Vice President - Human Resources, Northwest/Oregon Market

This position has overall responsibility for the execution of the people strategy across the region impacting approximately 12,000 employees. Oversees and directly manages the delivery of HR solutions to the business, including\: people strategy, culture design and change management, team effectiveness, workforce planning, succession management, learning strategy, diversity and inclusion, employee wellness, employee relations, and labor relations. Has indirect responsibility for operational HR functions such as talent acquisition, training and national learning programs, and total rewards (compensation and benefits).

• Responsible for the development, implementation and management of a comprehensive people strategy that positions the KP Northwest region to achieve their vision of being the employer and health care provider of choice throughout their state.
• Participate as a member of the National HR Leadership Team in the development, implementation, monitoring and completion of HRs strategic plan.
• Provide strategic leadership and guidance to executive/senior leadership related to the implementation and management of the people strategy.
• Understand and identify the people implications of regional/functional strategies; leads the collaborative development of the annual people strategy.
• Partner with senior leaders using organization strategies and methods to execute business strategies, improve operations and performance, and optimize roles and responsibilities.
• Provide strategic leadership and guidance to teams on the implementation of strategy, business initiatives, and organizational and cultural changes for leadership alignment, change leadership, stakeholder and employee engagement, large scale program design, organization performance, and communications.
• Provide strategic leadership and guidance to teams on the implementation of programs to maximize the value and return on the development investment, and programs to develop, grow, and maintain knowledge capital.
• Measure and analyze effectiveness of people strategy initiatives and identify opportunities for continuous improvement.
• Consult with business leadership to understand talent strengths, gaps and needs and develop workforce plans, succession management plans, career development plans, competency development and learning plans, diversity and inclusion plans; implement plans to drive employee engagement, retention and performance.
• Oversee strategic workforce planning and workforce management, managing redeployments and other actions impacting the workforce.
• Ensure a highly effective and productive employee relations environment, working with methods and frameworks established at the national level.
• Effectively negotiate regional and local labor agreements under the framework of the National Labor Relations Strategy.
• Participate in National Bargaining processes.

This position has overall responsibility for the execution of the people strategy across the region impacting approximately 12,000 employees. Oversees and directly manages the delivery of HR solutions to the business, including\: people strategy, culture design and change management, team effectiveness, workforce planning, succession management, learning strategy, diversity and inclusion, employee wellness, employee relations, and labor relations. Has indirect responsibility for operational HR functions such as talent acquisition, training and national learning programs, and total rewards (compensation and benefits).

• Responsible for the development, implementation and management of a comprehensive people strategy that positions the KP Northwest region to achieve their vision of being the employer and health care provider of choice throughout their state.
• Participate as a member of the National HR Leadership Team in the development, implementation, monitoring and completion of HRs strategic plan.
• Provide strategic leadership and guidance to executive/senior leadership related to the implementation and management of the people strategy.
• Understand and identify the people implications of regional/functional strategies; leads the collaborative development of the annual people strategy.
• Partner with senior leaders using organization strategies and methods to execute business strategies, improve operations and performance, and optimize roles and responsibilities.
• Provide strategic leadership and guidance to teams on the implementation of strategy, business initiatives, and organizational and cultural changes for leadership alignment, change leadership, stakeholder and employee engagement, large scale program design, organization performance, and communications.
• Provide strategic leadership and guidance to teams on the implementation of programs to maximize the value and return on the development investment, and programs to develop, grow, and maintain knowledge capital.
• Measure and analyze effectiveness of people strategy initiatives and identify opportunities for continuous improvement.
• Consult with business leadership to understand talent strengths, gaps and needs and develop workforce plans, succession management plans, career development plans, competency development and learning plans, diversity and inclusion plans; implement plans to drive employee engagement, retention and performance.
• Oversee strategic workforce planning and workforce management, managing redeployments and other actions impacting the workforce.
• Ensure a highly effective and productive employee relations environment, working with methods and frameworks established at the national level.
• Effectively negotiate regional and local labor agreements under the framework of the National Labor Relations Strategy.
• Participate in National Bargaining processes.

• Minimum of ten (10) years leadership experience in a highly complex and/or highly unionized environment

• Bachelors Degree in Human Resources, Business or related discipline.

• N/A

• Progressive human resources leadership experience with at least 5 years in a comparable leadership position.
• Accomplished leader in developing large teams and mentoring others, as well as successfully developing diverse, high-performance teams in highly complex environments
• Requires deep understanding of the business environment he/she supports, including business strategy and functional/operational knowledge
• Working knowledge of organization design, change management, succession management, workforce planning, employee relations, and labor relations methodologies and processes
• Strong consultation skills and the ability to customize solutions to the needs of the organization
• Strong ability to partner; collaborates with and orchestrates the work effort of HR Functional Strategy leaders to design customized HR solutions to meet business challenges
• Superior critical thinking, problem solving, communication, and leadership skills
• Accomplished leader in developing organizations and mentoring others, as well as successful in developing diverse high-performance teams
• Superior client service skills, strong interpersonal skills, and excellent verbal and written communications.

• Minimum of fifteen (15) years of HR experience with an insurance company, managed care organization or customer services organization strongly preferred
• Masters degree is preferred

• Minimum of ten (10) years leadership experience in a highly complex and/or highly unionized environment

• Bachelors Degree in Human Resources, Business or related discipline.

• N/A

• Progressive human resources leadership experience with at least 5 years in a comparable leadership position.
• Accomplished leader in developing large teams and mentoring others, as well as successfully developing diverse, high-performance teams in highly complex environments
• Requires deep understanding of the business environment he/she supports, including business strategy and functional/operational knowledge
• Working knowledge of organization design, change management, succession management, workforce planning, employee relations, and labor relations methodologies and processes
• Strong consultation skills and the ability to customize solutions to the needs of the organization
• Strong ability to partner; collaborates with and orchestrates the work effort of HR Functional Strategy leaders to design customized HR solutions to meet business challenges
• Superior critical thinking, problem solving, communication, and leadership skills
• Accomplished leader in developing organizations and mentoring others, as well as successful in developing diverse high-performance teams
• Superior client service skills, strong interpersonal skills, and excellent verbal and written communications.

• Minimum of fifteen (15) years of HR experience with an insurance company, managed care organization or customer services organization strongly preferred
• Masters degree is preferred

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