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.

The salary range for this position is $350,000 to $390,000 annually. 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.

Job Summary:

Vice President of Compensation:

Leading Strategic Compensation Programs to Drive Organizational Success

Position Overview:

The Vice President of Compensation is a critical enterprise leader responsible for shaping and advancing a comprehensive compensation strategy that enables organizational performance and long-term sustainability. This role designs and stewards innovative, market-competitive, and equitable pay programs that align with the system's priorities, strengthen talent attraction and retention, and reinforce a high-performance culture.

Qualifications:

Serving as a trusted advisor to executive leadership, the VP partners closely with Human Resources, Finance, and operational leaders to ensure compensation strategies drive workforce outcomes, support financial stewardship, and advance fairness and transparency across the system. This leader brings a data-driven, forward-looking perspective to compensation design, ensuring programs are compliant, scalable, and positioned to meet the evolving needs of a complex healthcare environment.

Key Responsibilities

• Develop and lead the overall compensation strategy, including base pay, incentive programs, and executive compensation.

• Ensure compensation programs are aligned with organizational goals, market competitiveness, and regulatory compliance.

• Conduct market analyses and benchmarking to inform compensation decisions and maintain competitiveness.

• Oversee the design and administration of salary structures, job evaluations, and pay grades.

• Manage annual compensation review cycles, including merit increases, bonus allocations, and equity programs.

• Collaborate with HR leadership on talent management initiatives, workforce planning, and organizational design.

• Guide senior management on compensation matters, including executive pay.

• Monitor emerging compensation trends, legislative changes, and leading practices to ensure programs remain current and effective.

• Lead and mentor the compensation team, fostering a culture of excellence and continuous improvement.

• Ensure compliance with federal, state, and local regulations, including FLSA, EEOC, IRS, and healthcare-specific requirements.

• Monitor the effectiveness of compensation programs through metrics such as retention, engagement, and cost effectiveness.

• Recommend adjustments based on data-driven insights.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field; Master’s degree or relevant certifications preferred.

• Minimum of 10 years’ experience in compensation, with at least 8 years of experience in compensation management in a senior leadership role.

• Expert knowledge of compensation principles, practices, and regulatory requirements.

• Strong analytical skills with the ability to interpret complex data and make strategic recommendations.

• Experience with executive compensation, incentive design, and equity programs.

• Excellent communication and presentation skills, with the ability to influence senior stakeholders.

• Proven leadership and team management abilities.

• High level of integrity, confidentiality, and professionalism.

Additional Job Details (if applicable)

Remote Type

Hybrid

Work Location

399 Revolution Drive

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.