About Us

As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community by leading innovation across our system. Founded by Brigham and Women’s Hospital and Massachusetts General Hospital, Mass General Brigham supports a complete continuum of care including community and specialty hospitals, a managed care organization, a physician network, community health centers, home care and other health-related entities. Several of our hospitals are teaching affiliates of Harvard Medical School, and our system is a national leader in biomedical research.

We’re focused on a people-first culture for our system’s patients and our professional family. That’s why we provide our employees with more ways to achieve their potential. Mass General Brigham is committed to aligning our employees’ personal aspirations with projects that match their capabilities and creating a culture that empowers our managers to become trusted mentors. We support each member of our team to own their personal development—and we recognize success at every step.

Our employees use the Mass General Brigham values to govern decisions, actions and behaviors. These values guide how we get our work done: Patients, Affordability, Accountability & Service Commitment, Decisiveness, Innovation & Thoughtful Risk; and how we treat each other: Diversity & Inclusion, Integrity & Respect, Learning, Continuous Improvement & Personal Growth, Teamwork & Collaboration.

General Overview

The Director of Employee Experience is an essential role focused on developing innovative engagement, listening, and recognition strategies across Mass General Brigham (MGB) system, an 81,000 person organization. This individual will work closely with colleagues in the People and Organizational Development (P&OD) department (Learning, Leadership Development, Mobility and Succession, and Project Management) to design contemporary, experiential and practical solutions that enable conversion of theory to practice and behavior change. They will supervise a team of employee experience consultants that include engagement and recognition subject matter experts to implement strategic priorities and enact practical, meaningful solutions.

Reporting to the VP, People and Organizational Development, the Employee Experience Director will design a team-based, Employee Experience strategy based on the employee life cycle to enhance engagement, belonging and team performance. The strategy will include a proactive, strengths-based approach to learning, skills building, action planning and associated performance metrics. They will extend their expertise across the P&OD department, Human Resources and the enterprise and thrive in a fast-paced, highly collaborative and diverse team.

The ideal candidate will have corporate experience implementing engagement and recognition strategies, goals and tactics across large, complex, diverse, matrixed organizations.

Principal Duties and Responsibilities

Leadership
Carry out day-to-day, full-cycle people management and leadership responsibilities with team members. Exemplify benchmark behaviors of core leadership competencies; especially creating an environment in which differences are openly shared, embraced, and incorporated into the team’s activities; ensuring that the team has the right mix of skills and leverages the strengths of diverse individual members; confronting group and organizational conflict, and empowering others with meaningful decision-making and ownership.
Strategy
In partnership with the VP of P&OD, create multi-year, short and long-term, system-wide employee experience learning strategies and implementation plans, with progressive industry-leading next practices. Establish the structure, roles, processes, frameworks, templates and deliverables for the strategy and function. Establish goals and formalize working relationships with other P&OD functions and clients, especially OD. Establish baseline performance metrics, measure and adjust overall processes according to results.
Key Solutions Implementation
In partnership with key stakeholders, oversee implementation of crucial system-wide engagement learning curricula, survey and recognition solutions as part of the strategy, including but not limited to: in-person and virtual learning, employee recognition platform and integrated employee experience surveying platform. Create and lead project teams with Executive Sponsors, intra- and interdepartmental stakeholders, and build consensus around navigation to integrated solutions. Create and deploy employee value proposition/engagement campaign connected to the deployment of recognition solutions.

Consultation & Improvement Design
Utilizing data from employee listening tools, serve as lead consultant to HRBPs and other critical stakeholders regarding learning outcomes and measurement, data interpretation and application to employee engagement, recognition, belonging and experience improvement. Offer expertise to clients (HRBPs, P&OD functional areas, Leaders, others) on industry innovations and solutions to employee engagement and recognition, as aligned with system-wide and entity-specific strategies. In partnership with P&OD team members, incorporate improvement science to co-create solutions, test pilots, and assist project owners with measurement within the listening platform(s).

Data Analytics & Measurement
Utilize and manage workforce listening data to advance the employee experience strategy. Maintain expert-level knowledge about survey vendor platforms and serve as a central point of contact for key stakeholders/clients for utilizing data for measurement and improvement. Partner with clients, HRBP, HR operations and other key partners to integrate employee listening data into centralized dashboards and metrics outputs. In consultation with different Employee Experience and P&OD team members, lead the review of results by analyzing system aggregate and team-level data to design improvement solutions.

The Director of Employee Experience exhibits excellent listening skills, analyzes multiple sources of information before making decisions and creating solutions to solve problems effectively. They must balance competing demands and perspectives while moving projects forward on time and budget. The Director needs to have a progressive, growth mindset grounded in sound models and methodologies. The candidate must make tradeoffs between unique user needs, forwarding system strategic priorities, and scalability. As a leader, this person will need to empower team members to embrace conflict and opposing viewpoints to welcome diverse thoughts while reaching an agreement and moving projects forward.

The Director of Employee Experience will develop strategies, goals and action plans across the enterprise. These objectives will lead to navigating various and often disparate strategic organizational priorities. The Director of Employee Experience will prioritize projects that address strategic initiatives. Simultaneously, they must embrace localized, client/entity-specific goals and implementation plans to align with system strategies. They need to manage the challenges and opportunities of a large, diverse, complex, matrixed organization, build a reliable network, understand how best to communicate and be inclusive of stakeholders in the process.
The Director relies on strategic relationships to create impactful learning solutions. These connections are built on trust, credibility, reliability and recognized expertise in their domain. As a leader, they must leverage different styles to manage a diverse staff with varied expertise and backgrounds. The Director must know how to work inclusively to use the appropriate approach for enablement. When working with stakeholders, the Director needs to influence and determine when and how to involve P&OD leadership when required. They must demonstrate high proficiency and competency to advance strategic priorities, especially adjusting communication content and style for diverse stakeholders. The candidate will demonstrate consistency between words and actions, garner others’ trust, and facilitate effective collaboration among coworkers and external partners.

Qualifications

• Master’s degree in Organization Development, Business Administration, Counseling, Education, Human Resources Development, or related field or relevant work experience
• 6-8 years experience in organizational development, rewards & recognitions, and/or employee engagement, 4-6 years in management required, 8-10 years of experience preferred

• A combination of education and experience may be substituted for requirements

Skills, Abilities and Competencies

• Possess strong interpersonal skills to effectively communicate with cross functional teams including staff at all levels of the organization
• Ability to successfully negotiate and collaborate with others of different skill sets, backgrounds an levels within and external to the organization
• Strong problem solving and negotiation skills
• Ability to effectively conduct meetings, both formal and informal
• Requires minimal direction from leadership and possesses the ability to learn quickly

Mass General Brigham is an Equal Opportunity Employer & by embracing diverse skills, perspectives and ideas, we choose to lead. 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.