Program Manager II - Executive Operations

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

The Division of Neuropsychiatry and Interventional Psychiatry at Mass General Brigham and Harvard Medical School integrates research, innovation, clinical care, and training across a large and dynamic clinical neuroscience portfolio.

Reporting to the Division Chief, the Program Manager for Executive Operations will lead execution across a complex, multi-domain portfolio spanning division strategy, research, innovation, training, and clinical initiatives, ensuring that high-impact work progresses reliably from planning through completion.

This role serves as the strategic operational partner to the Division Chief, translating priorities into coordinated execution across teams, maintaining visibility across active workstreams, and managing dependencies and decision points to ensure timely progress. The role integrates program management and executive support, strategically managing the Division Chief's agenda and using structured workflows and stakeholder coordination to drive execution across the Division's strategic priorities.

Qualifications

Core Responsibilities

1. Strategic Portfolio Oversight & Execution

• Oversee execution across strategic initiatives spanning research, innovation, education, and clinical programs, ensuring projects progress on schedule
• Translate strategic priorities into structured, actionable plans with timelines and milestones, coordinating stakeholders and dependencies across functions
• Maintain portfolio-level visibility (dashboards, trackers, status reviews)
• Identify key dependencies, risks, bottlenecks, delays, and decision points early and drive resolution through coordination, escalation, and follow-through
• Ensure all projects have clear next actions, ownership, and deadlines, and maintain momentum across workstreams
• Actively intervene when workstreams stall or drift off timeline, working through stakeholders to re-establish progress
• Oversee and coordinate the development and dissemination of internal and external communications (e.g., newsletters, reports, outreach materials) to support divisional visibility among academic, clinical, and external partners, in collaboration with administrative staff and MGB communications/development offices
• Partner with a dedicated research operations manager responsible for day-to-day study execution, research staff oversight, and research infrastructure, focusing on alignment, prioritization, and integration with divisional priorities rather than direct management of research teams or infrastructure development

2. Information Synthesis & Decision Support

• Convert high-volume inputs into concise, decision-ready outputs

• Prepare pre-meeting briefs, including:

• Objective of the meeting

• Key decisions required

• Risks and trade-offs

• Integrate information across strategic domains (research, innovation, education, clinical, administrative, etc.) to maintain a clear, up-to-date view of priorities, risks, bottlenecks, and decision points requiring executive attention

• Structure incoming information (email, documents, requests) into actionable workflows

3. Stakeholder Coordination & Execution

• Serve as a proxy for the division chief in selected internal meetings, facilitating coordination, capturing decisions, and ensuring follow-through, while escalating strategic or domain-specific issues as needed
• Align stakeholders across functions, teams, and external partners to ensure coordinated execution.
• Ensure execution by translating decisions into clear ownership, documenting decisions, tracking progress, and maintaining accountability to completion.
• Resolve operational issues independently; escalate only when necessary
• Support prioritization and delegation across teams

4. Executive Calendar Architecture

• Own and manage the executive calendar, including scheduling, coordination, and prioritization across stakeholders.
• Translate portfolio priorities into intentional time allocation, ensuring focus on the highest-impact work.
• Design and maintain a dynamic, forward-looking, priority-driven calendar aligned with evolving priorities and execution needs.
• Triage and gatekeep meeting requests based on portfolio impact and urgency

5. Operational Infrastructure & Workflow Design

• Build and maintain systems to support prioritization, decision-making, and follow-through, including:

• Project and task tracking

• Weekly review and prioritization cycles

• Decision-making and accountability

• Meeting preparation and follow-up

• Implement tools and processes that improve execution reliability and transparency

• Optimize workflows supporting executive priorities across domains (research, innovation, education, clinical, administration, leadership)

Required Qualifications

• 5+ years in program management, consulting, operations, or chief-of-staff roles
• Demonstrated ability to manage complex, multi-stakeholder initiatives
• Strong analytical and synthesis skills (ability to distill complexity into decisions)
• Experience supporting senior leadership in academic medicine, healthcare, or similarly complex environments
• High level of discretion, judgment, and ownership

Preferred Qualifications

• Familiarity with academic medical centers and research operations
• Experience with grant development, clinical program expansion, or multi-site initiatives
• Proficiency in designing and implementing task tracking, dashboarding, and workflow systems with project management tools (e.g., ClickUp, Asana, Airtable) and Microsoft ecosystem

Core Competencies

• Execution discipline: drives workstreams from concept to completion
• Prioritization: allocates time and attention to highest-impact work
• Systems thinking: builds scalable workflows across domains
• Communication: concise, executive-level synthesis
• Judgment: distinguishes what to resolve independently vs escalate

Additional Job Details (if applicable)

Physical Requirements

• Standing Occasionally (3-33%)
• Walking Occasionally (3-33%)
• Sitting Constantly (67-100%)
• Lifting Occasionally (3-33%) 20lbs - 35lbs
• Carrying Occasionally (3-33%) 20lbs - 35lbs
• Pushing Rarely (Less than 2%)
• Pulling Rarely (Less than 2%)
• Climbing Rarely (Less than 2%)
• Balancing Occasionally (3-33%)
• Stooping Occasionally (3-33%)
• Kneeling Rarely (Less than 2%)
• Crouching Rarely (Less than 2%)
• Crawling Rarely (Less than 2%)
• Reaching Occasionally (3-33%)
• Gross Manipulation (Handling) Constantly (67-100%)
• 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%)

Remote Type

Onsite

Work Location

149 Thirteenth Street Building 149

Scheduled Weekly Hours

40

Employee Type

Regular

Work Shift

Day (United States of America)

Pay Range

$79,560.00 - $115,720.80/Annual

Grade

7

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. 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.