UMass Memorial Health Care
Overview
Are you an internal caregiver, student, or contingent worker/agency worker at UMass Memorial Health? Exemption status: Exempt. Schedule details: Monday through Friday. Scheduled hours: Day Shift, Will Vary. Shift: 1 - Day Shift, 8 Hours (United States of America). Hours: 40. Cost Center: 99940 - 6160 Human Resources Administration. This position may have a signing bonus available; a member of the Recruitment Team will confirm eligibility during the interview process. Everyone Is a Caregiver: At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. This description outlines the Vice President of Total Rewards role within the Human Resources organization, reporting to the Chief Human Resources Officer (CHRO). It is a newly expanded and highly visible role responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operating plan for a large, complex, and highly unionized healthcare system. The VP of Total Rewards oversees compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs. The leader will rethink current practices and design caregiver-centered, financially responsible solutions that meet the evolving needs of a diverse workforce. Under financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to support caregiver well-being, organizational performance, and financial sustainability. Success requires operational excellence, innovative thinking, financial fluency, and a deep understanding of today’s and tomorrow’s healthcare workforce.
I. Major Responsibilities
System-Wide Rewards Strategy:
Architect and lead the transformation of the total rewards strategy—including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH’s strategic goals and fiscal realities. Caregiver-Centered:
Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and best-in-class to embracing innovation, flexibility, and caregiver-driven choice. Digital Enablement:
Champion the use of AI and decision support tools designed to help caregivers understand benefit options and costs (e.g., AI-powered benefit plan comparisons). Enable the HR team with AI solutions to streamline work and reduce manual tasks. Compensation Program Reinvention (Non-Physician):
Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends. Benefits Strategy For Workforce Resilience:
Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider caregiver choice, modular benefits, virtual care integration, and mental health equity while navigating funding challenges and regulatory compliance. Wellness:
Build a system of work service offerings that provide traditional and cutting-edge programs (EAP, critical incident support, addressing social determinants of health, burnout detection tools, and financial literacy). Position UMMH as an employer that supports the full life experience of its caregivers. Operational Excellence:
Ensure benefits and compensation programs and practices are translated into reliable operational execution through Policies, workflows, Workday, standalone applications, the HR Solution Center, and vendor programs and their customer service. Financial Leadership & ROI Discipline:
Bring deep financial acumen to reward strategy. Model multi-year impacts, propose cost reduction and cost avoidance, and deliver programs that balance measurable health outcomes with financial trade-offs. Executive Compensation & Governance:
Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance, competitiveness, and alignment with organizational values and performance metrics. Leadership:
Act as the Chairperson of the systemwide Benefits Committee and Health Plan Steering Committee, and lead the benefits and compensation teams. Stakeholder Alignment & Change Leadership:
Build partnerships with Finance, Legal, Labor Relations, HR Business Partners, and Operations. Lead with influence to gain buy-in for change and communicate clearly and strategically throughout transformation. Vendor Partnerships:
Rethink the role of external vendors and consultants—shifting from transactional relationships to partnerships that drive innovation, value, and agile delivery. Cultural Stewardship:
Use total rewards as a lever to reinforce culture. Make the value of employment visible, understandable, and meaningful to every caregiver.
Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training. Makes recommendations on hires, promotions, transfers, disciplinary actions, and terminations.
Develops and recommends budgets for the areas managed; ensures adequate equipment and supplies and manages activities to meet financial goals.
Encourages diverse views, demonstrates standards of respect, and supports a professional, respectful, and inclusive work environment.
Integrates diversity into departmental objectives (hiring, promotions, training, vendor selections).
Supports integration with system-wide initiatives and participates in performance improvement and quality initiatives.
Ensures compliance with regulatory agencies and maintains procedures to meet regulatory requirements.
Ensures department compliance with hospital policies, quality assurance, safety, infection control, and related procedures.
Maintains established departmental policies, procedures, and objectives.
Ensures compliance with health and safety regulations.
License/Certification/Education
II. Position Qualifications
Required Bachelor’s degree. Preferred Master’s degree in human resources, business or related field. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP). Experience/Skills Required: Fifteen (15) years of Human Resources experience demonstrating progressive knowledge and experience in Total Rewards. Experience working in a large organization with exposure to labor unions. Unless certification, licensure or registration is required, an equivalent combination of education and experience which provides proficiency in the areas of responsibility listed in this description may be substituted for the above requirements.
III. Physical Demands And Environmental Conditions Work is considered sedentary. Position requires work indoors in a normal office environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. We promote a six Standards of Respect: Acknowledge, Listen, Communicate, Be Responsive, Be a Team Player and Be Kind. If you share these Standards, consider joining our team. As an equal opportunity and affirmative action employer, UMass Memorial Health recognizes the power of a diverse community and encourages applications from individuals with varied experiences and backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, protected veteran status or other status protected by law. If you require disability assistance, contact talentacquisition@umassmemorial.org for accommodations.
