The posting
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 Senior Manager, Quality reports to the MGB AMC Quality Director within the Office of the Chief Medical Officer (OCMO) and is responsible for the success of a broad quality program across the Spaulding Rehabilitation Network (SRN). The role provides leadership across SRN’s four sites and diverse care settings, including IRF, LTCH, and SNF, with responsibility for quality strategy, performance measurement, and Quality Assessment and Performance Improvement (QAPI) planning, execution, and governance.
The Senior Manager partners closely with Spaulding executive, clinical, and operational leadership to identify priorities, interpret performance, address emerging risks, and advance improvement strategies. The role also serves as an important connection between SRN and the broader MGB OCMO structure to ensure alignment with system priorities, standards, and improvement approaches.
Success in this role requires strong leadership, sound judgment, clear and concise executive communication, and the ability to operate effectively within a complex, matrixed health system. The individual must be comfortable working across multiple care settings and adapting as organizational priorities and the scope of the quality portfolio evolve.
Qualifications
Essential Job Duties and Responsibilities
Quality Strategy & Portfolio Leadership
- Execute the MGB quality strategy across the network, working with site and executive leaders to translate priorities into measurable goals, coordinated action, and sustained follow-through.
- Partner with Spaulding executive, clinical, and operational leaders to identify quality priorities, interpret performance trends, assess emerging risks, and develop actionable improvement strategies.
- Maintain a comprehensive view of quality performance across all four SRN sites, identifying meaningful site variation, opportunities for standardization, shared learning, or targeted intervention.
- Provide longitudinal leadership for established quality priorities, including initiatives such as acute readmissions and hand hygiene, while identifying and advancing new areas of improvement.
- Understand quality and performance data in the context of SRN’s patient populations, care settings, and clinical practices, and translate findings into clear priorities and recommended actions.
Quality Governance & Performance Improvement
- Lead QAPI planning, execution, documentation, and reporting across SRN, including support for executive and board-level quality governance.
- Establish clear ownership, escalation, follow-up, and accountability for identified quality priorities and performance concerns.
- Lead proactive and reactive performance improvement initiatives from current-state assessment through intervention design, implementation, measurement, sustainment, and accountability.
- Apply sound improvement science, high-reliability principles, and change-management approaches to design, implement, and sustain effective improvement efforts.
- Partner with MGB data and analytics teams to support accurate, timely, and meaningful quality reporting for regulatory, benchmarking, governance, and performance-management needs.
- Prepare concise, accurate, and executive-ready presentations, reports, recommendations, and updates for Spaulding and MGB leadership.
Cross-Functional Partnerships
- Partner with the SRN Associate Chief Medical Officer (ACMO) and other physician leaders to advance quality strategy, clinical performance priorities, and quality governance.
- Partner with SRN Nursing Leadership to advance quality priorities, support frontline implementation, and address opportunities identified through performance data or patient safety events.
- Partner with the Senior Manager, Clinical Compliance to support regulatory readiness, accreditation activities, site visits, and response to identified or emerging compliance risks.
- Partner with Senior Manager, Patient Safety/Risk/Patient Family Relations to support improvement arising from safety events and proactively identify opportunities to reduce harm.
- Partner with Infection Prevention and site leadership to monitor infection-related performance and advance improvement strategies as needed.
- Build effective partnerships across clinical, operational, and frontline teams to ensure quality priorities are understood, coordinated, and advanced effectively.
- Maintain strong communication and alignment between SRN and MGB Quality leadership, ensuring system priorities and expectations are translated locally and that SRN risks, needs, and performance are appropriately escalated.
Team Leadership & Management
- Provide direct and shared leadership of approximately 3-6 staff supporting Quality/PI, Patient Safety/Risk/PFR, and Clinical Compliance, in partnership with respective functional leaders.
- Establish clear expectations and priorities, provide regular coaching and feedback, assess workload and capacity, and coordinate with other Senior Managers to align staff responsibilities and resources.
