Healthcare Assistant Jobs at Mass General Brigham with Visa Sponsorship
Healthcare Assistant jobs at Mass General Brigham sit at the center of one of the most respected academic health systems in the country. The organization has a consistent track record of sponsoring H-1B visas for healthcare support roles, making it a realistic target for international candidates with clinical credentials.
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Get Access To All JobsINTRODUCTION
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
Join a highly visible and impactful Employee Relations team where you will serve as a trusted advisor to executive leaders, faculty, trainees, managers, and HR partners across a world-class academic healthcare and research environment. In this influential role, you will help shape a positive, respectful, and compliant workplace culture by providing expert guidance on complex employee and labor relations matters.
Reporting to the Director of Employee Relations and Professionalism, you will independently manage a broad range of employee relations issues, including workplace investigations, performance concerns, accommodations, policy interpretation, and conflict resolution. You will partner closely with clinical, research, and operational leaders to navigate sensitive situations, mitigate risk, and drive fair and consistent outcomes.
This Role Offers:
- The opportunity to make a meaningful impact by leading investigations, identifying workplace trends, delivering training, supporting labor relations initiatives, and contributing to organizational strategies that foster professionalism, accountability, and employee engagement.
- Strategic, high-impact position with significant visibility across the organization.
- Opportunity to influence workplace culture and organizational effectiveness.
- Exposure to complex employee and labor relations matters in a dynamic healthcare and research environment.
- Collaborative partnership with senior leaders, HR professionals, and labor representatives.
- Meaningful work that directly supports employee engagement, professionalism, and organizational success.
PRIMARY RESPONSIBILITIES
- Serve as a trusted advisor to executive leaders, managers, faculty, trainees, and HR partners on routine and complex employee and labor relations matters.
- Conduct sensitive workplace investigations involving harassment, discrimination, retaliation, and other employment concerns.
- Interpret and apply employment policies, collective bargaining agreements, medical staff bylaws, and federal and state employment laws.
- Prepare comprehensive investigation reports, present findings, and recommend appropriate corrective actions.
- Provide coaching, conflict resolution, and guidance on employee performance, conduct, and workplace concerns.
- Identify workplace trends and recommend proactive solutions to strengthen culture and reduce risk.
- Deliver employee relations and professionalism training to leaders and staff.
- Support grievance administration, labor-management relationships, and collective bargaining activities as needed.
- Partner with organizational stakeholders to promote professional conduct, workplace respect, and policy compliance.
WORK DUTIES INCLUDE:
Workplace Investigations:
- Conducts sensitive, confidential, objective and thorough investigations regarding topics including but not limited to discrimination basis of protected class, harassment, retaliation, violence in the workplace, substance abuse, abusive conduct, asset or drug diversion, and compliance and privacy breaches. Reviews cases with Director of Employee Relations and Professionalism, as appropriate, to determine investigation approach.
- Prepares reports of investigatory findings, presents findings to leaders, and makes recommendations regarding remedial actions.
- Consults with leaders on conflict resolution and involve resources such as OMCOSS, EAP and/or DEI as appropriate.
- Assesses and addresses concerns related to authorship, research integrity, intellectual property disputes, as appropriate.
- Works with HR business partner team on strategic prevention plans following resolution of concerns, as appropriate.
Religious, Disability, and Pregnancy Accommodations:
- Manages religious, disability, and pregnancy accommodation requests for medical staff and research faculty personnel, including facilitation of the interactive dialog process.
Performance Management and Leadership Consultation:
- Provides counsel to leaders, physicians, advanced practice providers, researchers and trainees, including POIs, on:
- Policies, terms and conditions of employment
- Whether a policy has been violated
- Performance management concerns
Performance Improvement Plans and Efforts:
- Aids in appropriate corrective measures and interventions, including assistance with drafting feedback and facilitating related conversations with physicians, advanced practice providers, research and trainee personnel.
