The KP Medical Foundation Vice President of HR reports to the Foundation CEO and the National SVP of Human Resources and works within the overall context of the Enterprise to ensure Kaiser Permanente is positioned to be the leader in the delivery of healthcare services in participating Markets, both existing and new. As a key member of the KP Medical Foundation Leadership Team, the Vice President of HR will be responsible for the execution of human capital strategies across KP Medical Foundation addressing highly complex issues that have high visibility in demanding internal and external environments. This position leads specific clinician human resources services related to professional development, recruiting, and total rewards strategy and design supporting 3,000+ clinicians employed by the participating Permanente Medical Groups. This HR Leader’s team also supports 100+ KP Medical Foundation employees as well as partners with the Market HR Leaders on implementing KP Foundation initiatives that impact participating Markets (Colorado and Washington). This position is responsible for integrating and executing multiple HR services in support of KP Medical Foundation strategies, as well as collaborating with National COE and Market HR partners, for participating markets, to lead human capital priorities. This position has responsibility for leading a team of human resources professionals who specialize in HR consulting, employee and labor relations, integrated disability management, organizational effectiveness, workforce planning, and systems/metrics. The team provides day-to-day strategic and tactical HR support to managers and employees in the KP Medical Foundation. This position serves primarily non-represented administrative, business and physician functions. This position may also engage in and support a variety of complex and routine labor relations activities. This position is responsible for human capital strategies supporting business transformation and the maturity of the KP Medical Foundation and new operating model and requires a high degree of HR strategy consulting, innovation, and execution. This position incorporates a broad generalist background in human resource management skills and expertise in strategic client partnership, including employee and labor relations, talent development, performance management, workforce development, culture design and change management, diversity and inclusion, conflict resolution, organizational change and restructuring, budgeting, compensation, and recruitment. This position is responsible to lead teams that provide clinician professional development and organization effectiveness, recruiting, and total rewards strategy and design services for the participating Permanente Medical Group (PMG) organizations. This position will be responsible to collaborate with PMG leaders to design and implement a new operating model that delivers consistent clinician services that are centrally led from the KP Medical Foundation to support participating Permanente Medical Group (PMG) organizations. This position is a key leader, thought partner and driver of business performance by proposing and directly managing the delivery of HR solutions to enable KP Medical Foundation strategies and business plans. This includes being an active and contributing member of the KP Medical Foundation Leadership Team.

• Provides visible leadership support to the successful development and launch of the KPMF through the required talent deployment, organizational structure design, and leadership culture creation.
• Builds and maintains a highly effective HR organization within the KP Medical Foundation including HR Business Partners, and Clinician Recruiting and Talent Acquisition, Clinician Professional Development and PMG Total Rewards strategy and design functions. Responsible for fostering an environment of accountability and performance across the HR function by establishing key performance metrics, performance goals and client assignments for the human resource function for the KP Medical Foundation. Provides strategic leadership and guidance to executive business leaders and teams in the implementation and management of human capital strategies in the execution of business initiatives. Ensures regular connection and communication with participating markets as strategy and programs are developed and implemented. Specifically, develops and implements human capital strategies for the KP Medical Foundation encompassing recruitment, retention, leadership development, talent and skills management, well-being support, culture shaping, and HR measurement to ensure that the organization has the people capabilities to deliver on business strategies.
• Leads the design, implementation, and on-going management of the Clinician Recruiting and Talent Acquisition, Clinician Professional Development and PMG Total Rewards strategy and design functions. Ensures operational delivery of clinician HR services that meet service level expectations and are compliant with national, state, and local regulatory requirements. Leads efforts to align and mature programs to achieve efficiency and operational consistency across participating Permanente Medical Groups.
• Leads strategy and design of the KPMF PMG Total Rewards Program. Partners with the KPMF Finance team to develop recommendations on Physician compensation and benefits design to include benchmarking, geographically based specialty compensation methodology and benefit design.
• Understands and identifies the human capital implications of the KP Medical Foundation, Market and PMG strategies and works closely with the participating Market HR teams to execute human capital strategy in a shared services operating environment supporting the Health Plan and Permanente Medical Groups.
• Understands and executes upon the unique human capital strategy needs of the KP Medical Foundation including talent acquisition strategies, retention needs, high performing team interventions to maintain a healthy and inclusive work environment and workforce planning activities to transition a program.
• Partners with senior leaders using organization strategies and methods to execute business strategies, improve operations and performance, and optimize roles and responsibilities.
• Consults with KP Medical Foundation and Permanente Medical Group leadership to understand talent strengths, gaps, and needs and develops workforce plans, succession management plans, career development plans, competency development and learning plans, and diversity and inclusion plans. Implements plans to drive employee engagement, retention, and performance.
• A key leader in ensuring the business achieves favorable labor relations outcomes and relationships with multiple unions and coalition-alliance resources. Coordinates with national labor relations, regional labor relations, legal, and communications stakeholders to consult on the strategy through execution in a matrix organizational delivery model that requires a high level of stakeholder engagement, communication, and coordination to align bargaining strategies and administration of contracts with the Market HR teams.
• Partners with cross functional teams of HR and COE professionals to deliver innovative and value-added HR services to complex issues and programs. Ensure alignment with national people strategies and programs.
• Leads and influences business leaders and key decision makers on business strategy issues related to workforce policies and practices.
• Designs and implements organizational change strategies, including change management and associated communications. Provides guidance on and works with business leaders to drive organizational changes in a way that preserves integrity of business needs and respects individuals impacted by the change.
• Coaches and counsel’s leaders on their accountability for creating an Employer of Choice and positive employee relations environment.
• Oversees strategic workforce planning, workforce management, managing redeployments and other actions impacting the workforce.
• Ensures a highly effective and productive employee relations environment.
• Develops business cases to ensure funding for implementation of workforce strategies and specific solutions. Defines and implements workforce planning strategies and processes which achieve short and long-term objectives to improve productivity as well as reduce costs.

