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
Serves as a strategic compensation resource for senior Human Resources and business leaders, providing expertise in executive compensation philosophy, market competitiveness, incentive design, governance, and executive compensation administration. This role partners closely with Human Resources, Finance, Legal, and executive leadership to develop, implement, and maintain compensation programs that support organizational objectives, attract and retain top talent, and ensure market competitiveness and regulatory compliance.
Leads complex compensation analysis, develops executive compensation recommendations, supports Compensation Committee and Board-related activities, and provides thought leadership on executive and incentive compensation programs across Mass General Brigham.
Essential Functions:
-Develop compensation recommendations that balance market practices, internal considerations, organizational strategy, and fiscal stewardship.
-Perform job evaluations and market pricing studies for executive-level positions.
-Partner with compensation leadership and HR teams to address compensation issues related to recruitment, retention, succession planning, and organizational change.
-Conduct complex executive compensation benchmarking studies.
-Analyze market trends and provide actionable insights and recommendations to leadership.
-Lead the design, evaluation, and ongoing maintenance of executive incentive and variable compensation programs.
-Conduct modeling and scenario analysis to assess the effectiveness and competitiveness of Executive compensation programs.
-Develop executive compensation dashboards, reports, and analytical tools to support decision-making.
Qualifications
- Bachelor's Degree in Human Resources Management or related field required. Experience can be accepted in lieu of a degree.
- 5+ years of experience in compensation analysis, compensation management, or related roles within the healthcare industry required.
Additional Knowledge, Skills and Abilities:
- Experience conducting executive market pricing, compensation analysis, and incentive plan administration.
- Experience developing recommendations and presenting compensation information to senior leaders.
- Knowledge of compensation principles, market pricing methodologies, and salary administration practices.
- Proficient in quantitative and problem-solving skills.
- Advanced Excel capabilities, including modeling, pivot tables, formulas, and data analysis.
- Ability to interpret data and translate findings into meaningful business insights.
- Proficient attention to detail and commitment to data accuracy.
- Excellent organizational skills with the ability to manage multiple priorities and deadlines.
- Effective written and verbal communication skills.
- Ability to handle confidential and sensitive information with discretion.
- Experience supporting healthcare, academic medical centers, or large complex organizations preferred.
- Experience supporting executive compensation governance and Compensation Committee processes preferred.
Additional Job Details (if applicable)
Schedule and Work Model
- Full-time, Monday through Friday, standard business hours.
- Remote / work at home with flexibility for on-site meetings at Assembly Row in Somerville, MA as needed.
- On remote workdays, employees must use a stable, secure, and compliant workstation in a quiet environment. Teams video is required and must be accessed using MGB-provided equipment.
Remote
399 Revolution Drive
40
Regular
Day (United States of America)
Pay Range
$79,560.00 - $115,720.80/Annual
Grade
7
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.