent. Schedule: Remote - with the expectation that the TA Partner will travel on occasion, on site. This position will also require travel to various recruitment events as needed. Essential Functions -Develop and implement effective recruiting strategies. -Provide counsel to Hiring Managers during Talent Strategy Discussions and the recruitment lifecycle of changing market conditions. -In times of heavy recruitment volume, work with senior leadership to prioritize recruitment needs. -Manage and drive the recruiting lifecycle: source, assess candidates via telephone interview, manage the interview process, debrief with hiring teams during the selection process, check references, and negotiate offers. -Establish and maintain solid working relationships with hiring managers. -Assist managers with hiring decisions and negotiations. Ensure internal and external market equity. -Provide recommendations on Outreach events and Recruitment tools; participate in various recruitment-related events related to Workforce Development and University Relations. Qualifications Education - Bachelor's Degree In a Related Field of Study required - Experience can be accepted in lieu of a degree Experience - 2-3 years recruitment experience in a corporate or agency environment required - 2-3 years experience in human resources, talent acquisition or marketing required Knowledge, Skills and Abilities - Excellent written, verbal communications listening, collaboration and interpersonal skills. - Ability to influence and negotiate to provide counsel advice. - Ability to work independently, proactively, multitask and prioritize work. - Business acumen and political savvy. - Demonstrated ability to use talent management and other relevant systems. - Successful demonstrated experience and skill in setting a talent strategy, including ability to build diverse applicant pipelines. - Understanding of employment law. - Ability to demonstrate behaviorally-based interview techniques and strong candidate assessment skills. Additional Job Details (if applicable) Remote Type Remote Work Location 399 Revolution Drive Scheduled Weekly Hours 40 Employee Type Regular Work Shift Day (United States of America) Pay Range $63,648.00 - $90,750.40/Annual Grade 6 At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package. EEO Statement: 0100 Mass General Brigham Incorporated is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642. Mass General Brigham Competency Framework At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.

