What are the responsibilities and job description for the Director, Finance and Personnel Operations position at Mass General Brigham?
Site: The General Hospital Corporation
At Mass General Brigham, we know it takes a surprising range of talented professionals to advance our mission—from doctors, nurses, business people and tech experts, to dedicated researchers and systems analysts. As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community. We place great value on being a diverse, equitable and inclusive organization as we aim to reflect the diversity of the patients we serve.
At Mass General Brigham, we believe a diverse set of backgrounds and lived experiences makes us stronger by challenging our assumptions with new perspectives that can drive revolutionary discoveries in medical innovations in research and patient care. Therefore, we invite and welcome applicants from traditionally underrepresented groups in healthcare — people of color, people with disabilities, LGBTQ community, and/or gender expansive, first and second-generation immigrants, veterans, and people from different socioeconomic backgrounds – to apply.
Job Summary
The Director serves as the senior administrative leadership resource in key financial and personnel areas of the planned Mass General Brigham (MGB) Academic Medical Centers (AMC) Department of Psychiatry (AMC Psychiatry), the integrated department of the AMCs (Massachusetts General Hospital and Brigham and Women’s Hospital). Specifically, the Director has direct responsibility for managing the financial aspects of the Department of Psychiatry. The individual in this role will hold the primary departmental responsibility for managing day to day departmental finances within MGPO, MGH, BWPO, BWH, BWFH, and sundry fund cost centers. They will be responsible for developing the Department’s overall financial strategy and for maximizing and optimizing resources. The Director will also act as departmental representative to the MGH, BWH, BWFH, and MGB Finance departments as well as other key collaborative units across those institutions. The individual in this role will provide essential counsel to the Department’s Vice Chairs and Division/Associate Chiefs with regard to finance matters. In the area of personnel operations, the individual in this role will hold primary responsibility, in partnership with operational area owners, for human resource and personnel administration, across faculty and staff, with particular attention to personnel management systems like Workday and those programs and processes deployed by the Department to assist in all aspects of its human capital management.
Qualifications
1 Responsible for oversight and management of all financial aspects of the Department including: MGH/MGPO, BWH/BWPO/BWFH budgets, reporting of profit and loss statements, balance sheets, cash flows, accounts payables, invoicing, and management of the monthly close process to preserve the financial health of the department.
2. Continuously interfaces and coordinates with the Departmental, Hospital, MGB, HMS, and other organization leadership on all matters of Department of Psychiatry finance and personnel administration.
3. Responsible for the overall implementation of the department’s compensation plans, preparation of financial models for new programs/recruitments, and serving as the liaison with Department/Division leadership to ensure financial targets are being met. Furthermore, the incumbent will have oversight of the Department’s revenue cycle performance, which includes: developing maintaining strong relationships with the Central billing and coding personnel, practice management teams, and the Department’s physicians to optimize the efficiency and effectiveness of both front-end and back-end billing operations to achieve the Department’s revenue goals and adherence to billing compliance regulations.
4. Directs and oversees the overall policies, objectives, and initiatives of the department’s key financial areas: revenue cycle operations, clinical & research finance, accounts payable and receivable, physician compensation, and budget planning and management. Responsible for the accurate budgeting and reporting of profit and loss statements for both operational and research accounts, balance sheets, and cash flows for the Departments. Coordinates with MGH, MGPO, BWH, BWPO, BWFH, and MGB to identify future ROI opportunities and project and budget for department support needs. Responsible for the proper preparation of the physician compensation and allocation models and the submission of the annual budget.
5. Measures operational performance of the department and identifies opportunities and assists in the implementation of any enhancements and is responsible for internal control processes. Responsible for providing operational and financial reporting to departmental leaders and stakeholders on a regular basis.
9. Evaluates process for completed projects and uses lessons learned to improve process on future assignments. Provides recommended guidance and leads administrative support on academic human resources for faculty, including appointments, promotions, terminations, offer letters, compensation, and conflict of interest reporting.
Additional Job Details (if Applicable)
5-7 Years of Experience required, preferably in an academic medical center setting.
Bachelor's Degree Required. Master's Degree Preferred.
Remote Type
Hybrid
Work Location
66 Blossom Street
Scheduled Weekly Hours
40
Employee Type
Regular
Work Shift
Day (United States of America)
EEO Statement
The General Hospital Corporation is an Affirmative Action 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. 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.
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.
At Mass General Brigham, we know it takes a surprising range of talented professionals to advance our mission—from doctors, nurses, business people and tech experts, to dedicated researchers and systems analysts. As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community. We place great value on being a diverse, equitable and inclusive organization as we aim to reflect the diversity of the patients we serve.
