Vice President Jobs

About The Position

Requirements

• Expert knowledge of organizational processes, protocols, and procedures, with demonstrated ability to apply institutional knowledge to complex and sensitive workforce matters.
• Advanced strategic thinking and executive consulting skills, including framing systemic issues, evaluating complex options and tradeoffs, and guiding senior leaders toward workable strategies and solutions.
• Expert knowledge of HR strategy and practices, including talent management, workforce planning, organization effectiveness, employment practices, labor and employee relations, compensation, learning and development, and related workforce programs.
• Advanced business acumen and ability to connect business, operational, and financial priorities to enterprise workforce and talent strategies.
• Advanced analytical, problem-solving, and evidence-based decision-making skills, including integrating complex workforce and business data, developing insights, and formulating recommendations with organization-wide impact.
• Advanced consulting, relationship-building, negotiation, and influencing skills, with the ability to build alignment and achieve solutions among senior stakeholders across complex organizational boundaries.
• Highly developed written, verbal, and presentation skills for advising executives, communicating complex or sensitive information, and influencing sustained organizational change.
• Demonstrated ability to lead highly significant, complex engagements and enterprise initiatives from strategy through implementation, including work with limited precedent and substantial consequences of success or failure.
• Ability to navigate complex organizations and operate with a high degree of autonomy, discretion, and judgment in difficult, sensitive, or volatile situations.
• Expert knowledge of HR information systems and related business technology, with the ability to use systems and data to support workforce analysis and strategic decision making.
• 10+ years of progressively responsible strategic human resources experience, or an equivalent combination of training, experience, and demonstrated success leading complex strategic HR and workforce initiatives.
• Bachelor's degree in a related area and/or equivalent experience or training.

Nice To Haves

• Strategic human resources experience in a complex healthcare, academic health, higher education, or similarly complex environment.
• Advanced degree in human resources, business, organizational development, healthcare administration, or a related field.
• HR Business Partner Certification.
• Executive Coaching Certification.

Responsibilities

• Serve as a strategic advisor to senior executives, understand enterprise and business strategy and translate business priorities into workforce implications and strategic action.
• Advise senior executives on complex and sensitive workforce, organization, leadership, and talent matters; frame systemic issues, evaluate options and tradeoffs, and influence executive decisions.
• Develop and drive comprehensive, outcomes-based talent and workforce strategies aligned with business and enterprise priorities, and steer implementation across organizational and HR boundaries.
• Assess current and future workforce needs, identify critical talent and capability gaps, and formulate strategies to address them.
• Partner with senior leadership and analytical functions to identify labor optimization opportunities, evaluate workforce scenarios, and improve the value and sustainability of labor investment.
• Diagnose complex organization and workforce issues and lead strategies to improve organizational design, leadership and team performance, ways of working, engagement, and culture.
• Lead change on significant transformations by anticipating barriers and aligning leaders and stakeholders around implementation.
• Integrate HR, workforce, operational, and business data to identify risks and opportunities, generate enterprise-level insights, and provide strategic recommendations.
• Lead analysis of complex issues involving labor productivity, workforce optimization, organizational health, and mid- to long-range talent strategy, and establish measures to assess impact.
• Provide strategic direction across HR functional areas to align services, programs, policies, and interventions with organization-wide priorities.
• Mobilize and coordinate expertise across Talent Acquisition, Compensation, Learning and Organization Development, Labor and Employee Relations, and other HR functions to resolve multifaceted challenges and deliver cohesive solutions.
• Advise senior leaders on leadership effectiveness, succession, talent movement, and development priorities; partner with HR experts to strengthen leadership pipelines and succession strategies for critical roles.
• Represent Human Resources on high-level UCSF Health and University committees, task forces, and cross-organizational initiatives.
• Lead or contribute to critical initiatives requiring workforce strategy, organizational alignment, sensitive negotiations, or coordinated enterprise action.
• Identify and frame systemic workforce issues and influence approaches, practices, and policies with broad organizational impact; build senior stakeholder alignment and brief leaders on current and emerging workforce issues.
• Undertake other responsibilities and critical strategic projects as assigned.