VP Administration and Operations, UMMMG

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Exemption Status:

Exempt

Schedule Details:

Monday through Friday

Scheduled Hours:

Day Shift

Shift:

1 - Day Shift, 8 Hours (United States of America)

Hours:

40

Cost Center:

34000 - 5500 Executive Director

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. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day.

Reporting directly to the Senior Vice President, Chief Operating Officer of the UMass Memorial Health Medical Group, the Vice President, Administration & Operations serves as a senior member of the Medical Group leadership team and is responsible for the operational, financial, strategic, and administrative performance of the Medical Group.

The Vice President provides leadership and oversight for departmental and service line operations, administrative leadership structures, organizational effectiveness initiatives, and operational performance improvement activities across the Medical Group. The role partners closely with department chairs, physician leaders, administrative leaders, and enterprise stakeholders to advance strategic priorities, support growth, improve patient access and operational performance, and ensure effective alignment of administrative and operational resources throughout the organization.

The Vice President serves as a strategic advisor to the SVP/COO and provides executive leadership for key organizational initiatives involving operational transformation, administrative structure, workforce planning, talent development, and business planning.

I. Major Responsibilities

1. Operations Leadership

• Provides executive oversight and leadership for the Medical Group’s business operations, ambulatory practice operations, patient access initiatives, operational effectiveness, and service line performance.

• Partners with Department Chairs, physician leaders, and administrative leaders to establish operational priorities and performance expectations.

• Leads efforts to improve operational efficiency, patient experience, provider satisfaction, quality outcomes, and access performance.

• Collaborates with hospital and Medical Group leadership to ensure alignment of operations with enterprise priorities and service line strategies.

• Oversees the development, implementation, and monitoring of operational goals, key performance indicators, and performance improvement initiatives.

2. Administrative Leadership & Organizational Structure

• In partnership with Department Chairs and Medical Group leadership, provides executive oversight and leadership for Chief Administrative Officers, Senior Directors, Directors, Senior Administrators, Administrators, and other administrative leaders across the Medical Group.

• Establishes and maintains accountability structures, governance processes, and leadership expectations for Medical Group administrative functions.

• Designs and optimizes administrative organizational structures to ensure resources are aligned with operational and strategic priorities.

• Assesses administrative span of control, reporting relationships, role responsibilities, and organizational effectiveness, recommending changes as needed to support evolving organizational needs.

• Promotes consistency, standardization, and operational excellence across administrative teams and departments.

• Resolves organizational barriers, resource conflicts, and operational inefficiencies that impact organizational performance.

3. Financial Management, Performance & Accountability

• Provides executive oversight of operating and capital budget development, financial forecasting, revenue and expense management, and business planning activities.

• Oversees the development, monitoring, and execution of operating and capital budgets in partnership with Finance and departmental leaders.

• Partners with Finance and departmental leaders to ensure achievement of financial targets and organizational goals.

• Monitors operational and financial performance through dashboards, analytics, benchmarking, and key performance indicators.

• Develops and implements strategies to improve productivity, resource utilization, cost management, and overall business performance.

• Ensures accountability for operational, financial, quality, and access performance across the organization.

• Leverages data, analytics, and performance metrics to identify opportunities to improve, drive organizational performance, and support informed decision-making.

4. Organizational Design, Workforce Planning & Administrative Governance

• Leads administrative workforce planning initiatives to ensure organizational structures support current operations, future growth, and evolving organizational needs.

• Evaluates positions, reporting relationships, spans of control, and organizational models to ensure appropriate alignment of responsibilities, scope, compensation, and business requirements.

• Partners with Human Resources to develop and maintain administrative job architecture, role definitions, competencies, titling conventions, and organizational design frameworks.

• Assesses administrative organizational effectiveness and recommends structural changes to improve accountability, efficiency, consistency, and operational performance.

• Partners with Human Resources to align compensation structures, career paths, job families, and standard work practices for administrative staff.

• Develops and maintains standardized administrative operating practices, governance frameworks, decision-making structures, and leadership expectations for the organization.

• Partners with Human Resources and key enterprise stakeholders to ensure consistency in administrative role scopes, organizational standards, and governance practices across the organization.

• Ensures administrative practices and organizational structures align with enterprise objectives, organizational priorities, and industry best practices.

• Promotes consistency, transparency, equity, and operational effectiveness across administrative leadership structures.

5. Talent Development & Leadership Pipeline

• Leads and oversees the onboarding process for new administrative leaders, ensuring a strong understanding of organizational expectations, key partnerships, financial management, operational resources, and leadership responsibilities.

• Identifies, assesses, and develops high-potential administrative talent.

• Develops and implements leadership development strategies that strengthen administrative leadership capabilities and prepare future organizational leaders.

• Ensures effective recruitment, retention, engagement, coaching, mentoring, and professional development of administrative leaders.

• Fosters a high-performing leadership culture that emphasizes accountability, collaboration, continuous improvement, and professional growth.

• Partners with Human Resources and enterprise leadership to align leadership development, performance management, talent assessment, and succession planning strategies.

• Collaborates with Human Resources, Finance, Information Technology, Compliance, Quality, and other enterprise functions to support leadership development and organizational effectiveness initiatives.

6. Business Planning & Enterprise Operations

• Leads and collaborates with executive leadership in the development and execution of the annual business operations plan.

• Translates organizational and enterprise strategic priorities into clear operational goals, initiatives, performance expectations, and resource plans.

• Ensures alignment of business plans with hospital operations, enterprise initiatives, service line strategies, and organizational objectives.

