Senior Provider Compensation Analyst

Site: 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

Summary

Responsible for analyzing, developing, and managing compensation and benefits programs for providers, including physicians, nurse practitioners, and physician assistants. This role ensures that compensation and benefits packages are competitive, compliant, and aligned with organizational goals and industry standards.

Essential Functions

• Analyze and evaluate provider compensation structures, including salary, bonuses, incentives, and other financial benefits, to ensure competitiveness and alignment with industry benchmarks. Develop and implement compensation models, guidelines, and policies that support organizational goals, provider retention, and recruitment strategies.
• Conduct regular market analysis and surveys to assess compensation trends, regulatory changes, and best practices in provider compensation.
• Assist with leading the design, administration, and evaluation of benefits programs for providers, including health insurance, retirement plans, paid time off, disability insurance, and other offerings. Analyze benefits data, utilization patterns, and cost trends to recommend changes, enhancements, or cost-saving measures.
• Perform in-depth data analysis to assess the effectiveness of compensation and benefits programs and identify areas for improvement. Ensure data integrity and accuracy in all compensation and benefits analyses, reports, and systems.
• Work closely with HR, finance, legal, and clinical leadership to align provider compensation and benefits programs with organizational goals, budget, and regulatory requirements.
• Ensure all compensation and benefits programs comply with federal, state, and local laws, regulations, and accreditation standards.
• Assist in developing and maintaining compensation models, including productivity-based, value-based, and hybrid compensation plans for different types of providers and specialties.

Qualifications

Education

• Bachelor's Degree Human Resources Management required or Bachelor's Degree Related Field of Study required

Experience

• 5-7 years experience in provider compensation analysis, benefits administration, or related roles in a healthcare setting required

Knowledge, Skills and Abilities

• • Strong knowledge of provider compensation models, benefits administration, and regulatory requirements in healthcare.
• • Proficiency in data analysis tools, HRIS, compensation management software, and Microsoft Excel.
• • Excellent analytical, problem-solving, and communication skills.
• • Experience working with healthcare provider compensation plans, including RVU-based and value-based models.
• • Knowledge of physician compensation regulations.
• • Ability to maintain confidentiality and handle sensitive information.

Additional Job Details (if applicable)

Working Model Requirements

• Remote
• M-F Eastern business hours required
• Employees must use a stable, secure, and compliant workstation in a quiet environment. Teams video is required and must be accessed using MGB-provided equipment.

Remote Type

Remote

Work Location

399 Revolution Drive

Scheduled Weekly Hours

40

Employee Type

Regular

Work Shift

Day (United States of America)

Pay Range

• /

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:

0100 Mass General Brigham Incorporated 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.