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Compensation Strategy Jobs in Massachusetts (NOW HIRING)

The J.Jill Group

Senior Manager, Compensation

Quincy, MA · On-site

$130 - $170/hr

Responsibilities Develop compensation strategies, plans, insights and reporting: * Lead the development of pay structures, salary ranges and maintenance of jobs structure and compliance with pay ...

Axon

Sr. Compensation Analyst

Boston, MA · On-site

$90K - $117K/yr

You'll partner across HR, Talent Acquisition, and business leadership to design and implement data-driven compensation strategies that support Axon's growth and performance culture. In this role, you ...

Axon

Compensation Business Partner

Boston, MA · On-site

You'll partner across HR, Talent Acquisition, and business leadership to design and implement data-driven compensation strategies that support Axon's growth and performance culture. In this role, you ...

Axon

Compensation Business Partner

Boston, MA · On-site

You'll partner across HR, Talent Acquisition, and business leadership to design and implement data-driven compensation strategies that support Axon's growth and performance culture. In this role, you ...

Axon

Sr. Compensation Analyst

Boston, MA · On-site

$90K - $117K/yr

You'll partner across HR, Talent Acquisition, and business leadership to design and implement data-driven compensation strategies that support Axon's growth and performance culture. In this role, you ...

Hiscox

Reward Partner- US

Boston, MA · On-site

... advice on compensation strategy, market positioning, benefit design, regulatory compliance and reward governance. You will leverage data, market insight and stakeholder feedback to make ...

Chewy

Senior Executive Compensation Manager

Boston, MA · Hybrid

$118K - $189K/yr

We are looking for a compensation professional to support the strategic direction and operational execution of executive compensation programs. In this individual contributor role, you will ...

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Compensation Strategy information

What is compensation strategy?

Compensation strategy refers to an organization's approach to designing and managing employee pay, benefits, and rewards to attract, motivate, and retain talent. It involves aligning compensation programs with business goals, market trends, and internal equity considerations. A well-developed compensation strategy helps ensure that employees are fairly rewarded for their work and that the company remains competitive in the job market. It typically includes salary structures, incentive plans, and benefits offerings tailored to the organization's objectives.

What are the key skills and qualifications needed to thrive in compensation strategy, and why are they important?

To thrive in Compensation Strategy, you need a strong background in data analysis, compensation principles, and human resources, often supported by a degree in HR, finance, or business. Familiarity with compensation management software, HRIS systems, and certifications like CCP (Certified Compensation Professional) is highly valuable. Excellent communication, problem-solving, and stakeholder management skills set top performers apart in this field. These capabilities ensure fair, competitive, and compliant compensation programs that drive employee engagement and organizational success.

How does a compensation strategy professional typically collaborate with HR and business leaders to develop effective pay structures?

Compensation Strategy professionals work closely with HR teams and business leaders to align pay structures with organizational goals and market benchmarks. They participate in regular meetings to discuss workforce trends, company performance, and budget constraints, ensuring that compensation plans attract and retain top talent. This role often involves analyzing salary data, proposing adjustments, and presenting recommendations to leadership for approval, fostering a collaborative environment that balances business needs with employee satisfaction.

What skills do you need to be a compensation analyst?

A compensation analyst needs strong analytical skills, proficiency in Excel and data management tools, and a good understanding of compensation structures and market trends. Attention to detail, communication skills, and knowledge of HR policies are also important for developing and implementing pay strategies.

What is the difference between Compensation Strategy vs Compensation Analyst?

AspectCompensation StrategyCompensation Analyst
Primary FocusDeveloping overall compensation plans and policiesAnalyzing salary data and market trends
ResponsibilitiesDesigning pay structures, benefits, and incentive programsConducting salary surveys, data analysis, and reporting
Required CredentialsHR or compensation certifications, relevant experienceDegree in HR, finance, or related field; analytical skills
Work EnvironmentStrategic planning, policy development, cross-department collaborationData analysis, reporting, supporting compensation decisions

While Compensation Strategy focuses on creating and guiding overall pay policies and structures, Compensation Analysts implement these strategies through data analysis and market research. Both roles are essential in ensuring competitive and equitable compensation practices within organizations.

