Compensation Operations Analyst

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

Responsible for generating insightful reports, identifying trends, and providing data-driven recommendations to enhance the hospital’s HR operations and support decision-making and facilitate updates for employees in bargaining units.

Does this position require Patient Care?
No

Essential Functions
-Gather, validate, and maintain human resources data from various sources, including HRIS, employee surveys, and performance evaluations.
-Develop and maintain regular HR reports and interactive dashboards to provide HR metrics to hospital management and key stakeholders.
-Create project timelines for new contract implementations, across the board increases, and step progressions. Hold meetings with other stakeholders to ensure project deadlines are met, and work with the Workforce Administration team to process related transactional pieces.
-Present findings in a clear and concise manner.
-Participate in salary surveys, analyze compensation data, and benchmark the hospital’s compensation packages to ensure competitiveness within the industry.
-Ensure HR practices, policies, and procedures comply with legal requirements and hospital regulations.

Qualifications

Education

• Bachelor’s Degree Related Field of Study required

Can this role accept experience in lieu of a degree?
No

Experience

• Human Resources Experience 2-3 years required

Knowledge, Skills and Abilities

• Knowledge of HR best practices, labor laws, and compliance requirements.
• Proficiency in HR data analysis using tools such as Excel, SPSS, R, or other statistical software.
• Familiarity with HR information systems (HRIS) and applicant tracking systems (ATS).
• Strong analytical, problem-solving, and critical thinking skills.
• Excellent written and verbal communication, with the ability to present complex data in a simple and understandable manner.
• Strong organizational and time-management skills, with the ability to manage multiple tasks and deadlines effectively.

Additional Job Details (if applicable)

Physical Requirements

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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