- Supports the exit process for voluntary and involuntary employment terminations, including the job elimination process. May participate in termination meetings with affected physicians, advanced practice providers, research and trainee personnel.
- Utilizes MGB Employee and Labor Strategy Center of Excellence expertise and other internal resources, as needed, for complex cases.
Collaboration with Key Stakeholders:
- Partners with the MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, Patient Safety and Risk, Patient Family Relations, Privacy and Compliance, etc., as needed, on complex employee and labor relations cases.
- Supports MGB Employee Relations and Labor Strategy Center of Excellence and the Office of General Counsel with the preparation of a response to complaints filed with the MCAD, EEOC or other government agencies. Attends and/or testifies at hearings and arbitrations, as appropriate.
- Supports the Office of General Counsel with the preparation of reports to the Board of Registration in Medicine and/or NIH, as needed.
Labor Relations:
- Supports the grievance and arbitration process, and maintains positive employee relations and labor-management relations.
- Prepares, interprets, processes and educates around changes to collective bargaining agreements and contract negotiations.
- Provides guidance regarding contract and non-contract issues, including but not limited to discipline, grievance and arbitration resolution, employment terms and conditions, problem-solving and contract administration.
- Partners with MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, and leaders to support response to any labor organizing activities related to physicians, advanced practice providers, researchers and research fellows.
Data & Analytics:
- Using data including all workforce dashboards – identifies gaps, themes, trends and root causes impacting effective performance or delivery of services.
- Using data and analytics, provides guidance and direction to leaders to support a positive physician, advanced practice providers, research and trainee personnel work and/or learning experience and environment.
- Under the guidance of Employee and Labor Relations leadership, facilitates and/or conducts climate surveys to assess the general environmental tone within a department or between departments to determine areas of faculty and/or trainee concern. Partners with Strategic HRBP and appropriate leadership to develop action plans to address identified issues.
Improvement Design:
- Develops action plans and works with Strategic HRBP and People & Organizational Development (P&OD) to address workplace and/or employee engagement concerns.
- Educates physician, advanced practice providers, research and trainee personnel, and leaders at all levels about effective management practices and leadership styles.
SUBJECT MATTER EXPERTISE:
- Maintains current body of knowledge of employment and labor laws.
- Maintains awareness of upcoming changes to employment law and ensures policy compliance.
- Collaborates with Strategic HRBP to provide updates on all cases within their portfolios and maintain regular communication.
Performs all responsibilities of Employee and Labor Relations Partner plus:
- Provides mentoring and training to Employee and Labor Relations Partners.
- Assumes lead on various projects.
- Acts as subject matter expert.
- Possesses high level of experience in Employee and Labor Relations field.
- Investigates harassment and discrimination cases.
- Assists with SOP development and maintenance.
QUALIFICATIONS
- Juris Doctor (JD) strongly preferred; Bachelor's Degree required.
- 5+ years of Employee Relations/HR Business Partner experience required.
ADDITIONAL SKILLS FOR SUCCESS:
- Business acumen and ability to support department/division action plans.
- Critical evaluation and data analytic skills.
- Leadership and navigation of department initiatives.
- Consultation and guidance to leaders.
- Exceptional written and verbal communication skills.
- Relationship management and change management abilities.
- Strong customer-service orientation.
- Current knowledge of state and federal employment and labor laws.
- Ability to work independently with minimal supervision and understand when to escalate issues.
- Ability to manage multiple commitments and priorities.
- Ability to maintain composure under pressure.
SCHEDULE AND WORK MODEL:
- Full-time, Monday through Friday, standard business hours.
- Hybrid work model requires flexibility to be on-site weekly at Assembly Row or any other Mass General Brigham site based on business needs.
- Average in office: 1 day per week. For a sensitive investigation we require flexibility and on-site presence may be more than 1 day per week; this is planned ahead.
- Remote workdays require a stable, secure, quiet, compliant work station using MGB issued equipment.