What are popular job titles related to Compensation Strategy jobs in Massachusetts? For Compensation Strategy jobs in Massachusetts, the most frequently searched job titles are:
What job categories do people searching Compensation Strategy jobs in Massachusetts look for? The top searched job categories for Compensation Strategy jobs in Massachusetts are:
What cities in Massachusetts are hiring for Compensation Strategy jobs? Cities in Massachusetts with the most Compensation Strategy job openings:
Compensation Strategy jobs near you
Infographic showing various Compensation Strategy job openings in Massachusetts as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution.

Executive Director, Physician Compensation

Mass General Brigham (Enterprise Services)

Somerville, MA • On-site

$225K - $295K/yr

Other

Re-posted 4 days ago

Brigham and Women's Hospital rating

8.1

Company rating: 8.1 out of 10

Based on 101 frontline employees who took The Breakroom Quiz

116th of 1,055 rated hospitals

Job description

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

The Executive Director of Physician Compensation is responsible for executing the physician compensation strategy set forth by executive leadership. The role manages a team of provider compensation professionals (managers and analysts) in overseeing the development, implementation, and administration of provider compensation programs. Strategic oversight spans financial, personnel, operational, and regulatory aspects of physician and provider compensation, ensuring alignment with the strategic plan. Innovative leadership will manage a high-volume operation, driving initiatives for process improvement and operational excellence.


Qualifications

Responsibilities:
  • Develops and implements provider compensation strategies and initiatives that align with financial and organizational objectives and that support a high-performing work culture.
  • Serves as a subject matter expert on provider compensation and productivity market data and trends to propose and support strategic compensation and financial decisions.
  • Supports Mass General Brigham's business planning processes in conjunction with operational and financial leaders by providing guidance on compensation models, rates and financial impacts.
  • Communicates with and educates leaders and physicians on various compensation plans, models, and compliance requirements, including proposed changes. Provides guidance and support to physician leaders on compensation and performance-related issues.
  • Facilitates and supports physician compensation committees.
  • Oversees analyses of provider productivity and practice data to support innovative provider compensation design.
  • Oversees management of the employed/contracted provider compensation and incentive models for MGB physician groups.
  • Contributes to the development of the annual operating budget for physician compensation for all employed and contracted physicians.
  • Oversees Fair Market Value/Commercial Reasonableness analyses of provider compensation proposals for new hires, existing employees and recommends compensation rates for Professional Service Agreements (PSAs).
  • Work closely with the financial planning and analytics teams to ensure financial viability and impacts of compensation model changes.
  • Maintains systems of internal controls and continuous quality improvement processes to ensure the accurate and timely administration of physician compensation in accordance with contracts and policies.
  • Oversees compensation system tools and processes to increase the automation of compensation programs by leveraging systems and technology, further enhancing the internal controls and accuracy.
  • Ensures compliance with physician compensation-related laws, regulations, and organizational policies.
  • Supervises, coaches, and supports the provider compensation team, fostering a collaborative, technically excellent, and service-oriented environment.
Qualifications:
  • 8-10+ years of physician compensation, finance, or related experience
  • Bachelor's degree or Master's Degree in related field of study
  • Knowledge of the health care landscape and regulatory requirements is essential.
  • Excellent leadership, interpersonal and communication skills.
  • Strong analytical and strategic skills/abilities.
  • Ability to work collaboratively with cross-functional teams and build strong relationships with key stakeholders.
  • Strong change leadership skills.
  • Advanced understanding of effective physician compensation programs along with related accounting and regulatory requirements.
  • Ability to grow and develop high potential talent and build a high performing team
The salary range for this position is $225,000.00 to $295,000.00 annually. 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.


Additional Job Details (if applicable)


Remote Type

Remote


Work Location

399 Revolution Drive


Pay Range

$161,657.60 - $235,154.40/Annual


Grade

10


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.

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