Type of Requisition: Regular Clearance Level Must Currently Possess: None Clearance Level Must Be Able to Obtain: None Public Trust/Other Required: None Job Family: Human Resources Job Qualifications: Skills: Global Human Resources, Human Resources Policies, Total RewardsCertifications: NoneExperience: 5 + years of related experienceUS Citizenship Required: No Job Description: Contribute to the strategic direction of the business and support impactful mission outcomes as a Senior HR Generalist at GDIT. Here, you’ll enable the success of the most critical government missions and the growth of a meaningful career in Human Resources. The position will support our GDIT Global HR Programs. The successful candidate will support daily International HR functions: with a primary focus on full-scope global pension/retirement planning/administration as part of the Total Rewards suite of products, leave management as well as, compliance, regulatory/statutory requirements, policies, process, and projects associated with GDIT companies outside the U.S. in 30+ countries. Core responsibilities include maintaining country compliance and local regulatory knowledge, international policy updates, global pension administration (statutory and supplemental) managing country leave regulations and development of knowledge base for paid and unpaid time off, leave request administration with employees, HRBPs and managers according to local statutory, provide backup coverage for benefits activities (when needed), support various projects, transformation activities, process improvement for all Global HR Programs and Total Rewards Operations, driving an engaging employee experience. Cross team and cross functional collaboration and support. MEANINGFUL WORK AND PERSONAL IMPACT - Maintaining knowledge of global compliance, statutory/regulatory, country employment/labor law requirements for global Total Reward offerings within Global HR Programs - Assessing common market practices and suggesting best practices exceeding local labor law for pension/retirement schemes and leave practices along with automation processes to support such activities - Managing, assessing, analyzing/auditing and assisting in the change management/communications of Total Rewards with a focus on all pension/retirement plans, leave management and related projects associated with Global HR Programs (i.e., policies, programs, forms, projects, etc.) and updating as needed to maintain compliance for existing and new locations to achieve outstanding employee experience - Focused Skill: Global Pension/Retirement Management, in compliance with local country regulations and laws, including: - Maintaining current knowledge of local laws and requirements - Designing/developing, implementing and maintaining comprehensive international pension and retirement governance and plans/packages - Eligibility and benefit calculation, savings, and profit-sharing options, as well as evaluating pension programs for eligible employees - Educating eligible employees and beneficiaries on the policies, processes, and legal requirements of retirement benefit plans - Conduct market analysis for pension schemes and plans for competitive proposals - Updating pension plan(s), materials and internal processes/policies - In collaboration with benefits and payroll, manage pension vendor relationships - Align and support all pension/retirement renewals and related actions, communications and employee updates - Collaborating with legal, payroll and finance (as needed), ensuring alignment of proper pension/retirement plans, calculations and contributions - Engage with employees or providers on the employee’s behalf for related queries/issues - Accurate recordkeeping/maintenance - Handles employee requests - Focused Skill: Global Leave Management, in compliance with local country regulations and laws, including: - Developing a global leave management strategy/program - Maintaining current knowledge of local leave laws and requirements, and updating the leave process/policy accordingly - Maintaining accrual records - In collaboration with Local HRBPs and Payroll -analyzing and communicating with international employees on their leave eligibility (e.g. sabbatical, paternity, sickness / disability, other), where applicable, collection of proper medical documentation, and authorizations and, advising on appropriate type of leave for employee timekeeping entry - Engaging with payroll, ensuring alignment of proper leave pay, as applicable - Engaging with employees while on leave to confirm return to work or extension of leave - Updating all HRIS and scheduling systems, as appropriate - Ensuring appropriate management awareness and approvals of leave - Return to Work guidance and tracking with employees, managers, and applicable vendors - Updating HRIS and internal systems, as applicable with current information - Leading/supporting HR projects and transformation tasks and initiatives - Preparing HR Related reports and presentations - Backup to the Benefits Analyst - Performs other duties as assigned WHAT YOU’LL NEED TO SUCCEED - Education: Bachelor’s Degree. In lieu of degree 9+ years of related experience, with global HR programs and projects, including, global pension/retirement plans, leave management/administration, compliance, regulatory and employment laws. - Experience: 5+ years of related experience, with global HR programs and projects, including, global pension/retirement plans, leave management/administration, compliance, regulatory and employment laws - Technical Skills: Microsoft Office Suite, HRIS (Workday a plus) - Role requirements: - In-depth understanding of international pension structures, regulatory requirements, and investment strategies, and work to develop pension/retirement plans that align with financial needs and objectives - Excellent verbal and written communication, adjusting and adapting to the audience, cultural awareness, especially executive levels - Strong project management skills and business acumen - Excellent critical thinking and problem-solving skills enable confident and timely decision making in a fast-paced environment - Strong interpersonal, influence, and customer relationship skills - Strong sense of urgency with excellent time management, prioritization, and organizational skills - Location: Remote GDIT IS YOUR PLACE At GDIT, the mission is our purpose, and our people are at the center of everything we do. - Growth: AI-powered career tool that identifies career steps and learning opportunities - Support: An internal mobility team focused on helping you achieve your career goals - Rewards: Comprehensive benefits and wellness packages, 401K with company match, and competitive pay and paid time off - Community: Award-winning culture of innovation and a military-friendly workplace The likely salary range for this position is $85,093 - $105,053. This is not, however, a guarantee of compensation or salary. Rather, salary will be set based on experience, geographic location and possibly contractual requirements and could fall outside of this range. Scheduled Weekly Hours: 40 Travel Required: Less than 10% Telecommuting Options: Remote Work Location: Any Location / Remote Additional Work Locations: Total Rewards at GDIT: Our benefits package for all US-based employees includes a variety of medical plan options, some with Health Savings Accounts, dental plan options, a vision plan, and a 401(k) plan offering the ability to contribute both pre and post-tax dollars up to the IRS annual limits and receive a company match. To encourage work/life balance, GDIT offers employees full flex work weeks where possible and a variety of paid time off plans, including vacation, sick and personal time, holidays, paid parental, military, bereavement and jury duty leave. GDIT typically provides new employees with 15 days of paid leave per calendar year to be used for vacations, personal business, and illness and an additional 10 paid holidays per year. Paid leave and paid holidays are prorated based on the employee’s date of hire. The GDIT Paid Family Leave program provides a total of up to 160 hours of paid leave in a rolling 12 month period for eligible employees. To ensure our employees are able to protect their income, other offerings such as short and long-term disability benefits, life, accidental death and dismemberment, personal accident, critical illness and business travel and accident insurance are provided or available. We regularly review our Total Rewards package to ensure our offerings are competitive and reflect what our employees have told us they value most. We are GDIT. A global technology and professional services company that delivers consulting, technology and mission services to every major agency across the U.S. government, defense and intelligence community. Our 30,000 experts extract the power of technology to create immediate value and deliver solutions at the edge of innovation. We operate across 50 countries worldwide, offering leading capabilities in digital modernization, AI/ML, Cloud, Cyber and application development. Together with our clients, we strive to create a safer, smarter world by harnessing the power of deep expertise and advanced technology. Join our Talent Community to stay up to date on our career opportunities and events atgdit.com/tc. Equal Opportunity Employer / Individuals with Disabilities / Protected Veterans

• Oversee various aspects of human resources practices and processes • Manage activities such as employee relations, performance management, benefits, and other HR processes • Ensure compliance with employment laws and company policies • Own the development, maintenance, and enforcement of HR policies and procedures • Advise managers on performance management, corrective action, terminations, and conflict resolution • Participate in internal audits, compliance reviews, and external assessments • Assist with coordination of company‑wide events, celebrations, and initiatives

• Provide responsive, high-quality HR support for employees and managers, partnering closely with HRBPs on day-to-day needs. • Process and maintain HR transactions (Workday and related systems) across the employee lifecycle (e.g., hires, changes, exits, job changes, manager updates). • Ensure accuracy, timeliness, and consistency of HR data, documentation, and records—raising the bar on operational excellence across Prestige. • Serve as an initial point of contact for employee relations questions; triage, document, and partner with HRBPs to guide resolution appropriately. • Own quarterly collection of Prism/people data from Heads of HR and ensure clean, reliable inputs. • Analyze quarterly trends and deliver clear, actionable insights on organizational health (themes, risks, opportunities, recommended actions). • Lead 'People Move' insights and reporting—tracking patterns, surfacing drivers, and improving data quality and storytelling over time. • Support organizational design and change initiatives by gathering inputs, preparing materials, coordinating stakeholders, and driving follow-through. • Help deliver change communications—drafting content, organizing toolkits, and ensuring leaders and employees have what they need when they need it. • Work across all Prestige companies on portfolio-wide initiatives, including data reconciliation, process improvements, and consistent execution across multiple HR ecosystems.