Executive Director of Workforce Development

At Mass General Brigham, we know it takes a surprising range of talented professionals to advance our mission-from doctors, nurses, business people and tech experts, to dedicated researchers and systems analysts. As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community. We place great value on being a diverse, equitable and inclusive organization as we aim to reflect the diversity of the patients we serve.

At Mass General Brigham, we believe a diverse set of backgrounds and lived experiences makes us stronger by challenging our assumptions with new perspectives that can drive revolutionary discoveries in medical innovations in research and patient care. Therefore, we invite and welcome applicants from traditionally underrepresented groups in healthcare – people of color, people with disabilities, LGBTQ community, and/or gender expansive, first and second-generation immigrants, veterans, and people from different socioeconomic backgrounds – to apply.

Job Summary

Reporting to the VP Talent and Workforce Planning, the Executive Director of Workforce Development is a strategic leader responsible for designing and executing enterprise-wide workforce development strategies that build a strong talent pipeline to key workforce roles, foster economic mobility of incumbent employees, and ensure the organization remains competitive in securing talent in a rapidly evolving labor market. This leader will partner with other talent functional areas to develop and publicize available career pathways, strategic public-private partnerships, and internal skill development programs that support both immediate workforce needs and long-term talent sustainability.

This this role partners closely with operational leaders and academic institutions, government agencies, and community organizations to shape successful workforce development programs and placements that aligns with
MGB’s talent pipeline needs.

Key Responsibilities

Enterprise Workforce Strategy & Execution

• Partner with senior HR leadership and operational leaders to develop and execute a comprehensive workforce development strategy that aligns with organizational priorities, workforce planning, and future talent needs.
• Lead execution large-scale workforce initiatives that support economic advancement, internal mobility, and skill-building for identified key employees roles.
• Develop and regularly report key performance indicators that demonstrate the ROI and impact of existing programs

Talent Pipeline Development & Career Pathways

• Build and scale career pathway programs to attract, develop, and retain a skilled workforce, particularly in hard-to-fill roles.
• Partner with educational institutions, workforce boards, and training providers to create programs that bridge skills gaps and result in successful student placements at MGB.
• Lead strategies to enhance career mobility for frontline employees through targeted initiatives.
• Integrate workforce development efforts with HR technology platforms, including Workday, to streamline career development planning.

Strategic Partnerships & Community Engagement

• Forge alliances with government agencies, nonprofits, and industry leaders to secure funding, grants, and policy support for workforce development initiatives.
• Understand career pathway learning requirements and design programs to build foundational learning requirements into workforce development programs to ensure development ready talent.
• Collaborate with local and national organizations to advance workforce equity, ensuring opportunities for underrepresented groups and fostering a diverse talent pipeline.
• Leverage labor market data, workforce analytics, and industry trends to inform workforce development strategies and measure program impact.
• Integrate workforce development efforts with HR technology platforms, including Workday, to streamline career development planning.

People Leadership

• Lead the implementation of projects and programs addressing workforce needs including scheduling, recruiting participants, working with vendors to develop content, distributing materials, program evaluation and behavioral change follow-up.
• Continuously monitor trends in space and explore new proposals to meet evolving workforce needs in priority position areas
• Supervise, manage and lead staff within the department. Coach and provide guidance. Conduct evaluation and provide training as needed to ensure staffs continued growth, success and development.

Qualifications

• 8+ years of experience leading workforce development, talent strategy, or related HR functions in a large, complex organization (5,000+ employees preferred).
• 4+ years in a management role; leading, evaluating, coaching, direct reports
• Master’s degree in HR, Business, Organizational Development, Public Policy, or a related field preferred.
• Proven success in designing and executing large-scale workforce initiatives that drive measurable business and talent outcomes. Healthcare and/or behavioral healthcare experience required.
• Deep expertise in workforce planning, career mobility, skills development, and employer-education partnerships.
• Demonstrated ability to understand complex public/private partnership funding arrangements and develop financial/ROI analyses
• Strong understanding of labor market dynamics, industry trends, and workforce-related public policy.
• Demonstrated ability to build cross-sector partnerships with government agencies, higher education, and community organizations.
• Exceptional strategic thinking, stakeholder engagement, and executive-level communication skills.
• Ability to successfully coordinate cross-functional groups to accomplish goals
• Proficiency in using the Microsoft Office suite of software
• Experience managing budgetary responsibilities

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)

EEO Statement:

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.

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.

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