Vice President of Human Resources Nursing

Job Summary

Responsible for leading a highly effective HR Business Partner (HRBP) team, providing strategic HR leadership and consultative support to healthcare leaders and enterprise functional executives. This role ensures that human capital strategies are tightly aligned with the organization’s mission, growth objectives, and culture, while fostering workforce engagement, organizational effectiveness, and talent optimization across all supported areas.

The salary range for this position is $ to $ 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.

• Partner with senior executives in healthcare service lines and enterprise functions (e.g., Finance, IT, Legal, Compliance) to align HR strategies with business goals.
• Translate strategic priorities into actionable workforce plans, talent strategies, and organizational development initiatives.
• Act as a trusted advisor to leadership on organizational design, change management, talent development, and workforce planning.
• Lead, develop, and mentor a high‑performing team of HR Business Partners.
• Foster a culture of collaboration, accountability, and continuous improvement within the HRBP team.
• Drive capability‑building initiatives to enhance the strategic impact of HRBPs across the organization.
• Support enterprise‑wide talent review, succession planning, and leadership development efforts in partnership with Talent Management and Learning & Development teams.
• Leverage analytics and workforce data to guide decision‑making and assess HR effectiveness.
• Monitor organizational health metrics and drive actions to improve employee engagement and retention.
• Lead or support initiatives to improve organizational structure, process efficiency, and change management across supported functions.
• Champion Workforce Enrichment initiatives in alignment with MGB goals.
• Performs other duties as assigned.
• Complies with all policies and standards.

• Bachelor's Degree required.
• 8–10 years of experience in a Human Resource environment, including recruitment, training, compensation, benefits, and workforce planning.

Remote Type:
Hybrid

Work Location:
55 Fruit Street

Scheduled Weekly

Hours:


40

Employee Type:
Regular

Work Shift:
Day (United States of America)

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.

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.