Senior Compensation Advisor

Mass General Brigham•Somerville, MA

3d•$200,000 - $235,000•Hybrid

About The Position

Mass General Brigham is a not-for-profit organization supporting patient care, research, teaching, and community service. The Senior Compensation Advisor is a strategic compensation architect and trusted advisor to Senior Vice Presidents of Human Resources and executive leadership. The role translates business priorities into competitive and equitable compensation strategies that support talent attraction and retention, workforce transformation, and organizational growth. The position partners with senior HR and business leaders on organizational design, executive and leadership compensation, market competitiveness, pay equity, workforce planning, and large-scale talent initiatives. It connects compensation strategy with business performance, talent objectives, financial priorities, and organizational philosophy while upholding governance and compensation standards. The role provides strategic leadership and directs the broader Compensation consulting and analysis team, delivering data-driven compensation solutions to strengthen organizational effectiveness and advance talent priorities. It reports to the Vice President, Compensation. The position is hybrid, based at 399 Revolution Drive, with 40 scheduled weekly hours on the day shift.

Requirements

Bachelor's degree required.
10–12 years of progressive compensation consulting and leadership experience, with responsibility for strategic compensation planning and enterprise program delivery.

Nice To Haves

Master's degree preferred.
Certified Compensation Professional (CCP) certification from WorldatWork preferred.

Responsibilities

Serve as senior compensation consultant and trusted advisor to assigned SVP of Human Resources and executive leadership teams on compensation philosophy, market competitiveness, organizational design, workforce planning, and talent strategies.
Lead compensation support for complex organizational initiatives, including restructures, acquisitions, workforce transformations, leadership transitions, and strategic talent decisions.
Advise senior leaders on pay equity, market positioning, retention strategies, executive compensation, and enterprise workforce implications.
Develop and implement compensation strategies and recommendations aligned with business objectives, talent priorities, and workforce needs, including business cases, financial modeling, and executive-level presentations.
Oversee compensation consulting services and analyses, project-manage centralized compensation resources, and mentor advisors and analysts on complex compensation issues.
Partner proactively with business and Human Resources leaders to identify compensation risks, trends, opportunities, and solutions across assigned client groups.
Influence and advance enterprise compensation programs, policies, governance practices, and strategic priorities in alignment with organizational objectives and market best practices.
Lead collaboration, innovation, and continuous improvement across the Compensation function by establishing consulting standards, service delivery models, and compensation frameworks.
Represent Compensation on enterprise initiatives and executive committees.