AVP HR Benioff Children's Hospitals

University of California, San Francisco•San Francisco, CA

About The Position

The AVP HR Benioff Children's Hospitals serves as a lead strategist and senior executive advisor on workforce, organization, leadership, and talent matters. The role applies deep institutional knowledge and business acumen to advise on strategic planning, policy development, communications, and complex organizational issues, and represents Human Resources with senior stakeholders and constituencies across UCSF Health and the University. The position develops and drives enterprise talent and workforce strategies, assesses current and future workforce needs, and leads organizational effectiveness and change efforts. It integrates workforce, operational, and business data to develop strategic insights and recommendations, coordinates expertise across HR functions, and leads or contributes to critical enterprise initiatives. The role operates with substantial autonomy and judgment, including on sensitive matters with limited precedent and significant organizational impact.

Requirements

Expert knowledge of organizational processes, protocols, and procedures, and ability to apply institutional knowledge to complex and sensitive workforce matters.
Advanced strategic thinking and executive consulting skills, including framing systemic issues, evaluating complex options and tradeoffs, and guiding senior leaders toward workable strategies and solutions.
Expert knowledge of HR strategy and practices, including talent management, workforce planning, organization effectiveness, employment practices, labor and employee relations, compensation, learning and development, and related workforce programs.
Advanced business acumen and ability to connect business, operational, and financial priorities to enterprise workforce and talent strategies.
Advanced analytical, problem-solving, and evidence-based decision-making skills, including integrating complex workforce and business data and developing organization-wide recommendations.
Advanced consulting, relationship-building, negotiation, and influencing skills, including building alignment and achieving solutions among senior stakeholders across complex organizational boundaries.
Highly developed written, verbal, and presentation skills for advising executives, communicating complex or sensitive information, and influencing sustained organizational change.
Demonstrated ability to lead highly significant, complex engagements and enterprise initiatives from strategy through implementation, including work with limited precedent and substantial consequences of success or failure.
Ability to navigate complex organizations and operate with a high degree of autonomy, discretion, and judgment in difficult, sensitive, or volatile situations.
Expert knowledge of HR information systems and related business technology, and ability to use systems and data for workforce analysis and strategic decision-making.
10+ years of progressively responsible strategic human resources experience, or equivalent combination of training, experience, and demonstrated success leading complex strategic HR and workforce initiatives.
Bachelor's degree in a related area and/or equivalent experience or training.

Nice To Haves

Strategic human resources experience in a complex healthcare, academic health, higher education, or similarly complex environment.
Advanced degree in human resources, business, organizational development, healthcare administration, or a related field.
HR Business Partner Certification.
Executive Coaching Certification.

Responsibilities

Serve as a strategic advisor to senior executives, understand enterprise strategy and operating priorities, and translate business priorities into workforce implications and strategic action.
Advise senior executives on complex and sensitive workforce, organization, leadership, and talent matters; frame systemic issues, evaluate options and tradeoffs, and influence executive decisions.
Develop and drive outcomes-based talent and workforce strategies aligned with business and enterprise priorities, with actions and measures to improve talent, organizational structure, leadership capability, workforce processes, and culture.
Assess current and future workforce needs, identify talent and capability gaps, and partner with leaders and analytical functions on workforce scenarios and labor optimization.
Diagnose organizational and workforce issues and lead strategies to improve organizational design, leadership and team performance, ways of working, engagement, and culture; lead significant change efforts.
Integrate HR, workforce, operational, and business data to identify risks and opportunities, produce strategic recommendations, analyze labor productivity and organizational health, and establish measures of impact.
Provide strategic direction across HR functions and coordinate expertise across Talent Acquisition, Compensation, Learning and Organization Development, Labor and Employee Relations, and other HR areas.
Advise senior leaders on leadership effectiveness, succession, talent movement, and development priorities; partner with HR experts to strengthen leadership pipelines and succession strategies.
Represent Human Resources on high-level UCSF Health and University committees, task forces, and cross-organizational initiatives; lead or contribute to critical initiatives and sensitive negotiations.
Identify systemic workforce issues and influence the development, interpretation, and implementation of approaches, practices, and policies with broad organizational impact; align senior stakeholders and brief them on workforce issues.
Perform other responsibilities and critical strategic projects as assigned.