Vice President of Talent Strategy, Systems and Performance

Mass General Brigham•Somerville, MA

19h•Hybrid

About The Position

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 Vice President - Talent Strategy, Systems and Performance will shape how we identify, plan, engage, deploy and evolve our workforce in support of our mission at Mass General Brigham. Reporting to the SVP of People & Organizational Performance, this role partners with HR leadership and senior executives to design and lead an integrated portfolio and team including Talent Management, Performance Management, Succession Planning, Career Mapping, and Mobility - while building an AI-enabled future workforce strategy (human + technology) tailored to the complexity of a leading academic healthcare system. This is a unique leadership opportunity to both strengthen existing processes and tools, while adopting and scaling emerging technologies in a rapidly evolving healthcare landscape.

Requirements

Bachelor’s degree required
12+ years of progressive experience designing and implementing talent management and performance management strategies, processes and tools
Experience leading enterprise talent processes and teams in a complex, matrixed organization
Deep expertise in talent management, performance management, data analytics and insights practices (succession planning, performance management, talent reviews, dashboards, predictive analytics, workforce planning)
Demonstrated ability to build, launch, lead and operate at scale the practices outlined
Strong strategic thinking and ability to align talent strategies with business priorities
Executive presence with strong consulting and influencing skills
Data-driven mindset with ability to translate insights into action
Strong facilitation, communication, and stakeholder management skills
Ability to operate effectively in a complex healthcare or matrixed environment

Nice To Haves

Advanced degree preferred
Prefer experience in academic medical centers and/or healthcare related organizations
Demonstrated experience building the business case and launching AI-enabled workforce strategies leading to measurable improvement in people efficiency or effectiveness gains in performance

Responsibilities

Define and execute a system-wide talent and workforce strategy aligned to clinical, research, and operational priorities
Define and implement simple, yet thorough, frameworks for talent reviews, succession planning, career maps/mobility strategies and leadership pipeline development
Partner with senior leaders and HR colleagues to identify critical roles, assess bench strength, build and curate top performer talent pools, and mitigate talent risks
Build the case and feasible migration path for elevating the effectiveness and efficiency of the workforce through increased utilization of AI and emerging technologies, to deliver a human-centric and tech-enabled workforce
Lead enterprise-wide talent review processes, ensuring consistency, rigor, and actionable outcomes
Advise HR partners and senior leaders on how to adapt enterprise approach for utilization in areas of specialized needs
Build sustainable leadership pipelines through active succession planning for critical roles
Ensure processes identify the full range of qualified candidates from across the organization, extending to vetted external candidates for critical roles
Provide insights and recommendations to senior leadership on talent gaps, readiness, and development needs
Modernize and simplify the design and continuous improvement of performance management processes and tools
Ensure alignment between performance outcomes, talent decisions, and organizational priorities
Partner with colleagues in Total Rewards, People Analytics, Capability Development, and HR Business Advisors to ensure alignment across key levers of performance excellence
Advise on non-financial performance drivers, that complement our Total Rewards strategy
Drive a culture of accountability, feedback, and continuous performance improvement
Design and implement strategies to identify, develop and retain top performers, with priority for those in critical roles
Partner with HR Advisors, Capability Development and other COEs to align targeted development and engagement strategies for defined talent pools
Ensure equitable and inclusive talent practices that support robust leadership pipelines
Partner with the People Analytics & Insights function to inform workforce strategy and decisions across a complex healthcare environment
Leverage predictive analytics to address challenges such as attrition, workforce shortages, and leadership readiness
Advise HRBPs on actionable insights for improving turnover, mobility, and talent risks
Partner with the Workplace Transformation & Culture team to align workforce planning strategies with future organizational needs
Shape the organization’s approach to the future of work in an academic medical center, including AI-enabled workforce planning and role evolution
Partner with HR colleagues, Digital and diverse clinical, faculty, administration, operations and executive teams to integrate AI and advanced technologies into workforce strategies
Ensure ethical and responsible use of AI in workforce and talent practices
Lead and develop a high-performing team spanning talent and performance management, and boldly leading the future of work talent strategy enabled by AI in partnership with Digital and other key stakeholders
Establish governance, processes, and operating models to support enterprise execution
Manage budgets, tools, and vendor partnerships supporting talent processes and systems