Site: Mass General Brigham Community Physicians, 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
The Senior Manager of Value-Based Contract Performance Analytics serves as the domain owner for cost, utilization, and risk performance analytics supporting value-based healthcare contracts within Population Health Finance.
This role is responsible for developing and maintaining scalable analytic datasets, performance reporting, and drill-down analytics across all lines of business, including Medicare (Traditional and Medicare Advantage), Medicaid, and Commercial risk arrangements.
The role supports a broad and growing portfolio of value-based payment models by identifying and quantifying key drivers of financial performance, including cost trends, utilization patterns, benchmark gaps, and risk score dynamics.
The position operates under the strategic direction of the Director of Value-Based Performance, who defines analytic priorities and areas of focus. This role is accountable for executing those priorities through rigorous data analysis, dataset development, and performance reporting.
This role partners closely with finance, actuarial, clinical, and operational teams to translate complex healthcare data into actionable insights that inform performance improvement, financial forecasting, and evaluation of value-based payment models and provider contract economics.
Essential Functions:
Cost, Utilization & Risk Analytics
• Perform detailed cost and utilization drill-down analyses across Medicare (Traditional and Medicare Advantage), Medicaid, and Commercial populations.
• Analyze trends in utilization, site of care, and service mix to identify key drivers of cost performance.
• Conduct risk score and coding pattern analysis to evaluate risk capture performance and trends.
• Quantify benchmark gaps and performance relative to targets across lines of business.
Savings Driver Decomposition
• Decompose financial performance into key drivers including utilization, unit cost, risk score, and population mix.
• Partner with finance and modeling teams to align analytic outputs with financial projections.
• Inform financial modeling and forecasting activities by providing analytic inputs related to cost, utilization, risk, and reimbursement dynamics across value-based contracts.
• Identify and quantify opportunities for performance improvement across contracts.
Value-Based Contract Performance Evaluation
• Evaluate performance in the context of value-based payment models, including shared savings, downside risk, and benchmark methodologies.
• Analyze the financial implications of utilization, risk score, and cost trends on contract performance and reimbursement outcomes.
Analytic Dataset Development
• Develop and maintain scalable analytic datasets to support cost, utilization, and risk performance analytics.
• Write and optimize SQL queries to support recurring reporting and ad hoc analyses.
• Ensure data accuracy, consistency, and alignment with financial and operational reporting.
Performance Reporting & Dashboards
• Develop and maintain dashboards and reports that track cost, utilization, and risk performance across contracts and lines of business.
• Ensure reporting is consistent, interpretable, and aligned with finance and operational needs.
• Support ongoing monitoring of performance trends and emerging issues.
Cross-Functional Collaboration
• Partner with finance, actuarial, clinical, and operations teams to support performance improvement initiatives.
• Provide analytic support to inform strategic decisions, financial projections, and evaluation of contract performance.
• Translate analytic findings into clear, actionable insights for stakeholders.
Governance & Prioritization
• Execute against analytic priorities defined by Finance leadership.
• Escalate questions related to prioritization, interpretation, and executive-facing narrative to Director.
• Maintain documentation and consistency in analytic methodologies.
Education:
- Bachelor’s Degree in Data Analytics, Finance, Economics, Healthcare Administration, or related field required.
- Master’s Degree preferred.
- Equivalent experience may be accepted in lieu of a degree.
Experience:
- 8–10+ years of experience in healthcare analytics, medical economics, or related field.
- Experience working with Medicare (Traditional and Medicare Advantage), Medicaid, and/or Commercial populations strongly preferred.
- Demonstrated experience analyzing healthcare claims data and identifying cost and utilization drivers.
- Strong experience in SQL-based data analysis and dataset development.
- 5 –7 years of previous supervisory or leadership experience required.
Knowledge, Skills & Abilities:
Healthcare Domain Knowledge
- Strong understanding of healthcare cost and utilization drivers across Medicare, Medicaid, and Commercial populations.
- Familiarity with value-based care models and performance metrics.
- Understanding of risk adjustment methodologies (e.g., CMS-HCC) preferred.
Analytical & Technical Skills
- Advanced SQL proficiency and experience building analytic datasets.
- Strong data analysis skills with experience working with large healthcare datasets.
- Experience with data visualization tools such as Tableau or Power BI.
- Ability to structure and execute complex analyses with minimal oversight.
Strategic & Communication Skills
- Ability to translate complex data into clear, actionable insights.
- Strong communication skills with the ability to explain findings to both technical and non-technical audiences.
- Ability to operate within a defined strategic framework and support leadership decision-making.
Additional Job Details (if applicable)
Remote
399 Revolution Drive
40
Regular
Day (United States of America)
Pay Range
$117,707.20 - $171,204.80/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.
6010 Mass General Brigham Community Physicians, 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.
