Administrative Coordinator

Job Summary

GENERAL SUMMARY/OVERVIEW STATEMENT:
The Administrative Coordinator supports the MGB Neurosurgery department Vice Chair of Research in administrative projects. The administrative coordinator is responsible for a broad range of programmatic activities that are research, operational, and academic in nature. Additionally, the coordinator is also responsible for ongoing and short‑term projects which include but are not limited to analytical assignments, website maintenance, space oversight, database maintenance, special event planning, and other projects as needed for the Vice Chair of Research.

• Manage the Vice Chair of Research calendar, communications, and administrative projects.
• Coordinate schedules, meetings, and travel arrangements for leadership and visiting faculty, as needed.
• Function as a point of contact for internal departments, vendors, clients, and guests. Answer phones and manage correspondence.
• Oversee planning and preparation for committees. Distribute minutes, prepare agenda, materials, and committee work.
• Prepare reports, presentations, spreadsheets, and other documents. Handle data entry and maintain records and databases.
• Compile, analyze, and summarize data from multiple sources to create detailed complex documents, reports and high‑level presentations.
• Manage research‑designated facilities and office space, including equipment, software, and furniture orders, space relocations, and coordination with hospital facilities teams.
• Participate in project coordination and execution of department and/or institute initiatives including coordinating timelines, deliverables, action items, and team communications.
• Assist in planning and executing academic conferences, symposia, online events, on‑ and off‑site meetings.
• May perform office‑related duties such as picking up mail, categorizing and delivering mail, storing and distributing office supplies, handling faxes, scanning, filing, photocopying collating materials, maintaining the update of policy manuals, etc.

Hybrid

60 Fenwood Road

40

Regular

Day (United States of America)

$20.84 - $29.79/Hourly

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.

2200 The Brigham and Women's Hospital, 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 .

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.