Mass General Brigham (MGB) seeks a forward-thinking leader and a subject matter expert in all areas of Total Rewards. The Senior Vice President of Total Rewards is responsible for the leadership, design and implementation of the rewards strategy for the organization and will partner with the CHRO and executive team in the development of a roadmap for achieving rewards strategies to support strategic objectives systemwide. The organization is undergoing a significant transformation and integration, and this role will be at the center of the realization of meaningful human capital strategies that drive continued attraction and retention of both clinical, research and non-clinical talent across the enterprise. This role includes broad-based compensation, executive and physician compensation, benefits, and mobility strategies that are designed to attract, motivate, and engage talent, while ensuring MGB's fiscal responsibility is maintained regarding the total rewards spend across the organization. In addition, the position is responsible for the effective delivery of related annual processes, including ongoing and year-end compensation review and design, salary reviews, incentives, annual enrollment for benefits plans and the enterprise Employee Assistance Program.
The Senior Vice President of Total Rewards will have a deep foundation in compensation and a thorough understanding of external trends and leading practices for the function based on experience in healthcare and non-healthcare environments. They will be a systems thinker and bring the experience and expertise to creatively structure rewards systems with processes that provide some degree of flexibility and drive a competitive advantage for the future of this highly respected institution. The ideal candidate will be able to operate in an environment with a rapid pace of change and lead HR workstreams for business transactions such as mergers and acquisitions. They will partner with the CHRO and provide insight, new thinking and strategy, and will have worked at scale to address the needs and multiple constituencies that comprise MGB, the largest private employer in New England with greater than 82,000 employees.
- Quickly assess the current Total Rewards function and collaborate with the CHRO, HR team, and key stakeholders to understand specifically the key priorities of the business;
- Define the compensation philosophy, strategy, and program design; benefits strategy and rewards framework, incentive plans, recognition philosophy and framework, and employee communication strategies related to benefits and compensation to ensure that rewards are part of the employee value proposition in attracting, retaining, and developing the best talent in the world;
- Serve as an internal resource and expert on competitive market practices and trends in compensation and benefits. Continue to seek new thinking and innovative approaches to engaging and rewarding employees in a manner aligned with the strategic priorities of MGB;
- Develop strategies to support implementation of compensation and incentive initiatives including leveling, corporate KPI process and incentives for executive team members;
- Collaborate with HR Business Partner's and the CHRO to ensure HR programs and strategies align with the future needs of the enterprise. Continually measure impact and effectiveness of benefits and compensation programs that optimize the value to employees;
- Direct and ensure alignment on all annual processes including ongoing and year-end compensation review and design processes, salary reviews, long- and short-term incentives, and annual enrollment for benefits plans;
- Translate and augment processes that deliver results by partnering with other HR and Finance stakeholders to create processes and tools that support strategic and operational goals;
- Ensure required compliance and governance and set standards of excellence for AMC's;
- Oversee the development of fiscal year budgets, performance standards and metrics for compensation, benefits and Employee Assistance Program, to optimize use of the organization's resources;
- Responsible for the Employee Assistance Program;
- Attract, retain, and lead a diverse team of professionals by providing leadership, coaching, performance management, and development for staff to build a best-in-class function;
- Accountable for the development and distribution of all Total Rewards communications to employees;
- Accountable for materials preparation for Compensation Committee of the Board of Directors;
- Lead or manage any other projects and/or initiatives as requested by leadership;
- Set the standards for operating with ease and success in a highly-matrixed and complex environment going through organizational transformation.
Requirements
- A minimum of 15 years developing and leading enterprise-wide Total Rewards function within a large healthcare system with proven technical mastery and appropriate "scar tissue." Ideally, deep and broad experience in both healthcare and corporate settings;
- In-depth understanding of compensation systems and planning; has broad systems viewpoint and understands implications of changes and knows which levers to pull to drive desired outcomes that are aligned to total rewards strategy and compensation philosophy (including knowledge of unintended consequences);
- Experience leading across multiple constituencies and compensation structures including executive and physician compensation, relationships with unions, as well as heath benefits and retirement for varied groups of employees;
- Knowledge and experience contributing to large-scale organization/transformational change initiatives and M&A integration related to total rewards;
- Outstanding mathematical and analytical aptitude, and ability to communicate and present effectively verbally and in writing;
- Demonstrated experience in developing and administering complex strategies as well as the ability to balance strategic thinking with detailed focus on execution across a large, complex academic medical system. Able to understand the downstream impact of frameworks and decisions across multiple sets of constituencies knowing when to demonstrate flexibility and when not to;
- Board presentation and interaction.
- Ethics and integrity that are above reproach. Known for building trust;
- Able to lead the function with deep expertise, confidence, personal agency, and ensure alignment, buy-in, collaboration, and outcomes. Brings a propensity to make an impact in how Total Rewards is defined, delivered, administered, and communicated;
- Through the Total Rewards strategy, help elevate the capabilities of the organization for both now and the future;
- Build trust and cultivate authentic relationships. Bring ability to influence through effective communication, consistent and responsive delivery, partnerships, and the ability to manage stakeholders with frequently competing priorities;
- Proven leader and manager with the ability to effectively hire, develop, and mentor a team, that drives outcomes and provides superior service across the organization;
- Leverages data to "tell the story," ensures interactions
- Ability to work with a high degree of independence, yet collaboratively across the organization, to plan, organize, and implement multiple projects within time and budget constraints;
- Drives a decision-making culture. Leaves meetings with outcomes and keeps pace with the CHRO and leadership team.
- Brings credibility and a track record adding value and fostering relationships across the system. Skilled at working across a complex organization, and engaging at all levels, as needed;
- Confident communicator that is "intellectually organized." Demonstrates executive edge with a willingness to serve, and ability to think on their feet to quickly gain credibility from executive leadership, the CEO, and Board;
- This is a leader with a strong degree of determination, self-awareness, and a humble spirit while instilling confidence in stakeholders.
- Advanced degree required (Human Resources or Business-related major preferred).
Physical Requirements
- Standing Occasionally (3-33%)
- Walking Occasionally (3-33%)
- Sitting Constantly (67-100%)
- Lifting Occasionally (3-33%) 20lbs - 35lbs
- Carrying Occasionally (3-33%) 20lbs - 35lbs
- Pushing Rarely (Less than 2%)
- Pulling Rarely (Less than 2%)
- Climbing Rarely (Less than 2%)
- Balancing Occasionally (3-33%)
- Stooping Occasionally (3-33%)
- Kneeling Rarely (Less than 2%)
- Crouching Rarely (Less than 2%)
- Crawling Rarely (Less than 2%)
- Reaching Occasionally (3-33%)
- Gross Manipulation (Handling) Constantly (67-100%)
- Fine Manipulation (Fingering) Frequently (34-66%)
- Feeling Constantly (67-100%)
- Foot Use Rarely (Less than 2%)
- Vision - Far Constantly (67-100%)
- Vision - Near Constantly (67-100%)
- Talking Constantly (67-100%)
- Hearing Constantly (67-100%)
Mass General Brigham Incorporated is an Equal Opportunity Employer. By embracing diverse skills, perspectives and ideas, we choose to lead. 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.
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Mass General Brigham (Enterprise Services)
Aug 05, 2025