SALARY
To ensure fairness, salary is determined by internal equity and how a candidate's experience aligns with those currently in the role. Those with enough experience may exceed the range outlined below. $99,465.60 - $144,643.20
REMOTE TYPE
Hybrid
WORK LOCATION
399 Revolution Drive
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:
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.
INTRODUCTION
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
Join a highly visible and impactful Employee Relations team where you will serve as a trusted advisor to executive leaders, faculty, trainees, managers, and HR partners across a world-class academic healthcare and research environment. In this influential role, you will help shape a positive, respectful, and compliant workplace culture by providing expert guidance on complex employee and labor relations matters.
Reporting to the Director of Employee Relations and Professionalism, you will independently manage a broad range of employee relations issues, including workplace investigations, performance concerns, accommodations, policy interpretation, and conflict resolution. You will partner closely with clinical, research, and operational leaders to navigate sensitive situations, mitigate risk, and drive fair and consistent outcomes.
This Role Offers:
- The opportunity to make a meaningful impact by leading investigations, identifying workplace trends, delivering training, supporting labor relations initiatives, and contributing to organizational strategies that foster professionalism, accountability, and employee engagement.
- Strategic, high-impact position with significant visibility across the organization.
- Opportunity to influence workplace culture and organizational effectiveness.
- Exposure to complex employee and labor relations matters in a dynamic healthcare and research environment.
- Collaborative partnership with senior leaders, HR professionals, and labor representatives.
- Meaningful work that directly supports employee engagement, professionalism, and organizational success.
PRIMARY RESPONSIBILITIES
- Serve as a trusted advisor to executive leaders, managers, faculty, trainees, and HR partners on routine and complex employee and labor relations matters.
- Conduct sensitive workplace investigations involving harassment, discrimination, retaliation, and other employment concerns.
- Interpret and apply employment policies, collective bargaining agreements, medical staff bylaws, and federal and state employment laws.
- Prepare comprehensive investigation reports, present findings, and recommend appropriate corrective actions.
- Provide coaching, conflict resolution, and guidance on employee performance, conduct, and workplace concerns.
- Identify workplace trends and recommend proactive solutions to strengthen culture and reduce risk.
- Deliver employee relations and professionalism training to leaders and staff.
- Support grievance administration, labor-management relationships, and collective bargaining activities as needed.
- Partner with organizational stakeholders to promote professional conduct, workplace respect, and policy compliance.
WORK DUTIES INCLUDE:
Workplace Investigations:
- Conducts sensitive, confidential, objective and thorough investigations regarding topics including but not limited to discrimination basis of protected class, harassment, retaliation, violence in the workplace, substance abuse, abusive conduct, asset or drug diversion, and compliance and privacy breaches. Reviews cases with Director of Employee Relations and Professionalism, as appropriate, to determine investigation approach.
- Prepares reports of investigatory findings, presents findings to leaders, and makes recommendations regarding remedial actions.
- Consults with leaders on conflict resolution and involve resources such as OMCOSS, EAP and/or DEI as appropriate.
- Assesses and addresses concerns related to authorship, research integrity, intellectual property disputes, as appropriate.
- Works with HR business partner team on strategic prevention plans following resolution of concerns, as appropriate.
Religious, Disability, and Pregnancy Accommodations:
- Manages religious, disability, and pregnancy accommodation requests for medical staff and research faculty personnel, including facilitation of the interactive dialog process.
Performance Management and Leadership Consultation:
- Provides counsel to leaders, physicians, advanced practice providers, researchers and trainees, including POIs, on:
- Policies, terms and conditions of employment
- Whether a policy has been violated
- Performance management concerns
Performance Improvement Plans and Efforts:
- Aids in appropriate corrective measures and interventions, including assistance with drafting feedback and facilitating related conversations with physicians, advanced practice providers, research and trainee personnel.
- Supports the exit process for voluntary and involuntary employment terminations, including the job elimination process. May participate in termination meetings with affected physicians, advanced practice providers, research and trainee personnel.
- Utilizes MGB Employee and Labor Strategy Center of Excellence expertise and other internal resources, as needed, for complex cases.
