Schedule Details:

Scheduled Hours:

Shift:

Hours:

Cost Center:

This position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.

Everyone Is a Caregiver

At UMass Memorial Health everyone is a caregiver regardless of their title or responsibilities. Exceptional patient care academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts and a place where we can help you build the career you deserve. We are more than 20000 employees working together as one health system in a relentless pursuit of healing for our patients community and each other. And everyone in their own unique way plays an important part every day.

I. Major Responsibilities:

System-Wide Rewards Strategy:
Architect and lead the transformation of the total rewards strategyincluding benefits work life services and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured delivered and communicated to reflect evolving workforce expectations and align with UMMHs strategic goals and fiscal realities.

Caregiver-Centered:
Assess and understand the experience of caregivers across roles and levels and co-create programs that are relevant equitable and allow for greater personalization. Guide the organization from viewing benefits as fixed and already best-in-class to embracing innovation flexibility and caregiver-driven choice.

Digital Enablement:
Champion the use of AI and decision support tools designed to help caregivers understand benefit options and associated costs (e.g. AI-powered benefit plan comparisons). Also enable the HR team with AI solutions to streamline work and reduce manual and repetitive work.

Compensation Program Reinvention (Non-Physician):
Lead a review and benchmarking of non-physician compensation models. Design pay structures skills-based frameworks for appropriate positions and incentive plans that reflect performance equity and future workforce trends.

Benefits Strategy for Workforce Resilience:
Redesign benefits offerings with a focus on flexibility personalization cost-effectiveness and holistic well-being. Consider emerging trends such as caregiver choice modular benefits virtual care integration and mental health equitywhile navigating funding challenges and regulatory compliance.

Wellness:
Build a system of work service offerings that provide traditional and cutting-edge programsEAP critical incident support addressing social determinants of health burnout detection tools and financial literacy. Position UMMH as an employer that supports the full life experience of its caregivers.

Operational Excellence
Ensure that benefits and compensation programs and practices are translated into reliable operational execution through Policies workflows Workday standalone applications the HR Solution Center and vendor programs and their customer service.

Financial Leadership & ROI Discipline
Bring deep financial acumen to reward strategy. Model multi-year impacts propose cost reduction and cost avoidance and deliver programs that balance measurable health outcomes while managing financial trade-offs.

Executive Compensation & Governance:
Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance competitiveness and alignment with organizational values and performance metrics.

Leadership:

Act as the Chairperson of the systemwide Benefits Committee and the Health Plan Steering Committee as well as leader of the benefits and compensation teams.

Stakeholder Alignment & Change Leadership:
Build deep partnerships with Finance Legal Labor Relations HR Business Partners Labor Relations and Operations. Lead with influence and credibility across the system to gain buy-in and momentum for change. Deliver clear empathetic and strategic communication throughout transformation.

Vendor Partnerships:
Rethink the role of external vendors and consultantsshifting from traditional transactional relationships to partnerships that fuel increased innovation value and agile delivery.

Cultural Stewardship:
Use total rewards as a lever to reinforce the organizations culture. Build trust and transparency by making the value of employment visible understandable and meaningful to every caregiver.

Standard Executive Level Responsibilities:

1. Directs and supervises assigned personnel including performance evaluations scheduling orientation and training. Makes recommendations on employee hires transfers promotions demotions discipline terminations and similar actions.

2. Develops and recommends the budgets for the areas managed. Ensures adequate equipment and supplies for department. Manages activities to assure financial goals are met.

3. Encourages and supports diverse views and approaches demonstrates Standards of Respect and contributes to creating and maintaining an environment of professionalism respect tolerance civility and acceptance toward all employees patients and visitors.

4. Integrates diversity into departmental objectives such as hiring promotions training vendor selections etc.

5. Fosters the effective integration of efforts with system-wide initiatives. Participates in performance improvement initiatives and demonstrates the use of quality improvement in daily operations.

6. Ensures compliance with regulatory agencies such as Joint Commission DPH etc. Develops and maintains procedures necessary to meet regulatory requirements.

7. Ensures that department complies with hospital established policies quality assurance programs safety and infection control policies and procedures.

8. Develops and maintains established departmental policies procedures and objectives.

9. Ensures compliance to all health and safety regulations and requirements.

II. Position Qualifications:

License/Certification/Education:

Required

1. Bachelors degree.

Preferred:

2. Masters degree in human resources business or related field.

3. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP).

Experience/Skills:

Required:

1. Fifteen (15) years of Human Resources experience demonstrating progressive knowledge and experience in Total Rewards.

2. Experience working in a large organization with exposure to labor unions.

Unless certification licensure or registration is required an equivalent combination of education and experience which provides proficiency in the areas of responsibility listed in this description may be substituted for the above requirements.

Department-specific competencies and their measurements will be developed and maintained in the individual departments. The competencies will be maintained and attached to the departmental job description. Responsible managers will review competencies with position incumbents.

III. Physical Demands and Environmental Conditions:

Work is considered sedentary. Position requires work indoors in a normal office environment.

All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity national origin disability or protected veteran status.

Were striving to make respect a part of everything we do at UMass Memorial Health for our patients our community and each other. Our six Standards of Respect are: Acknowledge Listen Communicate Be Responsive Be a Team Player and Be Kind. If you share these Standards of Respect we hope you will join our team and help us make respect our standard for everyone every day.

As an equal opportunity and affirmative action employer UMass Memorial Health recognizes the power of a diverse community and encourages applications from individuals with varied experiences perspectives and backgrounds. All qualified applicants will receive consideration for employment without regard to race color religion gender sexual orientation national origin age disability gender identity and expression protected veteran status or other status protected by law.

If you are unable to submit an application because of incompatible assistive technology or a disability please contact us at We will make every effort to respond to your request for disability assistance as soon as possible.