Description
Job Summary:
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.
Essential Responsibilities:
- 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 strategi
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