#J-18808-Ljbffr
Are you an internal caregiver, student, or contingent worker/agency worker at UMass Memorial Health? Exemption status: Exempt. Schedule details: Monday through Friday. Scheduled hours: Day Shift, Will Vary. Shift: 1 - Day Shift, 8 Hours (United States of America). Hours: 40. Cost Center: 99940 - 6160 Human Resources Administration. This position may have a signing bonus available; a member of the Recruitment Team will confirm eligibility during the interview process. Everyone Is a Caregiver: At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. This description outlines the Vice President of Total Rewards role within the Human Resources organization, reporting to the Chief Human Resources Officer (CHRO). It is a newly expanded and highly visible role responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operating plan for a large, complex, and highly unionized healthcare system. The VP of Total Rewards oversees compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs. The leader will rethink current practices and design caregiver-centered, financially responsible solutions that meet the evolving needs of a diverse workforce. Under financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to support caregiver well-being, organizational performance, and financial sustainability. Success requires operational excellence, innovative thinking, financial fluency, and a deep understanding of today’s and tomorrow’s healthcare workforce.
I. Major Responsibilities
System-Wide Rewards Strategy:
Architect and lead the transformation of the total rewards strategy—including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH’s strategic goals and fiscal realities. Caregiver-Centered:
Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and best-in-class to embracing innovation, flexibility, and caregiver-driven choice. Digital Enablement:
Champion the use of AI and decision support tools designed to help caregivers understand benefit options and costs (e.g., AI-powered benefit plan comparisons). Enable the HR team with AI solutions to streamline work and reduce manual tasks. Compensation Program Reinvention (Non-Physician):
Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends. Benefits Strategy For Workforce Resilience:
Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider caregiver choice, modular benefits, virtual care integration, and mental health equity while navigating funding challenges and regulatory compliance. Wellness:
Build a system of work service offerings that provide traditional and cutting-edge programs (EAP, critical incident support, addressing social determinants of health, burnout detection tools, and financial literacy). Position UMMH as an employer that supports the full life experience of its caregivers. Operational Excellence:
Ensure benefits and compensation programs and practices are translated into reliable operational execution through Policies, workflows, Workday, standalone applications, the HR Solution Center, and vendor programs and their customer service. Financial Leadership & ROI Discipline:
Bring deep financial acumen to reward strategy. Model multi-year impacts, propose cost reduction and cost avoidance, and deliver programs that balance measurable health outcomes with financial trade-offs. Executive Compensation & Governance:
Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance, competitiveness, and alignment with organizational values and performance metrics. Leadership:
Act as the Chairperson of the systemwide Benefits Committee and Health Plan Steering Committee, and lead the benefits and compensation teams. Stakeholder Alignment & Change Leadership:
Build partnerships with Finance, Legal, Labor Relations, HR Business Partners, and Operations. Lead with influence to gain buy-in for change and communicate clearly and strategically throughout transformation. Vendor Partnerships:
Rethink the role of external vendors and consultants—shifting from transactional relationships to partnerships that drive innovation, value, and agile delivery. Cultural Stewardship:
Use total rewards as a lever to reinforce culture. Make the value of employment visible, understandable, and meaningful to every caregiver.
Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training. Makes recommendations on hires, promotions, transfers, disciplinary actions, and terminations.
Develops and recommends budgets for the areas managed; ensures adequate equipment and supplies and manages activities to meet financial goals.
Encourages diverse views, demonstrates standards of respect, and supports a professional, respectful, and inclusive work environment.
Integrates diversity into departmental objectives (hiring, promotions, training, vendor selections).
Supports integration with system-wide initiatives and participates in performance improvement and quality initiatives.
Ensures compliance with regulatory agencies and maintains procedures to meet regulatory requirements.
Ensures department compliance with hospital policies, quality assurance, safety, infection control, and related procedures.
Maintains established departmental policies, procedures, and objectives.
Ensures compliance with health and safety regulations.
License/Certification/Education
II. Position Qualifications
Required Bachelor’s degree. Preferred Master’s degree in human resources, business or related field. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP). Experience/Skills Required: Fifteen (15) years of Human Resources experience demonstrating progressive knowledge and experience in Total Rewards. Experience working in a large organization with exposure to labor unions. Unless certification, licensure or registration is required, an equivalent combination of education and experience which provides proficiency in the areas of responsibility listed in this description may be substituted for the above requirements.
III. Physical Demands And Environmental Conditions Work is considered sedentary. Position requires work indoors in a normal office environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. We promote a six Standards of Respect: Acknowledge, Listen, Communicate, Be Responsive, Be a Team Player and Be Kind. If you share these Standards, consider joining our team. As an equal opportunity and affirmative action employer, UMass Memorial Health recognizes the power of a diverse community and encourages applications from individuals with varied experiences and backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, protected veteran status or other status protected by law. If you require disability assistance, contact talentacquisition@umassmemorial.org for accommodations.
#J-18808-Ljbffr