Director of Research, Institute of Coaching

Site: The McLean Hospital Corporation 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 Overview of the Institute of Coaching (IOC) The Institute of Coaching (IOC) is a professional association committed to advancing the science and practice of coaching. Based at McLean Hospital, an affiliate of Harvard Medical School and member of Mass General Brigham, the Institute is supported operationally by Parthenon Management Group (PMG). IOC bridges scientific research and coaching practice through research-informed education, professional development, scholarly publications, research grants, and a global membership community. IOC’s governance model ensures scientific rigor, educational excellence, operational feasibility, institutional alignment, and long-term sustainability. Volunteer leaders play a vital role in stewarding IOC’s mission and shaping its future impact. Overview of the Research Leadership Role Research is foundational to IOC’s mission. The Director of Research ensures that IOC’s research agenda, research-informed content, and scholarly outputs reflect the highest standards of scientific rigor, ethics, and relevance. Role: Director of Research Purpose of the Role The Director of Research provides scientific leadership for IOC by guiding research strategy, safeguarding scientific integrity, and ensuring that research meaningfully informs IOC’s educational and professional development efforts. The DoR works under the oversight of the Sr. Director and McLean/MGB Research leadership to align scientific insight with educational priorities, strengthening IOC’s credibility as a science-based organization. Key Responsibilities • Serves as Chair of the Scientific Advisory Committee • Oversees the IOC grant giving program, grants administration, and Grants Manager day-to-day responsibilities • Participates as a member of the Coaching Leaders Group (CLG) • Leads IOC’s research strategy and scientific agenda • Conducts scientific review and provide recommendations on research-related work • Ensures rigor, accuracy, and ethical standards in research projects, publications and other outputs • Mentors research fellows and contributors • Translates scientific findings to inform educational programming in collaboration with the Sr. Director Qualifications Decision Authority and Accountability Final authority on scientific integrity and research outputs Eligibility Requirements – Doctoral degree in a discipline within the scope of coaching and the academic mission of the Harvard Faculty of Medicine. Minimum of 5 years of research experience, including regulatory, scientific, and dissemination activities. Prior experience with supervision or mentorship of research trainees. Faculty eligibility Candidates may be eligible for a faculty appointment contingent upon all requirements being met and provided they hold a Doctoral degree in a discipline aligned with the Department of Psychology and the academic mission of the Harvard Faculty of Medicine Time Commitment Monthly one-hour CLG meetings Scientific Advisory Committee meetings and grant review cycles (as scheduled) Ongoing collaboration with McLean/MGB Research leadership, the Sr. Director, grant recipients, and philanthropic contributors Governance participation and time commitments may vary slightly based on strategic priorities and annual planning cycles Supervision or mentorship of research trainees Additional Job Details (if applicable) Physical Requirements Standing Frequently Walking Frequently Sitting Occasionally Lifting Frequently Carrying Frequently Pushing Occasionally Pulling Occasionally Climbing Rarely Balancing Frequently Stooping Occasionally Kneeling Occasionally Crouching Occasionally Crawling Rarely Reaching Frequently Gross Manipulation (Handling) Frequently Fine Manipulation (Fingering) Frequently Feeling Constantly Foot Use Rarely Vision - Far Constantly Vision - Near Constantly Talking Constantly Hearing Constantly Remote Type Remote Work Location 115 Mill Street Scheduled Weekly Hours 8 Employee Type Regular Work Shift Day (United States of America) EEO Statement: 1600 The McLean Hospital Corporation 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.