VP - HR Strategic Initiatives and HR Business Partners

University of California San Francisco•San Francisco, CA

3d•Hybrid

About The Position

Along with the CHRO, this role is the chief integration point for all UCSF corporate strategy initiatives as they relate to the organization's people/talent. Given the high growth phase of UCSF Health, this role is responsible for strategically aligning the organization-wide growth initiatives to the employee experience and UCSF's employee lifecycle. This role will also partner with senior leadership to translate the work products of external consultants to what our internal talent needs to drive operationally to realize the full potential of those consulting engagements. Leadership development and leader expectations setting is key to achieving these results. Partners with senior executives to establish strategic plans and objectives for leadership development, organizational effectiveness, strategic planning, and all initiatives related to the talent in the organization. Partners across all UCSF Health and Campus leadership to gain alignment and set direction related to these talent initiatives. Makes decisions on organizational consulting matters and ensures achievement of objectives. Responsible for managing and directing organization-wide People Strategy programs. Reviews and approves recommendations for operational planning and control. Erroneous decisions will have a serious impact on the overall success of the organization. Responsible for departmental results, including costs, allocation of resources, methods and staffing. Manages the organization-wide UCSF Leadership Development Initiative and Strategic Business Partner Program. Identifies functional objectives for the organization, and determining the resources necessary to achieve those objectives. Under the general guidance of the SVP/AVC HR and SVP Chief Strategy Officer, leads the UCSF Leadership Development initiative for UCSF Health and Campus. Defines strategic plan and operationalizes how leadership and management will develop for today as well as into the future. Leads and supports the planning and implementation of the broader People Strategy P rovides leadership and influence cross-functionally in defining development components Works with Senior Executives, Talent Management, L&OD, Training Stakeholders, Leadership Institute, UDAR Development Team, and Office of Opportunity and Outreach Defines how all UCSF development is mapped into this initiative Assesses the need to define broader UCSF Leader of the Future and defines Competencies on which all training and development will be based Leader Development alignment and distinctions for both Health and Campus – While the overarching approach will be the same, there will be two sub-strategies reflecting operational differences in Health and Campus goals and structure Partner with Strategy SVP and outside vendor to scope project team given limited internal resourcing. In partnership with the CHRO and the HR leadership team, define how all components of the People Strategy will be operationalized across the organization. The activation of each pillar of the People Strategy will have an integration plan that spans across strategy, communications, PR, Leadership Development, and other key stakeholders as identified. Oversees the HR Strategic Business Partner function to partner with top leaders of UCSF to plan, develop and execute effective talent solutions that meet the strategic needs of the business, academic, research and patient care missions. Employs an evidence based approach to identify key opportunities across UCSF that are focused on workforce planning, labor optimization and mid-to-longer term talent management strategies Serves as a trusted advisor to senior leaders for optimizing their leadership effectiveness, the team’s cohesiveness, and consulting on effective business decision-making, particularly related to the human capital assets of the organization Closely partners with the Directors of Talent Acquisition, Compensation, Learning and Organizational Development and Labor and Employee Relations in the planning, development and execution of talent solutions.

Requirements

10 years of experience leading HR Business Partner teams to lead and deploy talent strategies or equivalent related leadership experience.
Advanced skills in strategy development, systems planning and change management.
Excellent ability to establish metrics for department and employee goals which measure effectiveness of contributions to efficient operations of department.
Excellent leadership abilities to oversee multiple functions or departments through subordinate managers.
Excellent skills to work collaboratively and act persuasively in sensitive situations; skills in conflict management techniques.
Able to interpret and communicate, both verbally and in writing, highly complex, and often highly technical information in a clear and concise manner.
Demonstrated ability to handle extremely difficult or volatile situations/ individuals effectively.
Advanced knowledge of organizational theory and ability to translate into practice and advanced knowledge of organizational consulting.
Advanced project management skills.
Skills in establishing and implementing customer service standards.
Ability and prior experience with studying large scale organizational problems through data analysis, observations and feedback to understand root causes.
Deep experience employing an evidence-based approach to talent solutions and workforce planning.
Excellent management skills that include collaboration, coaching and developing subordinates; ability to build relationships.
Able to attract, develop, engage and retain staff.
Demonstrated ability to execute strategies to address an identified problem.
Ability to gain credibility with all levels of leadership.
Ability to build trusting and productive relationships with peers and colleagues.
Experience and demonstrated success leading HR strategy in partnership with C-suite/senior executives.
Bachelor's degree in related area and / or equivalent experience / training.

Nice To Haves

Advanced degree preferred.

Responsibilities

Partners with senior executives to establish strategic plans and objectives for leadership development, organizational effectiveness, strategic planning, and all initiatives related to the talent in the organization.
Partners across all UCSF Health and Campus leadership to gain alignment and set direction related to these talent initiatives.
Makes decisions on organizational consulting matters and ensures achievement of objectives.
Responsible for managing and directing organization-wide People Strategy programs.
Reviews and approves recommendations for operational planning and control.
Manages the organization-wide UCSF Leadership Development Initiative and Strategic Business Partner Program.
Identifies functional objectives for the organization, and determining the resources necessary to achieve those objectives.
Leads the UCSF Leadership Development initiative for UCSF Health and Campus.
Defines strategic plan and operationalizes how leadership and management will develop for today as well as into the future.
Leads and supports the planning and implementation of the broader People Strategy
Oversees the HR Strategic Business Partner function to partner with top leaders of UCSF to plan, develop and execute effective talent solutions that meet the strategic needs of the business, academic, research and patient care missions.
Serves as a trusted advisor to senior leaders for optimizing their leadership effectiveness, the team’s cohesiveness, and consulting on effective business decision-making, particularly related to the human capital assets of the organization
Closely partners with the Directors of Talent Acquisition, Compensation, Learning and Organizational Development and Labor and Employee Relations in the planning, development and execution of talent solutions.

Benefits

To learn more about the benefits of working at UCSF, including total compensation, please visit: https://ucnet.universityofcalifornia.edu/compensation-and-benefits/index.html

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