- Conduct staff performance evaluations and support professional development and growth.
- Manage multiple priorities and workstreams across the four-site portfolio, ensuring effective planning, execution, follow-through, and accountability.
- Manage the department budget effectively and provide input into staffing and resource needs.
- Support local education and training related to quality measurement, performance improvement, and regulatory requirements as needed.
- Perform other duties as assigned.
Essential Knowledge, Skills, and Experience Required for the Position
Knowledge, Skills, and Experience Required
- Undergraduate degree required. Master’s degree in Nursing, Public Health, Business Administration, Public Administration, Health Services Administration, or a related field strongly preferred.
- Minimum of 5 years of progressive leadership experience in healthcare quality, performance improvement, or a related field, including experience managing staff.
- Experience in rehabilitation, post-acute care, specialty hospitals, or another complex multi-site healthcare environment strongly preferred.
- Clinical background preferred but not required.
- Demonstrated expertise in healthcare quality, quality measurement, performance improvement, and regulatory requirements, with the ability to translate identified risks and opportunities into measurable and sustained improvement.
- Strong familiarity with rehabilitation and post-acute quality performance, including the ability to interpret relevant clinical and operational KPIs, understand differences across IRF, LTCH, and SNF settings, identify the outcomes most meaningful to a rehabilitation network, and translate performance insights into improvement strategies.
- Strong background in improvement science, implementation, high reliability, and change management, with experience in current-state assessment, process mapping, workflow analysis, stakeholder engagement, measurement, and sustainment.
- Demonstrated ability to independently assess complex problems, structure the work, identify the appropriate stakeholders, and move priorities forward with sound judgment and limited direction.
- Demonstrated ability to synthesize complex quality and performance information into clear priorities, recommendations, and concise, polished, executive-ready communications and presentations.
- Strong knowledge of QAPI, quality governance, regulatory and accreditation requirements, and performance reporting relevant to rehabilitation, post-acute, or specialty care settings.
- Ability to work effectively in a complex, matrixed environment and build strong partnerships with key stakeholders.
- Strong judgment, organization, and prioritization skills, with the ability to manage multiple priorities and deadlines across multiple sites.
- Strong proficiency with Microsoft Excel and PowerPoint, with the ability to analyze and synthesize data from disparate sources, apply quality measurement methodologies and basic statistical concepts, and create clear and polished materials.
- Familiarity with Epic or another electronic health record is strongly preferred.
Special Requirements
- Must be available to support hospital-declared emergencies as needed.
- Must be available to support regulatory and accreditation reviews.
- Must be able to travel among SRN sites as needed.
Additional Job Details (if applicable)
Physical RequirementsStanding Frequently (34-66%) Walking Frequently (34-66%) Sitting Occasionally (3-33%) Lifting Frequently (34-66%) 35lbs+ (w/assisted device) Carrying Frequently (34-66%) 20lbs - 35lbs Pushing Occasionally (3-33%) Pulling Occasionally (3-33%) Climbing Rarely (Less than 2%) Balancing Frequently (34-66%) Stooping Occasionally (3-33%) Kneeling Occasionally (3-33%) Crouching Occasionally (3-33%) Crawling Rarely (Less than 2%) Reaching Frequently (34-66%) Gross Manipulation (Handling) Frequently (34-66%) Fine Manipulation (Fingering) Frequently (34-66%) Feeling Constantly (67-100%) Foot Use Rarely (Less than 2%) Vision - Far Constantly (67-100%) Vision - Near Constantly (67-100%) Talking Constantly (67-100%) Hearing Constantly (67-100%)
Remote Type
Hybrid
Work Location
1575 Cambridge Street
Scheduled Weekly Hours
40
Employee Type
Regular
Work Shift
Day (United States of America)
Pay Range
$99,465.60 - $144,643.20/Annual
Grade
8
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.
