VP of Human Potential Operations

MultiCare Health System•Tacoma, WA

About The Position

Join a team that shares your calling At MultiCare, you’re more than just a job title — you’re part of a team built on trust that cares for each other, our patients and our communities. Belonging here means living our mission and values every day. If your purpose and passions align with ours, you’ll find a place to grow, do meaningful work and build a career you love in a community that feels like home. FTE: 1.0, Shift: Days, Schedule: Business Hours The Pay Scale is $325,000 to $418,000 Position Summary The Vice President of Human Potential Operations serves as a senior leader responsible for the strategy, governance, and execution of HR operational functions across a large, multi state healthcare organization. As a core member of the HR Leadership Team, this role provides enterprise wide leadership for HR systems, service delivery, operational compliance, workforce data and analytics, and the responsible use of emerging technologies, including artificial intelligence, to improve HR processes and the employee experience. The VP of HR Operations partners closely with Finance, Information Technology, Legal, and business unit leaders to deliver scalable, compliant, and innovative HR operational services that support caregivers, leaders, and patients across diverse geographies, regulatory landscapes, and a unionized workforce environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
10+ years of progressive HR experience, including senior leadership responsibility for HR operations in a large, complex organization.
7 years of progressively responsible management experience
Proven experience leading HR operations in a multi‑state, highly regulated environment.
Demonstrated expertise with HRIS platforms (preferably Workday) and HR service delivery tools such as ServiceNow.
Experience operating within a unionized workforce environment.
Strong cross‑functional partnership experience with Finance, IT, Legal, and business leaders.
Deep understanding of HR compliance, governance, and risk management.

Nice To Haves

Master’s degree in Human Resources, Business Administration, or a related discipline.
Healthcare industry experience.
Professional certifications (SPHR, SHRM‑SCP, or equivalent).
Experience leading HR digital transformation, shared services, or AI‑enabled operational initiatives.
Experience leading in a union environment.

Responsibilities

Enterprise HR Operations Leadership: Lead and develop a high‑performing team of professionals responsible for HR Operations, including HRIS (Workday), ServiceNow, HR service delivery, compliance‑related departments, and process optimization functions.
Establish a consistent, efficient, and employee‑centered HR operational model across all regions, facilities, and business units.
Drive standardization of HR processes, procedures, and controls while enabling flexibility to address local, state, and union‑specific requirements.
HR Technology, Automation, and AI Enablement: Provide executive oversight of Workday operations, including data integrity, business process design, role security, integrations, and continuous optimization.
Lead ServiceNow HR Service Delivery strategy, leveraging workflow automation, knowledge management, and self‑service capabilities to improve responsiveness and employee experience.
Identify, evaluate, and responsibly implement artificial intelligence (AI) and automation solutions to enhance HR operations, including: Improving employee and leader experience through intelligent self‑service, virtual assistants, and proactive issue resolution. Streamlining HR processes such as case management, data validation, reporting, policy guidance, and transaction processing. Enhancing workforce insights through predictive analytics, trend identification, and advanced reporting.
Partner closely with Information Technology to ensure AI and automation solutions align with enterprise architecture, cybersecurity standards, data privacy requirements, and responsible use principles.
Compliance, Risk, and Governance: Oversee HR operational compliance functions, ensuring adherence to federal, state, and local employment laws, healthcare regulations, and internal policies.
Ensure AI‑enabled tools and automated processes comply with regulatory, ethical, and data governance standards.
Maintain audit readiness and strong internal controls related to HR transactions, systems, reporting, and data governance.
Support operations within a union environment, including compliance with collective bargaining agreements and collaboration with Labor Relations teams.
Cross‑Functional Partnership: Serve as a key HR liaison to Finance, IT, Legal, and business unit leadership to align workforce operations, technology investments, budgeting, and reporting.
Partner with Finance on accurate workforce data, headcount management, labor cost controls, and analytics‑driven decision support.
Collaborate with business leaders to ensure HR operational services, technology, and AI‑enabled solutions meet operational and frontline workforce needs.
Metrics, Analytics, and Continuous Improvement: Provide enterprise leadership for HR metrics, dashboards, and performance reporting across all HR operational functions.
Leverage data, analytics, and AI‑supported insights to identify process improvements, service enhancements, and workforce trends.
Establish service level standards and continuously improve HR operations using data‑driven, Lean, or other structured improvement methodologies.
HR Leadership Team Contribution: Serve as an active member of the HR Leadership Team, contributing to enterprise HR strategy and transformation initiatives.
Provide operational leadership and governance across HR teams to ensure alignment on metrics, processes, procedures, and compliance standards.
Mentor and develop HR leaders and teams to build scalable, future‑ready capabilities.