Executive Director, Administration

To support the growth of existing and new diversified businesses, the Executive Director, DB Administration will work collaboratively with multiple internal and external stakeholders to advance key initiatives related to the growth of the DBG portfolio. Working collaboratively with DBG company leaders and MGB Human Resources will be critical, as this person will be responsible for the rapid acquisition, assessment, recruiting, onboarding, and development of the talent needed to fuel our growth.

Talent Development and Human Resources Responsiblities:

• Drives organizational alignment and operational coordination across the DB portfolio, ensuring seamless collaboration, communication, and talent development to support business growth.
• Architects and executes strategic workforce planning, ensuring alignment of talent acquisition with business objectives.
• Serves as a key talent strategist, leading executive-level recruitment efforts and building a strong pipeline of high-impact leaders.
• Designs and implements best-in-class onboarding programs to accelerate the integration and productivity of new DB talent.
• Designs and Deploys the career competency frameworks to enhance workforce capabilities and succession planning across DB.
• Expands DB leadership development initiatives, creating a structured learning and growth framework to strengthen organizational bench strength.
• Develops and oversees DB performance management systems congruent with MGB and includes the administration of incentive compensation structures needed to recruit, motivate, and retain top talent;
• Executes organizational redesign efforts, ensuring the realignment of human capital in response to evolving business priorities.
• Champions enterprise-wide DE&I initiatives, embedding inclusivity and equitable hiring as core DB business priorities.
• Expands influence in leadership transformation initiatives, fostering a high-performing culture through structured development programs and engagement strategies.
• Provides mentorship to Executive staff, and other staff others as appropriate.
• Acts as a trusted advisor and partners with HR Business Partner on sensitive people matters, ensuring alignment with enterprise HR policies and employment best practices.

Owns the performance management process across DB, ensuring alignment with MGB HR policies and best practices while partnering with managers for effective implementation.

Leadership Responsiblities

• Partners with DB leadership to shape and execute enterprise business strategy, driving alignment across operations, HR, and organizational effectiveness to accelerate growth. Serves as a strategic advisor to DB leadership, proactively forecasting workforce and operational needs to support business scale and growth objectives.
• Oversees and champions cultural initiatives in collaboration with leadership, ensuring alignment with broader enterprise goals. Lead efforts to integrate cultural execution into leadership practices while maintaining an inclusive approach that fosters engagement across all levels of the organization.
• Develops and implements strategies that improve employee engagement across Diversified Business. Work closely with business leaders to identify challenges, execute targeted initiatives, and create a culture of continuous feedback and involvement. Utilize data-driven insights to measure engagement levels and drive meaningful improvements.
• Establishes and enforces operational policies and governance structures, ensuring compliance with MGB corporate policies.

Communications and Engagement

• Executes strategic engagement and communications initiatives, ensuring enterprise-wide alignment and business transparency.
• Partnering with the President, DB and other leaders to develop themes, agendas, and content for touchpoints between the President and varying levels of the organization (e.g., Quarterly Leadership Meetings, Town Halls, MGB wide updates) to communicate strategic objectives and company progress, and strengthen culture and connectedness among distributed workforce
• Implements high-impact internal communication frameworks, leveraging digital platforms (Vitals, Microsoft SharePoint and Teams and Distribution Lists ) and engagement strategies for changing environments.
• Collaborates with other departments (finance, human resources, digital and clinical services, etc.) with the President, DB and leadership team, for key projects
• Establishes and maintains employee engagement dashboards, ensuring leadership remains informed of workforce trends and organizational health.
• Leads and coordinates cross-functional teams in project execution and other President, DB-directed assignments, makes recommendations, identifies operational next steps for timely delivery.

Other Responsibilities

• Identify and implement innovative technologies to improve administrative processes, enhance data management, and support the employee's digital skills
• Drive a culture of continuous improvement, encouraging ongoing professional development, and staying abreast of administrative leadership trends and best practices

Qualifications:

• Healthcare knowledge and experience (5+ years) preferred but not required
• Preferred experience supporting executives within professional services, including consulting, financial services, or investment firms, along with expertise in talent management.
• Exceptional project management and multi-tasking ability
• Experience in the development and administration of performance management, incentive compensation, talent assessment, selection, review, and development processes;
• Understanding of the MGB ecosystem and culture (desired but not required)
• A combination of education and experience may be substituted for requirements
• Ability to work strategically and collaboratively across departments and with stakeholders at various levels.
• Sound judgment, diplomacy, resourcefulness, flexibility, communication skills, and self-motivation.

Skills/Abilities/Competencies:

• Proven ability to assess, recruit, and develop top talent;
• Possess strong interpersonal skills to effectively communicate with cross functional teams including staff at all levels of the organization. Politically savvy with proven experience in navigating difficult situations with multiple stakeholders;
• Highly motivated to successfully manage many projects and responsibilities simultaneously.
• Possess strong interpersonal skills to effectively communicate with cross functional teams including staff at all levels of the organization
• Strong problem solving and negotiation skills
• Ability to effectively conduct meetings, both formal and informal
• Self-directed, thorough, and committed to a collaborative team approach. Proven experience in a leadership role within healthcare administration.
• Strategic thinker with a results-oriented mindset.
• Ability to adapt to a fast-paced and dynamic healthcare environment.

Reporting

• Direct Report to President, DB;
• Direct Reports would include a Project Manager (to be hired) and EAs for the DBG Executive leaders

Fiscal Responsibility:

• Manages the budget for the DB Administration team, ensuring effective resource allocation, adherence to financial guidelines, and fiscal responsibility. Maintains an understanding of the development and monitoring process for annual operating and capital budgets, ensuring alignment with organizational financial guidelines; facilitates the annual budget submission process in collaboration with MGB budget offices. Ensures responsible stewardship of MGB resources, making cost-effective decisions while supporting operational and strategic objectives.

Working Conditions:

• Possible local travel to Mass General Brigham sites
• This position is hybrid. Required, to travel into the office due to business needs - generally 2-3x/week. Though good judgment on flexibility for more days, as business needs require.
• While performing the duties of this job, the employee is frequently required to sit; talk; or hear; use hands to finger; handle; or feel; reach with hands and arms. The employee is occasionally required to stand; walk; and stoop; kneel; or crouch. The employee must frequently lift and/or move up to 5 pounds and occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision and depth perception.
• The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Normal office working conditions. The noise level in the work environment is quiet to moderate.

Physical Requirements

• Standing Frequently (34-66%)
• Walking Frequently (34-66%)
• Sitting Occasionally (3-33%)
• Lifting Frequently (34-66%) 35lbs+ (w/assisted device)
• Carrying Frequently (34-66%) 20lbs - 35lbs
• Pushing Occasionally (3-33%)
• Pulling Occasionally (3-33%)
• Climbing Rarely (Less than 2%)
• Balancing Frequently (34-66%)
• Stooping Occasionally (3-33%)
• Kneeling Occasionally (3-33%)
• Crouching Occasionally (3-33%)
• Crawling Rarely (Less than 2%)
• Reaching Frequently (34-66%)
• Gross Manipulation (Handling) Frequently (34-66%)
• Fine Manipulation (Fingering) Frequently (34-66%)
• Feeling Constantly (67-100%)
• Foot Use Rarely (Less than 2%)
• Vision - Far Constantly (67-100%)
• Vision - Near Constantly (67-100%)
• Talking Constantly (67-100%)
• Hearing Constantly (67-100%)