Administrative Manager: MPEC Research Operations Manager

Site: The General Hospital Corporation

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

Drawing on extensive professional experience and a broad understanding of organizational development and administration, the Administrative Manager- Research Operations leads development and implementation of strategy to advance the mission of the Medical Practice Evaluation Center (MPEC), an internationally recognized clinical research and modeling research group composed of 17 faculty members and approximately 60 staff, supported by an annual grant portfolio of ~$18 million. Primary responsibilities include implementation of organizational operations; recruitment, supervision, and mentorship of research staff; communications and development planning; and maintaining operational functions including space, equipment, and materials. Reporting directly to the MPEC Director and working closely and collaboratively with the Administrative Manager- Research Finance Manager, the Research Operations Manager leads development and execution of a broad, forward-facing strategic plan for MPEC that will ensure sustainability of outstanding performance in support of MPEC’s research and training mission.Organizational Operations and Strategy

• * Identifies strategic priorities and develops a comprehensive strategic plan that increases synergy between MPEC pillarso* Collaborates with the Administrative Manager- Research Finance Manager to expand and sustain federal, foundation, and philanthropic supporto* Develops and implements a comprehensive strategy for MPEC operational growth
• * Provides strategic oversight and direction for recruiting, training, mentorship, and professional development for research staff, with operational execution led by employees’ direct supervisor.
• * Develops and oversees an MPEC communications strategyo* With MPEC leadership and faculty, develops a plan to enhance and actively maintain communication of scientific outputs to both public and scientific partnerso* Works with MPEC staff and faculty acting to promote and disseminate research findings, methods, and training opportunities to highlight and elevate the achievements of the groupo* Working with MPEC leadership, the Research Finance Manager, and faculty, leverages a range of innovative platforms such as social media and online tools to engage partners, potential collaborators and funders, and the public at large in the outputs, projects, and directions of MPEC
• * Applies a robust understanding of the processes involved in the overall research efforts. This includes clinical research, transactional research, implementation science, health services/outcomes research, economic analysis, and global health, both domestic and international, to address the needs of the individual researchers and the research staff within MPECo* Builds and maintains operational infrastructure for community-engaged partnerships including coordination and institutional administrative processes to support MPEC investigatorso* Develops resources and guidance to strengthen community partner administrative capacity (e.g., reporting expectations, research administration workflows) and reduce barriers to participationo* Assists in establishing Center-wide best practices for community-engaged and multisite partnerships
• * Creates, improves, and sustains best practices to drive continuous research improvement efforts including deploying needs assessments to identify MPEC priorities and conducting exit interviews
• * With MPEC Director, leads monthly Center-wide meetings
• * Attends and participates in monthly MPEC faculty and all-MPEC-wide meetings
• * Meets weekly with the MPEC Director and the Administrative Manager- Research Finance Manager
• * Oversees and procures research space inventory, monitors research space density, completes routine space asset certifications, assigns space/seats, forecasts and strategizes about future space needs, and works with organizational leadership to advocate for and identify appropriate space for Center effortso* Partners with DOM Division administrators to coordinate MPEC, interdivisional, and inter-Departmental seating adjustmentso* Oversees identification and fulfillment of technology and tech support needs
• * Strategic Plan Development, Implementation, Marketing, and External Engagemento* Working closely with Center leadership, develops and executes an engagement strategy to attract new funding sources, with emphasis on philanthropic and foundation partnerso* Implements the strategic plan through coordinated outreach, engagement, and communications initiativeso* Leads marketing and public relations efforts to promote MPEC research, training opportunities, and outcomeso* Oversees dissemination of research findings and training offerings to internal and external audiences.o* Strengthens visibility and positioning of MPEC locally, nationally, and globallyo* Builds and sustains collaborative relationships across MPEC pillars, MGB DOM Divisions, other MGB Departments, and external institutionsResearch Personnel Management
• * Serves as a source of expertise for human resource issueso* Remains up to date and advises upon personnel-related issues such as benefits, parental leave, FMLA, UKG, Workday, labor standards, etc., and collaborates in the development and implementation of MPEC policies to ensure compliance and wellbeing of staff
• * Ensures annual compliance for supervisory organization staffo* Confirms annual staff training requirements are met (Healthstream, Advarra, etc.)o* Directs or completes all performance reviews for staff within their assigned Workday “supervisory organization”* Collects and organizes input, prepares draft review* Ensures timely submission to HR by processing Workday evaluation tasks* Provides coaching on annual goal developmento* Submits pay changes (merit, adjustment, promotion)o* Completes Workday task approvals for staff within their supervisory organization
• * Partners with the MGB HR Business Partner for Performance Improvement Plans (PIP) and Reductions in Force if neededo* Engages personnel (alone or with PI/supervisor) and provides necessary resources and support in:* PIP counseling, monitoring, and evaluation* RIF/out-counseling conversations if needed
• * Supervises the Administrative Manager- Recruitment Manager, and through this role, oversees recruiting, staffing, performance management, and professional development for all MPEC staff. o* Evaluates staffing needs and, with faculty and MPEC leadership, sets recruiting priorities and timelines to ensure appropriate staffing levels for both faculty/professional roles and staff positions, with recruiting operations executed by the Staff Managero* Establishes frameworks and expectations for staff professional and retention strategies to ensure optimal employee engagement and productivity, implemented in partnership with the Staff Managero* Develops and approves Center-wide HR policies and SOPs to support an optimized workplace (workplace attendance, authorship, etc.)
• * Supervises the Operations Coordinator:o* Maintains research equipment inventory for MPEC and facilitates interactions with IS Help Desk to procure service or troubleshooting for computing equipment o* Leads procurement and reimbursements activities, ensuring fiscally prudent use of research funding, and troubleshooting procurement of specialty items for research needso* Coordinates activities with research trainees, including scheduling and onboarding, appointments on institutional training grants, billing agreements with partner institutions, and other logistical considerationsSupervisory Responsibilties:
• * Oversees hiring, performance evaluations, corrective action, and termination actions (if needed) for MPEC research staff members (may delegate to Operations Staff)
• * Serves as the direct supervisor for operations personnel
• * Oversees activities of ancillary personnel (per diem, interns, etc.)
• * Supports a large team of faculty and research fellows

