Director, Human Resources Business Partner, Sutter Health System Office

Sutter Health•Sacramento, CA

3d•$177,778 - $323,232•Hybrid

About The Position

This role will support four key areas for SHSO: Consumer and Brand, Philanthropy, External Affairs, and Corporate Development and Partnerships, driving alignment and impact across each function. Serves as a senior strategic advisor and thought partner to senior operational leaders, enabling business outcomes through integrated, data-informed people strategies. Operates in a consultative capacity, translating enterprise strategy into talent, engagement, and organization solutions that drive measurable impact across complex healthcare environments. Partners closely with senior operational leaders to shape people strategies that strengthen culture, patient outcomes, and workforce effectiveness, while aligning with financial and operational priorities. Drives strategic influence, anticipates workforce needs through proactive planning, leverages insights to align systems and talent initiatives to deliver meaningful results at the system and local levels, demonstrating strong strategic mindset and operational excellence. Plays a critical role in advancing Sutter Health’s human resource (HR) transformation by ensuring enterprise strategies are effectively applied within entity settings. As a trusted advisor, this role partners closely with operational leaders and key partners across human resources to elevate leadership capability, align talent solutions, strengthen engagement, drive labor outcomes, and lead change across dynamic, highly regulated environments, with a focus on adoption, sustainability, and long-term impact.

Requirements

Equivalent experience will be accepted in lieu of the required degree or diploma
Bachelor’s degree
10 years recent relevant experience.
Progressive HR experience, including senior HR business partner or HR leadership roles.
Demonstrated success partnering with senior operational leaders in complex, matrixed environments.
Experience in organizational effectiveness, engagement, workforce planning, leadership development, talent management, organization design / effectiveness, and change leadership.
Strong background collaborating with HR COEs in an enterprise or shared-services HR model.
Experience operating at a consultative, influence-based level without direct employee relations ownership.
Experience shaping proactive workforce and labor strategies to prevent escalation, reduce risk, and drive operational stability.
Experience leveraging HR data, metrics, and analytics to measure business outcomes and inform executive decision-making.
Working knowledge of state employment and labor environment sufficient for executive advisement (not case execution).
Expertise in organization design, succession planning, engagement strategy, and leadership development.
Expertise in leveraging data/insights to drive meaningful outcomes.
Possess business / financial acumen.
Knowledge of external labor, industry, and market trends to inform competitive people strategies.
Expertise in change management governance and guiding leaders through complex organizational transitions.
Executive-level presence with the ability to influence without authority.
Strategic thinker with strong clinical acumen.
Ability to synthesize complex information into clear, actionable guidance for leaders.
Enterprise mindset balanced with sensitivity to entity-specific operational realities.
Highly collaborative, consultative, and relationship-driven.
Demonstrated ability to drive alignment across multiple HR disciplines and enterprise initiatives.

Responsibilities

Serves as a senior strategic advisor and thought partner to senior operational leaders, enabling business outcomes through integrated, data-informed people strategies.
Operates in a consultative capacity, translating enterprise strategy into talent, engagement, and organization solutions that drive measurable impact across complex healthcare environments.
Partners closely with senior operational leaders to shape people strategies that strengthen culture, patient outcomes, and workforce effectiveness, while aligning with financial and operational priorities.
Drives strategic influence, anticipates workforce needs through proactive planning, leverages insights to align systems and talent initiatives to deliver meaningful results at the system and local levels, demonstrating strong strategic mindset and operational excellence.
Plays a critical role in advancing Sutter Health’s human resource (HR) transformation by ensuring enterprise strategies are effectively applied within entity settings.
Partners closely with operational leaders and key partners across human resources to elevate leadership capability, align talent solutions, strengthen engagement, drive labor outcomes, and lead change across dynamic, highly regulated environments, with a focus on adoption, sustainability, and long-term impact.