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Massgeneralbrigham

SOP.KER, Clinical Fellow

Boston, MA · On-site

$82K - $115K/yr

Site: Massachusetts General Physicians Organization, Inc. Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and ...

''

Manager Utilities

Oakbrook Terrace, IL · On-site

$102K - $137K/yr

Act as the global subject matter expert for Key Elements of Refrigeration (KER), driving deployment, governance, and continuous improvement * Establish and maintain global engineering standards ...

MUSC

Phlebotomist II

Camden, SC · On-site

$14 - $17.25/hr

Entity Medical University Hospital Authority (MUHA) Worker Type Employee Worker Sub-Type​ Regular Cost Center CC001411 KER - Lab (KMC) Pay Rate Type Hourly Pay Grade Health-21 Scheduled Weekly ...

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As of Jun 29, 2026, the average hourly pay for ker in the United States is $15.55, according to ZipRecruiter salary data. Most workers in this role earn between $11.54 and $16.83 per hour, depending on experience, location, and employer.

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What is the difference between Ker vs HVAC Technician?

AspectKerHVAC Technician
Required CredentialsCertification in ker-related systems, technical trainingEPA certification, technical diploma or apprenticeship
Work EnvironmentIndustrial settings, specialized facilitiesResidential, commercial, industrial buildings
Industry UsageUsed in specific sectors like manufacturing or energyCommon in construction, maintenance, and service industries
Search & Comparison IntentUnderstanding job roles, certifications, and industry scopeComparing HVAC careers, certifications, and job duties

Ker professionals typically focus on specialized systems within industrial or manufacturing environments, requiring specific certifications. HVAC Technicians work across residential and commercial settings, with broader industry applications. While both roles involve technical skills, their work environments and certifications differ, making it important to understand their distinct career paths and industry uses.

What are some common challenges faced by KER (Knowledge Exchange and Research) professionals when facilitating collaborations between academia and industry partners?

KER professionals often encounter challenges such as aligning the differing priorities and timelines of academic researchers and industry partners. Navigating issues like intellectual property rights, confidentiality, and managing expectations on project outcomes can also be complex. Successful KER specialists develop strong communication and negotiation skills, and they build trust between stakeholders to ensure mutually beneficial outcomes. Additionally, staying updated on sector regulations and funding opportunities is crucial for facilitating effective partnerships.

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SOP.KER, Clinical Fellow

Massgeneralbrigham

Boston, MA • On-site

$82K - $115K/yr

Full-time

Posted 5 days ago

Job description

Site: Massachusetts General Physicians Organization, Inc.


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
Does this position require Patient Care?
Yes
Essential Functions


Qualifications

EducationCan this role accept experience in lieu of a degree?Licenses and CredentialsExperienceKnowledge, Skills and Abilities


Additional Job Details (if applicable)

Physical Requirements
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    • Remote Type

    Onsite


    Work Location

    55 Fruit Street


    Scheduled Weekly Hours

    40


    Employee Type

    Regular


    Work Shift

    Day (United States of America)


    Pay Range

    $82,516.00 - $115,569.00/Annual


    Grade

    CIR


    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:

    1300 Massachusetts General Physicians Organization, Inc. 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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