Collaboration with Key Stakeholders:
- Partners with the MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, Patient Safety and Risk, Patient Family Relations, Privacy and Compliance, etc., as needed, on complex employee and labor relations cases.
- Supports MGB Employee Relations and Labor Strategy Center of Excellence and the Office of General Counsel with the preparation of a response to complaints filed with the MCAD, EEOC or other government agencies. Attends and/or testifies at hearings and arbitrations, as appropriate.
- Supports the Office of General Counsel with the preparation of reports to the Board of Registration in Medicine and/or NIH, as needed.
Labor Relations:
- Supports the grievance and arbitration process, and maintains positive employee relations and labor-management relations.
- Prepares, interprets, processes and educates around changes to collective bargaining agreements and contract negotiations.
- Provides guidance regarding contract and non-contract issues, including but not limited to discipline, grievance and arbitration resolution, employment terms and conditions, problem-solving and contract administration.
- Partners with MGB Employee Relations and Labor Strategy Center of Excellence, the Office of General Counsel, and leaders to support response to any labor organizing activities related to physicians, advanced practice providers, researchers and research fellows.
Data & Analytics:
- Using data including all workforce dashboards – identifies gaps, themes, trends and root causes impacting effective performance or delivery of services.
- Using data and analytics, provides guidance and direction to leaders to support a positive physician, advanced practice providers, research and trainee personnel work and/or learning experience and environment.
- Under the guidance of Employee and Labor Relations leadership, facilitates and/or conducts climate surveys to assess the general environmental tone within a department or between departments to determine areas of faculty and/or trainee concern. Partners with Strategic HRBP and appropriate leadership to develop action plans to address identified issues.
Improvement Design:
- Develops action plans and works with Strategic HRBP and People & Organizational Development (P&OD) to address workplace and/or employee engagement concerns.
- Educates physician, advanced practice providers, research and trainee personnel, and leaders at all levels about effective management practices and leadership styles.
SUBJECT MATTER EXPERTISE:
- Maintains current body of knowledge of employment and labor laws.
- Maintains awareness of upcoming changes to employment law and ensures policy compliance.
- Collaborates with Strategic HRBP to provide updates on all cases within their portfolios and maintain regular communication.
Performs all responsibilities of Employee and Labor Relations Partner plus:
- Provides mentoring and training to Employee and Labor Relations Partners.
- Assumes lead on various projects.
- Acts as subject matter expert.
- Possesses high level of experience in Employee and Labor Relations field.
- Investigates harassment and discrimination cases.
- Assists with SOP development and maintenance.
QUALIFICATIONS
- Juris Doctor (JD) strongly preferred; Bachelor's Degree required.
- 5+ years of Employee Relations/HR Business Partner experience required.
ADDITIONAL SKILLS FOR SUCCESS:
- Business acumen and ability to support department/division action plans.
- Critical evaluation and data analytic skills.
- Leadership and navigation of department initiatives.
- Consultation and guidance to leaders.
- Exceptional written and verbal communication skills.
- Relationship management and change management abilities.
- Strong customer-service orientation.
- Current knowledge of state and federal employment and labor laws.
- Ability to work independently with minimal supervision and understand when to escalate issues.
- Ability to manage multiple commitments and priorities.
- Ability to maintain composure under pressure.
SCHEDULE AND WORK MODEL:
- Full-time, Monday through Friday, standard business hours.
- Hybrid work model requires flexibility to be on-site weekly at Assembly Row or any other Mass General Brigham site based on business needs.
- Average in office: 1 day per week. For a sensitive investigation we require flexibility and on-site presence may be more than 1 day per week; this is planned ahead.
- Remote workdays require a stable, secure, quiet, compliant work station using MGB issued equipment.
SALARY
To ensure fairness, salary is determined by internal equity and how a candidate's experience aligns with those currently in the role. Those with enough experience may exceed the range outlined below. $99,465.60 - $144,643.20
REMOTE TYPE
Hybrid
WORK LOCATION
399 Revolution Drive
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:
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.