  Qualifications

  EducationBachelor's Degree required. (Business Administration, Healthcare Administration, or Related Field of Study)

  Master’s Degree in Management, Business, or related field strongly preferredExperience - Experience in administrative management or office administration, preferably in a healthcare setting: 5-7 years required

  - Experience in a supervisory or leadership role 2-3 years required

  - Expertise in clinical research oversight and procedures preferred

  - Certified Research Administrator (CRA) or similar credential preferred

  - Experience with foundation and philanthropic funding preferred

  - Experience with communications and development activities preferred

  - Experience in strategic development and implementation preferred

  Knowledge, Skills and Abilities- Strong organizational and time management skills.- Excellent communication and interpersonal abilities.- Proficiency in office software and administrative technologies.- Ability to manage multiple tasks and prioritize in a fast-paced environment.- Experience in managing and mentoring a team.

  Additional Job Details (if applicable)

  For further information about our group, kindly copy and paste the following web address into your browser: https://mpec.massgeneral.org 

  When applying, please upload:(1)    

• Cover letter specific to the role in our Center(2)    Resume 

  Applications that do not include both components will NOT be considered.

  Remote Type

  Onsite

  Work Location

  100 Cambridge Street

  Scheduled Weekly Hours

  40

  Employee Type

  Regular

  Work Shift

  Day (United States of America)

  Pay Range

  $70,990.40 - $103,230.40/Annual

  Grade

  7At 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. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.

  EEO Statement:

  1200 The General Hospital Corporation 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.

  Mass General Brigham Competency Framework

  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.