• Minimum twelve (12) years of experience in leadership roles in Human Resources or in health services, business operations with a significant focus on human resources, or related discipline with cross-functional accountabilities and progressive levels of responsibility.

• Bachelor-s Degree in human resources, business, health services, or related fields.

• N/A

• Strong business acumen. Ability to navigate complex organizations and understand the operating, financial, and critical success factors of the business. Requires deep understanding of the business environments supported, including business strategies and functional/operational knowledge.
• Working knowledge of organization design, change management, succession management, workforce planning, employee relations, and labor relations methodologies and processes.
• Strong consultation skills and the ability to customize solutions to the needs of the organization.
• Strong influence skills and the ability to advise, recommend and persuade at all levels of the organization, especially senior and executive levels.
• Superior critical thinking, problem solving, and leadership skills.
• Prior experience leading and supporting multiple change initiatives.
• Superior client service skills, strong interpersonal skills, and excellent verbal and written communications. Significant generalist and organization consulting experience supporting senior level business executives and a diverse set of stakeholders in large, geographically dispersed operating models.
• Experience supporting clients in a complex union environment.
• Accomplished leader with acquiring talent, building large teams, and mentoring others, as well as successfully developing diverse, high-performance teams in highly complex environments.
• Experience in leading implementation of HR programs and supporting systems in shared services environment. Proven success supporting highly complex, enterprise-level strategic and operational initiatives on a national scale. Significant experience managing and supporting complex organizational business management initiatives.
• Strong labor relations experience required in contract administration and interpretation, day to day labor relations administration and experience preparing for and leading union negotiations as the chief company spokesperson. A high degree of labor relations and employment law expertise is required to navigate, consultant and provide the right HR consulting advice to client-s and business transformation plans impacting labor through new programs and operational strategies.

• Master-s degree in Organizational Development or related field preferred. Specialized training and/or certification in areas of change management and organization effectiveness a plus.
• Prior HR experience supporting care delivery or physician service functions preferred, and large program management experience, and HR shared services experience is preferred.

PrimaryLocation : Washington,Renton,Renton Administration - Baker

HoursPerWeek : 40

 

Shift : Day

 

Workdays : Mon - Fri

 

WorkingHoursStart : 08:00 AM

 

WorkingHoursEnd : 05:00 AM

 

Job Schedule : Full-time

 

Job Type : Standard

 

Employee Status : Regular

 

Employee Group/Union Affiliation : NUE Executives|NUE|Non Union Employee

 

Job Level : Executive/VP

 

Job Category : Human Resources,Human Resources & HRIS

 

Department : Po/Ho Corp - Medical Foundation - 0308

 

Travel : Yes, 15 % of the Time

 

Kaiser Permanente is an equal opportunity employer committed to a diverse and inclusive workforce. Applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, sexual orientation, national origin, marital status, parental status, ancestry, disability, gender identity, veteran status, genetic information, other distinguishing characteristics of diversity and inclusion, or any other protected status.