Director, HRBP, SOM

Oregon Health & Science University•Portland, OR

18h•Onsite

About The Position

The Director, Human Resources Business Partner (HRBP) serves as an HR leader responsible for aligning human resources strategy with the clinical, academic, and research missions of a university academic medical center. This role leads a team of HR Business Partners and provides executive-level consultation to academic and clinical leaders on workforce strategy, organizational design, talent management, employee relations, and performance management. Operating with an enterprise, cross-functional mindset, the Director builds strong, collaborative relationships across departments, mission areas, and HR centers of excellence to ensure people strategies are integrated and aligned with institutional priorities and healthcare operational requirements. Through consistent, hands-on, in-person engagement within departments and clinical units, the Director assesses organizational health, leadership effectiveness, team dynamics, and workforce challenges. Using direct observation, leader consultations, and employee listening sessions, the Director evaluates the work environment to inform practical, data-informed human capital solutions. The Director partners closely with HR Centers of Excellence (COEs) to translate assessment findings into targeted interventions, including organizational design adjustments, leadership coaching, workforce planning, engagement strategies, and change management initiatives. The role actively facilitates cross-functional collaboration among COEs and operational leaders to ensure integrated solutions that improve employee experience, strengthen leadership capability, enhance team effectiveness, and advance strategic institutional goals, including those tied to quality, safety, and service excellence in care environments.

Requirements

Bachelor’s degree in HR, business, or related field or equivalent experience.
6 years of HR experience with at least 3 years in an HRBP or equivalent role.
3 years progressive leadership experience leading teams and programs.
Demonstrated experience supporting senior leaders in complex, matrixed organizations (e.g., healthcare, higher education, or public sector environments).
Knowledge of employment law, HR policies, and workforce governance frameworks.
Strategic HR consulting and business partnership
Workforce planning and organizational design
Employee and labor relations collaboration
Talent management and total rewards integration
Data-driven decision-making and analytics
Executive communication and stakeholder influence
Team leadership and talent development
Equity, inclusion, and governance orientation

Nice To Haves

Master’s degree (MBA, MHA, MPA, MS HR/OD, or related field)
Academic healthcare industry experience is helpful but is not required.
Experience with heavily unionized workforce environments.
Society for Human Resources Management Certified Professional (SHRM-CP), or Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP).

Responsibilities

In partnership with executive leadership, engages directly and in person with clinical, academic, and operational leaders to diagnose, translate, and define current and future business needs into an integrated strategic HR plan aligned with long-term organizational priorities.
Maintains an active on-site presence to understand operational realities and workforce dynamics, focusing on strategic issues that drive growth, performance, and competitiveness.
Leverages COE and shared services partnerships to address identified issues, facilitating in-person working sessions and on-site strategy discussions to ensure solutions are practical, coordinated, and responsive to evolving organizational needs.
Drives strategic initiatives as a proactive and valued member of the leadership team, adjusting strategy based on real-time organizational feedback.
Responsible for assigned mission HR oversight and, where applicable, serves as executive sponsor of local talent strategies, providing hands-on, on-site leadership support to ensure execution of HR strategic and operational plans.
Contributes to functional and cross-functional initiatives through direct engagement with leaders, managers, and employees.
Serves as a consultant—most frequently on strategy execution, organizational change, talent management, employee engagement, retention, and performance management—by meeting in person with leaders and teams to understand operational drivers and applying human capital strategies that support achievement of organizational goals.
Oversees reorganization efforts, including partnering with Employee Relations to execute transition plans associated with reductions in force, outsourcing, and regionalization initiatives, with a visible on-site presence to support leaders and employees through change.
Partners with Talent Management to develop organizational development solutions.
Assesses organizational capabilities through in-person leadership consultations, team assessments, and workforce discussions, identifying competency and talent gaps and supporting succession planning aligned with future performance needs.
Serves as a strategic partner on escalated employee relations matters, engaging directly with leaders and employees to facilitate resolution.
Serves as a strategic change agent, demonstrating the ability to influence, negotiate, and gain buy-in at all levels.
Leads in-person change management sessions, leadership briefings, and employee forums, tracking early indicators that may impact successful adoption and sustainability of change initiatives.
Coaches executive leadership through complex change in real time.
Advances Diversity, Equity, and Inclusion outcomes at all levels through hiring, development, and promotion practices, partnering directly with leaders, ERGs, and employees in on-site discussions and listening sessions to strengthen inclusive practices and employee experience.