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.
Job Summary
Driving Enterprise Strategy Through Compensation Excellence
Reporting to the Vice President, Compensation, this role serves as a strategic architect of compensation solutions and a trusted advisor to Senior Vice Presidents of Human Resources (SVP HRs) and executive leadership. It translates business priorities into innovative, competitive, and equitable compensation strategies that attract and retain top talent, enable workforce transformation, and fuel organizational growth.
As a key influencer in enterprise-wide decision-making, the role partners with senior HR and business leaders to navigate complex compensation challenges spanning organizational design, executive and leadership compensation, market competitiveness, pay equity, workforce planning, and large-scale talent initiatives. By connecting compensation strategy with business performance, talent objectives, financial priorities, and organizational philosophy, the role shapes solutions that drive meaningful business impact while upholding strong governance and compensation standards.
Through strategic leadership and the direction of the broader Compensation consulting and analysis team, this role delivers forward-thinking, data-driven compensation solutions that strengthen organizational effectiveness, advance talent priorities, and position the organization for long-term success.
Responsibilities:
- Serves as the senior compensation consultant and trusted advisor to assigned SVP of Human Resources and executive leadership teams, providing guidance on compensation philosophy, market competitiveness, organizational design, workforce planning, and talent strategies.
- Leads compensation support for complex organizational initiatives, including restructures, acquisitions, workforce transformations, leadership transitions, and strategic talent decisions.
- Advises senior leaders on complex compensation matters, including pay equity, market positioning, retention strategies, executive compensation, and enterprise workforce implications.
- Develops and implements compensation strategies and recommendations that align business objectives, talent priorities, and workforce needs, including business cases, financial modeling, and executive-level presentations.
- Oversees the delivery of compensation consulting services and analyses, serving as project manager for centralized compensation resources while mentoring advisors and analysts on complex compensation issues.
- Partners proactively with business and Human Resources leaders to identify compensation risks, trends, opportunities, and solutions across assigned client groups.
- Influences and advances enterprise compensation programs, policies, governance practices, and strategic priorities, ensuring alignment with organizational objectives and market best practices. -Leads collaboration, innovation, and continuous improvement efforts across the Compensation function by establishing consulting standards, service delivery models, compensation frameworks, and representing Compensation on enterprise initiatives and executive committees.
Qualifications:
- Bachelor's Degree required; Master's Degree preferred
- 10-12 years of progressive compensation consulting and leadership experience, with responsibility for strategic compensation planning and enterprise program delivery
- Certified Compensation Professional [CCP] - World at Work (WAW) preferred
Additional Job Details (if applicable)
Hybrid
399 Revolution Drive
40
Regular
Day (United States of America)
Pay Range
$124,342.40 - $180,897.60/Annual
Grade
9
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.
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.