At Mass General Brigham, we believe a diverse set of backgrounds and lived experiences makes us stronger by challenging our assumptions with new perspectives that can drive revolutionary discoveries in medical innovations in research and patient care. Therefore, we invite and welcome applicants from traditionally underrepresented groups in healthcare — people of color, people with disabilities, LGBTQ community, and/or gender expansive, first and second-generation immigrants, veterans, and people from different socioeconomic backgrounds – to apply.
Job Summary
The Director serves as the senior administrative leadership resource in key financial and personnel areas of the planned Mass General Brigham (MGB) Academic Medical Centers (AMC) Department of Psychiatry (AMC Psychiatry), the integrated department of the AMCs (Massachusetts General Hospital and Brigham and Women’s Hospital). Specifically, the Director has direct responsibility for managing the financial aspects of the Department of Psychiatry. The individual in this role will hold the primary departmental responsibility for managing day to day departmental finances within MGPO, MGH, BWPO, BWH, BWFH, and sundry fund cost centers. They will be responsible for developing the Department’s overall financial strategy and for maximizing and optimizing resources. The Director will also act as departmental representative to the MGH, BWH, BWFH, and MGB Finance departments as well as other key collaborative units across those institutions. The individual in this role will provide essential counsel to the Department’s Vice Chairs and Division/Associate Chiefs with regard to finance matters. In the area of personnel operations, the individual in this role will hold primary responsibility, in partnership with operational area owners, for human resource and personnel administration, across faculty and staff, with particular attention to personnel management systems like Workday and those programs and processes deployed by the Department to assist in all aspects of its human capital management.
Qualifications
1 Responsible for oversight and management of all financial aspects of the Department including: MGH/MGPO, BWH/BWPO/BWFH budgets, reporting of profit and loss statements, balance sheets, cash flows, accounts payables, invoicing, and management of the monthly close process to preserve the financial health of the department.
2. Continuously interfaces and coordinates with the Departmental, Hospital, MGB, HMS, and other organization leadership on all matters of Department of Psychiatry finance and personnel administration.
3. Responsible for the overall implementation of the department’s compensation plans, preparation of financial models for new programs/recruitments, and serving as the liaison with Department/Division leadership to ensure financial targets are being met. Furthermore, the incumbent will have oversight of the Department’s revenue cycle performance, which includes: developing maintaining strong relationships with the Central billing and coding personnel, practice management teams, and the Department’s physicians to optimize the efficiency and effectiveness of both front-end and back-end billing operations to achieve the Department’s revenue goals and adherence to billing compliance regulations.
4. Directs and oversees the overall policies, objectives, and initiatives of the department’s key financial areas: revenue cycle operations, clinical & research finance, accounts payable and receivable, physician compensation, and budget planning and management. Responsible for the accurate budgeting and reporting of profit and loss statements for both operational and research accounts, balance sheets, and cash flows for the Departments. Coordinates with MGH, MGPO, BWH, BWPO, BWFH, and MGB to identify future ROI opportunities and project and budget for department support needs. Responsible for the proper preparation of the physician compensation and allocation models and the submission of the annual budget.
5. Measures operational performance of the department and identifies opportunities and assists in the implementation of any enhancements and is responsible for internal control processes. Responsible for providing operational and financial reporting to departmental leaders and stakeholders on a regular basis.
- Reviews, designs, and implements processes surrounding billing/coding, billing vendor relationship and other financial analyses to ensure that clinical revenue cycle is effective and properly utilized. Manages all department billing policies & procedures around such process activities as eligibility checks, prior authorizations, TOS payments, physician coding, charge capture, patient balances, collection reports and write offs and is
- Serves as the resident domain expert on Workday and its associated functionalities and interfaces, including legacy systems used by the Department. Also serves as the point of contact for all system and personnel operations and administration related issues.
9. Evaluates process for completed projects and uses lessons learned to improve process on future assignments. Provides recommended guidance and leads administrative support on academic human resources for faculty, including appointments, promotions, terminations, offer letters, compensation, and conflict of interest reporting.
Additional Job Details (if Applicable)
5-7 Years of Experience required, preferably in an academic medical center setting.
Bachelor's Degree Required. Master's Degree Preferred.
Remote Type
Hybrid
Work Location
66 Blossom Street
Scheduled Weekly Hours
40
Employee Type
Regular
Work Shift
Day (United States of America)
EEO Statement
The General Hospital Corporation is an Affirmative Action 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. 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.
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.
