- Conceptualizes and builds comprehensive frameworks to develop talent. Leads strategically through data analysis and planning; translates business strategy and business needs into a workforce plan that includes learning and development goals, programs, and solutions. Must be able to conceptualize and build comprehensive yet concise frameworks for developing talent.
- Creates, plans, and directs staffing, sourcing, and retention strategies and works to position the organization as an employer of choice.
- Creates and implements initiatives focused on enhanced success of change efforts in a dynamic organization.
- In partnership with Total Rewards, develop recognition programs and create a strategy to drive the right behaviors, celebrate our best and our brightest, and enhance engagement.
- Lead the company's engagement survey, activate participation, proactively analyze data and trends, and develop and share the story to drive action.
- Evolve, refine, and own OHSU's Diversity, Equity, and Inclusion strategy in partnership with the CPO, DEI Council, and Senior Leadership.
- Focus on employee engagement through key drivers, metrics, and action planning involving a broad group of interested parties.
- Identify the metrics and processes that will help us measure progress and accountability related to DEI and engagement.
- Partner with Talent Acquisition, Marketing, and Business leaders to build an employer brand that resonates with diverse candidates and is customized to local contexts.
- Partner with the Learning & Development team to define and launch DEI-focused learning experiences throughout the organization.
- Partner with executives/leadership and HRBPs to design and report on function-specific engagement and DEI action plans based on quantitative & qualitative data.
- Partner with our CCAG, DEI Council, and employee resource groups to ensure we are amplifying and advocating for underrepresented voices.
- Produces meaningful metrics and talent dashboard to assess and align strategies to business needs and outcomes.
- Provides consulting support, expertise, and assistance to internal business leaders and HR partners in the areas of performance management, performance solutions, talent development, leadership development, and related HR best practices to help managers improve their group's performance.
- Elevates executive presence and influencing skills to collaborate with executives in a coaching capacity and to engage in the development/delivery of development programs and culture needs.
- Partners with the Senior Leadership Team and Chief People Officer on the continual refinement and strategy around culture and employee engagement.
Education:
- Bachelor's degree or equivalent experience in a related field.
Experience:
- 8 years or more comprehensive experience in progressive Human Resources' roles
- 4 years in a healthcare or higher education setting
- Understands key levers and drivers of human capital development processes in healthcare/higher education operations.
- Demonstrated experience designing and delivering solutions related to opportunity improvement.
Job Related Knowledge, Skills and Abilities:
- Capacity to align mobility initiatives with long-term business objectives.
- Professional agility and willingness to stay current on emerging industry trends and best practices.
- Knowledge of issues related to Diversity, Equity, and Inclusion and strategies for advancing Anti-Racism and inclusion in workplace mobility.
- Data analysis to identify workforce trends, business needs, and opportunities for employee mobility.
- Leading and influencing in matrixed environments.
- Developing and leading teams to drive strategic initiatives in healthcare and/or higher education settings.
- Use of project management tools and techniques.
- Change leadership that helps individuals more quickly and fully adapt to and internalize a culture of career growth.
- Strong ability to communicate with and inspire participation from diverse audience in both written and oral formats.
- Ability to identify root causes of career immobility and design creative solutions to overcome these barriers.
- Capability to provide coaching and guidance to leaders of and to employees who are seeking career advancement.
Education:
- Masters in Business, HR, Healthcare Administration, or equivalent.
Experience:
- 4 years’ experience in equity-focused process improvement or policy development.
Registrations, Certifications
- Change Management (Prosci, etc.), LEAN Process Improvement (LSSBB, etc.), Design Thinking, Performance Coaching
- Senior-level Human Resources Professional Certification (e.g., SPHR, SHRM-SCP, etc.)