Vice President of Talent Strategy, Systems and Performance

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Mass General Brigham Incorporated

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.

Job Summary

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.

Qualifications

Principal Duties and Responsibilities

Enterprise Workforce Strategy

* 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.

Talent Pipeline & Succession Planning

* Lead enterprise-wide talent review processes, ensuring consistency, rigor, and actionable outcomes. Where relevant, 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.

Performance Management

* 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.

Critical Role & Top Performer Development

* 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.

Data-driven approach to talent insights & workforce planning

* 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.

Workforce Evolution & AI Enablement

* 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.

Leadership & Operations

* 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…