Tips for Finding Healthcare Assistant Jobs at Mass General Brigham
Align your credentials to U.S. clinical standards
Mass General Brigham hiring teams look for Healthcare Assistants with documented competencies in patient-facing care. Get any foreign certifications or training records translated and verified before you apply, as credentialing delays are a common reason offers stall.
Target roles listed under specific MGB entities
Mass General Brigham posts Healthcare Assistant openings across subsidiary hospitals including Massachusetts General Hospital and Brigham and Women's. Applying directly to the specific entity where a role is posted, not just the parent brand, often moves your application to the right hiring team faster.
Clarify sponsorship intent in your cover letter
Healthcare Assistant roles involve direct patient care, so hiring managers want operational clarity early. Stating your visa status and willingness to proceed with H-1B sponsorship upfront prevents ambiguity that can cause recruiters to deprioritize your application before a conversation starts.
Understand the H-1B filing timeline for clinical support roles
H-1B cap-subject filings open in March for an October 1 start date. If your offer comes mid-year, confirm with the HR or legal team whether a cap-exempt path applies, since some MGB positions fall under affiliated nonprofit research or educational entities.
Browse open Healthcare Assistant roles on Migrate Mate
Filtering by employer and role category helps you identify active Healthcare Assistant postings at Mass General Brigham alongside their sponsorship history. Use Migrate Mate to focus your applications on positions where sponsorship is confirmed rather than assumed.
Prepare for E-Verify onboarding before your start date
Mass General Brigham participates in E-Verify, so you'll need to present work authorization documents that match your I-9 exactly. Having your visa approval notice, passport, and any EAD or I-94 record organized in advance prevents onboarding delays on day one.
Frequently Asked Questions
Does Mass General Brigham sponsor H-1B visas for Healthcare Assistants?
Yes, Mass General Brigham sponsors H-1B visas for Healthcare Assistant roles. The organization has a documented track record of filing H-1B petitions for healthcare support positions across its network of hospitals and affiliated sites. Your best approach is to confirm sponsorship availability directly with the recruiter once you reach the offer stage, as not every individual posting is guaranteed to support sponsorship.
Which visa types are commonly used for Healthcare Assistant roles at Mass General Brigham?
The H-1B is the most common visa type used for Healthcare Assistant roles at Mass General Brigham, particularly for candidates already in the U.S. on OPT or another nonimmigrant status. In some cases, candidates on TN visa or E-3 visa status may also qualify depending on nationality and role classification. A Green Card through employer sponsorship is possible but typically comes after an established employment relationship, not at the point of hire.
What qualifications or experience are expected for Healthcare Assistant roles at Mass General Brigham?
Most Healthcare Assistant postings at Mass General Brigham expect direct patient care experience in a clinical or hospital setting, often alongside a relevant certification such as a Certified Nursing Assistant credential. Familiarity with electronic health record systems and strong communication skills are consistently listed. Roles in specialized units, such as oncology or surgical floors, may require additional training or unit-specific competencies assessed during the hiring process.
How do I apply for Healthcare Assistant jobs at Mass General Brigham?
Applications go through the Mass General Brigham careers portal, where roles are listed by entity and department. You can also find active Healthcare Assistant openings at Mass General Brigham on Migrate Mate, which lets you filter by visa sponsorship history to focus on positions where international candidates have been hired before. Tailoring your application to the specific hospital or department, not just the parent system, improves your chances of reaching a recruiter.
How do I plan my timeline if I need H-1B sponsorship for a Healthcare Assistant role?
If you're subject to the H-1B cap, petitions are filed in April for an October 1 start. That means an offer in early spring is the most practical timeline if you need a new H-1B. If you're already on H-1B with a previous employer, Mass General Brigham can file an H-1B transfer and you can start work once USCIS receives the petition, without waiting for approval. Confirm which scenario applies to you before signing an offer letter.