ASHHRA Career Center

JOB SUMMARY

The Senior Human Resources Director provides leadership, oversight, and guidance for the organization's regional human resources team. This position leverages deep subject matter expertise in operational human resources, along with leadership and business operations experience, to improve organizational effectiveness. The Sr. HR Director partners with the Senior Associate Medical Director of HR to provide advice and strategic support to WPMG leaders and HR professionals, with a primary focus on talent acquisition, talent development, and HR operations. The Sr. HR Director is responsible for identifying and accomplishing strategic talent-related goals, as well as developing, implementing, and evaluating effective and compliant human resources policies, procedures, and best practices. As the leader of the HR team, this position will provide leadership and guidance to the Talent Acquisition, HR Operations, and PLD teams to facilitate seamless integration of the services we offer in support of WPMG's strategic goals.

PRINCIPAL DUTIES & RESPONSIBILITIES

Responsibility

Description

Strategic Partnership

• Works with leaders within the KP Foundation to align strategies and find ways to leverage resources as we drive towards leading as one.
• Accountable for the creation and execution of workplace strategies. Executes long-term and mid-term WPMG goals supporting the vision of the EMD and the organization's strategic and operating plans and goals.
• Functions as a trusted strategic HR advisor to executive leaders regarding sensitive or critical people-related issues, including workforce planning, labor relations, change management, internal communication, organizational design, business ventures, business continuity, crisis management, and risk management.
• Partners with internal and external stakeholders on behalf of the HR team, including serving as an HR liaison with Health Plan HR leadership teams and other Permanente medical groups.
• Provides leadership in creating a culture predicated on trust, collegiality, and collaboration. Leads and/or works collaboratively with internal and external stakeholders on regional, high risk, high visibility, cross-organizational and/or cross-functional projects and initiatives.

Functional Leadership and Oversight

• Under the direction of the AMD of HR, develops and executes human resource strategy in support of the overall business plan and strategic direction of the organization.
• Provides strategic direction and oversight of assigned core Human Resources functions, which includes talent acquisition, engagement and retention, talent development, performance management, compliance training, workforce planning, and HR operations
• Develops and implements comprehensive HR programs and practices to optimize the care experience, streamline the care process, and spread industry best practices for medical practices.
• Meets WPMG compliance and code of conduct standards.
• Oversees and implements budget management strategies within WPMG HR

Team Leadership

• Provides overall supervision, leadership, and guidance to direct reports, including responsibility for hiring, performance evaluation and management, development, and termination, in accordance with company policy.
• Provides leadership in mentoring and developing direct reports and staff in a manner that emphasizes the importance of teamwork, collaboration, and the sharing of information, resources, and best practices.
• Models and promotes a culture of collegiality, engagement, ownership, compliance, and innovation.
• Leads with a focus on exemplary service, affordability, quality and empowerment of physicians and administrative professional employees.

HR Compliance

• Works with leaders, human resources stakeholders and legal counsel on a full range of employment law and HR matters, including providing day-to-day advice and counsel; managing HR compliance; developing HR processes; and facilitating related training.
• Develops, communicates, and interprets HR policies to support WPMG goals.
• Ensures that HR practices comply with regulatory requirements, internal policies, and relevant statutes

Risk Management:

• Provides guidance to regional leaders on sensitive, high risk, and/or complex initiatives that impact employees and escalated employee relations issues.
• Consistently anticipates, identifies, and provides timely evaluation of potential employment law risks.
• Advises Human Resources and other regional stakeholders of risks and develops and proposes mitigation strategies.
• Manages the process for presenting cases to the Board of Directors for possible adverse action.

Miscellaneous

• Responsible for ad hoc project management of periodic, long or short term assignments.
• Provides back-up to other team members.
• Responsible for course facilitation of select programs. May also serve as faculty, facilitator, and coach for other PMG collaborative leadership development programs.
• Other duties as assigned.

JOB SPECIFICATIONS

REQUIRED

DESCRIPTION

PREFERRED

Minimum:

BA in human resource management or related field, or equivalent of combined experience and education

Advanced degree in business administration, or a related field.

REQUIRED

DESCRIPTION

PREFERRED

Minimum:

5 years' experience directly related to the responsibilities listed above

Minimum requirement plus experience working with medical group and leadership

Four years of leadership experience

REQUIRED

DESCRIPTION

PREFERRED

Minimum:

None

PHR or SPHR

KNOWLEDGE/SKILL

DESCRIPTION

REQUIRED/PREFERRED

Champions Innovation and Change

• Ability to identify opportunities and generate ideas for change and innovation.
• Demonstrated ability to implement change initiatives and create sustainable improvement
• Superior critical thinking and analysis skills required
• Foster a continuous improvement culture

Required

Collaborates

• Builds productive rapport with key stakeholders
• Exceptional customer service and networking skills. Ability to work with high level leaders.
• Creates opportunities for teams to improve effectiveness and share information.
• Fosters an inclusive work environment.

Required

Communicates Effectively

• Clearly and concisely communicates verbally and in writing.
• Encourages, respectfully listens to and acknowledges diverse points of view.
• Develops shared knowledge to understand what type of and how much information to share for joint success.
• Clearly communicates roles, goals, and expectations to direct reports.

Required

Focuses on the Customer

Recognizes and resolves problems impacting customers in a timely and professional manner.

Sets and adjusts priorities to meet customers' needs.

Anticipates customer problems, proactively addresses issues.

Models the KP experience standards with staff and customers.

Required

Develops Self and Others

• Takes responsibility to build skills and capabilities to enhance performance.
• Learns from mistakes.
• Gives direct, constructive feedback to improve performance and grow capability.
• Effectively delegates, sharing responsibility with others, with sufficient structure, support and monitoring of progress.

Required

Drives for Results

• Thinks of ways to improve results and achieves excellence.
• Makes timely, effective day-to-day operational decisions.
• Clearly articulates desired results and connection to intended impact and purpose.
• Delegates decisions to lowest level possible and empowers others to perform.

Required

Takes Accountability

• Consistently meets commitments to customers, colleagues, and manager.
• Takes personal responsibility for own behaviors, results, and decisions.
• Engages fully in work, takes immediate and independent action when needed.

* Exhibits self-awareness and cultural agility.

Required