People Strategy Partner

Legacy Health•Portland, OR

5d•$55 - $82

About The Position

As a Legacy Health People Strategy Partner, you will advise and partner with senior leaders to tailor the People & Culture strategy to the unique needs of the business. The role stewards and supports integrated, innovative, and inclusive workforce solutions, providing business insight to People & Culture teams as they design practices, processes, and policies that support organizational priorities and a high-performing, diverse workforce. People Strategy Partners are assigned to entity or division executives, such as senior vice presidents, presidents, or vice presidents. Embedded in their assigned entity or division, they represent business needs to People & Culture leaders and subject matter experts, and represent People & Culture priorities within the business. The position combines business acumen, emotional and social intelligence, talent strategy, independent judgment, coaching, and the ability to communicate effectively across the organization. Legacy Health is a large nonprofit integrated health system with seven hospital campuses serving Oregon and Southwest Washington, including a full-service children's hospital and a behavioral health emergency services facility.

Requirements

At least seven years of diverse, progressively responsible experience as an HR or operational leader and/or across multiple HR functional areas, such as organizational development, engagement, leadership development, talent management, talent acquisition, employee relations, or total rewards.
Proven experience leading or deploying DEI strategies and priorities.
Bachelor’s degree in human resources, business administration, or a related field, or equivalent applicable experience; relevant experience may substitute for educational requirements.
Ability to develop and customize a comprehensive People & Culture (HR) strategy for a division, entity, or business unit.
Ability to use data, analysis, and insights to inform strategic priorities and opportunities.
Ability to balance demands from multiple stakeholders and potentially competing priorities.
Independent judgment and the ability to maintain balanced, trusted relationships.
Strong business acumen.
Tact and diplomacy when working with diverse stakeholders, including employees, leaders, executives, vendors or consulting partners, and regulatory agencies.
Ability to communicate ideas, plans, and directions effectively in writing and verbally.
Strategic systems thinking and ability to identify practical and business implications of policies and practices.
Ability to balance innovation with pragmatism.
Presentation and/or advanced facilitation skills.
Demonstrated leadership and strategic skills in an integrated HR model.

Nice To Haves

Master’s degree preferred.
SPHR or SHRM-SCP certification preferred.

Responsibilities

Customize the organization’s People & Culture strategy to meet the needs of the assigned entity or division, and represent People & Culture priorities there.
Serve as a trusted advisor and internal coach to assigned executives on workforce engagement, talent planning, and strategic workforce matters.
Support executives in deploying People & Culture processes, practices, and policies within their entities or divisions.
Partner with People & Culture functional areas and leaders to develop and deploy integrated solutions for business priorities.
Work with People & Culture leaders and subject matter experts to shape workforce strategies and solutions aligned with the organization’s mission, strategic priorities, and diverse workforce.
Monitor and leverage internal and external workforce data to guide responsive workforce solutions.
Participate in virtual People & Culture teams addressing areas including organizational design and growth, DEI, workforce engagement, total rewards, employee experience, and talent management.
Extend the work of People & Culture subject matter experts to support team development, change management, engagement, DEI, and talent management solutions.
Partner with the DEI vice president and team to support and deploy DEI strategies and initiatives in the assigned entity or division.
Partner with executives to ensure system-level DEI strategies are understood, prioritized, and implemented in the assigned entity or division.
Partner with the Talent Planning Director to apply succession, career, and onboarding solutions, particularly for executive leadership, and serve as the primary onboarding coach for new executives in the assigned entity or division.
Partner with the Talent Acquisition Director and team to forecast capabilities and resources based on succession and talent plans and capability gaps, and support timely filling of key positions internally or externally.
Partner with the OD & Engagement Director and team on the workforce engagement survey, data interpretation, and deployment of best practices.
Use emotional and social intelligence in stressful or high-pressure situations, advise on and facilitate sensitive issues, and involve Employee Relations when significant employee or management issues require objective and independent resolution.