7. Strategic Growth & Business Development

• Leads the development and execution of growth strategies and long-range business plans.

• Partners with physician leaders, service line leaders, and enterprise executives to advance ambulatory growth, physician recruitment, and service line development initiatives.

• Collaborates on strategic affiliations, acquisitions, partnerships, practice integrations, and network expansion opportunities.

• Evaluates business cases, capital requests, growth opportunities, and strategic investments.

• Ensures administrative and operational infrastructure appropriately supports organizational growth and future-state organizational needs.

8. Special Projects & Executive Leadership

• Serves as a strategic advisor to the SVP/COO on operational, organizational, and administrative matters.

• Leads enterprise and Medical Group initiatives involving organizational transformation, operational improvement, leadership development, and change management.

• Provides interim executive operational leadership during periods of organizational transformation, leadership vacancy, or operational instability as assigned.

• Represents the Medical Group on enterprise committees, task forces, and initiatives.

9. Physician Engagement & Organizational Culture

• Acts as an advocate for physicians and advanced practice providers, working to ensure that the Medical Group is an excellent place to practice and work.

• Balances physician needs with organizational priorities, helping to resolve tensions constructively and align stakeholders around shared goals.

• Fosters a culture of collaboration, accountability, equity, and continuous improvement among administrative teams.

• Promotes physician and staff well-being and inclusion through supportive leadership, transparent communication, and responsive problem-solving.

Standard Executive Level Responsibilities: 

• Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training.  Makes recommendations on employee hires, transfers, promotions, demotions, discipline, terminations, and similar actions.

• Develops and recommends the budgets for the areas managed. Ensures adequate equipment and supplies for department. Manages activities to assure financial goals are met.

• Encourages and supports diverse views and approaches, demonstrates Standards of Respect, and contributes to creating and maintaining an environment of professionalism, respect, tolerance, civility and acceptance toward all employees, patients and visitors.

• Integrates diversity into departmental objectives, such as hiring, promotions, training, vendor selections, etc.

• Fosters the effective integration of efforts with system-wide initiatives. Participates in performance improvement initiatives and demonstrates the use of quality improvement in daily operations.

• Ensures compliance with regulatory agencies such as Joint Commission, DPH, etc.  Develops and maintains procedures necessary to meet regulatory requirements.

• Ensures that department complies with hospital established policies, quality assurance programs, safety, and infection control policies and procedures.

• Develops and maintains established departmental policies, procedures, and objectives.

• Ensures compliance to all health and safety regulations and requirements.

All responsibilities are essential job functions.

II. Position Qualifications

License/Certification/Education

Required

• Master’s degree in Healthcare Administration (MHA), Business Administration (MBA), Public Administration (MPA), or a related field.

Preferred

• Advanced training, coursework, certification, or fellowship in healthcare leadership, physician practice management, operational excellence, project management, organizational development, or process improvement.

Experience/Skills

Required

• Fifteen (15) or more years of progressively responsible leadership experience within an academic medical center, faculty practice plan, integrated health system, multi-site physician organization, or similarly complex organization, including a minimum of ten (10) years at the Vice President or equivalent executive leadership level.

• Demonstrated executive leadership experience overseeing multiple departments, service lines, administrative functions, or business units, including responsibility for operational performance, strategic planning, financial management, organizational design, and business planning.

• Demonstrated success partnering with physician leaders, department chairs, administrative leaders, and executive teams to achieve operational, financial, quality, access, and growth objectives.

• Experience developing, implementing, and monitoring operating and capital budgets, financial performance metrics, business plans, and organizational initiatives.

• Experience leading organizational design, restructuring, workforce planning, administrative operations, or large-scale operational improvement efforts.

• Demonstrated ability to build, develop, mentor, and lead high-performing administrative leaders and teams.

• Experience developing, implementing, or supporting governance structures, decision-making frameworks, and leadership accountability models.

• Strong knowledge of healthcare operations, ambulatory practice management, academic medical center operations, financial management, performance improvement methodologies, and applicable regulatory requirements.

• Excellent strategic planning, analytical, organizational, and problem-solving skills with the ability to translate organizational priorities into measurable results.

• Exceptional communication, relationship-building, presentation, negotiation, and influencing skills with the ability to engage with stakeholders at all levels of the organization.

• Demonstrated ability to lead through change, manage competing priorities, and achieve results within a large, complex, matrixed environment.

Preferred

• Experience leading service line development, growth strategy, network expansion, affiliations, mergers, integrations, or organizational transformation initiatives.

• Experience developing physician compensation models, productivity standards, governance structures, or administrative career pathways.

• Experience overseeing large-scale ambulatory operations, physician practices, or multidisciplinary clinical service lines.

• Experience utilizing dashboards, benchmarking, analytics, and operational performance metrics to drive decision-making and improvement.

• Experience serving as an executive sponsor for enterprise initiatives, organizational redesign, integration efforts, or strategic transformation projects.

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.

Department-specific competencies and their measurements will be developed and maintained in the individual departments.  The competencies will be maintained and attached to the departmental job description. Responsible managers will review competencies with position incumbents.
 

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’re striving to make respect a part of everything we do at UMass Memorial Health – for our patients, our community and each other. Our six Standards of Respect are: Acknowledge, Listen, Communicate, Be Responsive, Be a Team Player and Be Kind. If you share these Standards of Respect, we hope you will join our team and help us make respect our standard for everyone, every day.

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, perspectives 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 are unable to submit an application because of incompatible assistive technology or a disability, please contact us at talentacquisition@umassmemorial.org. We will make every effort to respond to your request for disability assistance as soon as possible.