Kaiser Permanente Executive Director , Human Resources - MSSA in Oakland, California
This National Function senior HR Leader has responsibility for the execution of human capital strategies across MSSA addressing highly complex issues that have high visibility in demanding internal and external environments. This HR Leader-s team supports 8,300+ employees and 1,800+ contingent workers across the MSSA portfolio of Heath Plan Service Administration (HPSA) and Marketing, Sales and Business Development functions (National and Regional). This position is responsible for integrating and executing multiple HR services in support of MSSA business segment strategies, as well as collaborating with National COE and Regional HR partners to lead human capital priorities. This position has responsibility for leading a team of human resources professionals who specialize in HR consulting, employee and labor relations, organizational design and effectiveness, workforce planning, and systems/metrics, and who provide day-to-day strategic and tactical HR support to managers and employees in multiple locations across the U.S. This position serves a reasonably large non-represented Marketing, Sales, and Business Development (MSBD) functions comprised of several lines of business (e.g., Commercial, Medicare, individual, Small Group and National Accounts, et al). This position also has overall responsibility for the strategy and execution of the labor relation plans for MSSA, addressing complex labor relations issues in a highly visible role. Examples of business transformations that required a high degree of HR strategy consulting, innovation and execution include the recently completed ClaimsConnect program and shared services labor relations strategy for National Claims, as well as the $50M Skill Based Routing strategy in the Member Services Contract Centers. This position incorporates a broad generalist background in human resource management skills and expertise in strategic client partnership, including employee and labor relations, talent development, performance management, workforce development, culture design and change management, diversity and inclusion, conflict resolution, organizational change and restructuring, budgeting, compensation, and recruitment. This position has indirect responsibility for the day-to-day delivery of HR services from the HR centers of excellence and ensuring that they are providing value and meeting client needs in talent acquisition, leadership development, workforce planning, labor relations, and compensation administration. This position is a key leader, thought partner and driver of business performance by proposing and directly managing the delivery of HR solutions to enable MSSA strategies and business plans. This includes being an active and contributing member of the MSSA Health Plan Operations Leadership Team (HPOLT).
Builds and maintains a highly effective HR Consulting organization within MSSA including HR Business Partners, Organizational Development Consultants, Employee Relations Specialists, and business consultants supporting the labor relations strategy. Responsible for fostering an environment of accountability and performance across the HR function by establishing key performance metrics, performance goals and client assignments for the human resource function for MSSA.
Provides strategic leadership and guidance to executive business leaders and teams in the implementation and management of human capital strategies in the execution of business initiatives. Specifically, develops and implements human capital strategies for MSSA encompassing recruitment, retention, leadership development, talent and skills management to ensure that the organization has the people capabilities to deliver on business strategies.
Understands and identifies the human capital implications of regional/functional strategies.
Partners with senior leaders using organization strategies and methods to execute business strategies, improve operations and performance, and optimize roles and responsibilities.
Consults with business leadership to understand talent strengths, gaps and needs and develops workforce plans, succession management plans, career development plans, competency development and learning plans, and diversity and inclusion plans. Implements plans to drive employee engagement, retention and performance.
Develops an overarching labor relations strategy for MSSA. Responsible for coordinating and executing the labor relations strategy including leading bargaining efforts for large shared services strategies and multi-million-dollar IT/Health Plan programs. A key leader in ensuring the business achieves favorable labor relations outcomes and relationships with multiple unions and coalition resources. Works with business leaders to vet mandatory subjects of bargaining on large multi-year programs or shared services business cases and recommends practitioner approaches to engage the unions on specific decisions that do not require bargaining. Coordinates with national labor relations, regional labor relations, legal, and communications stakeholders to consult on the strategy through execution in a matrix organizational delivery model that requires a high level of stakeholder engagement, communication and coordination to align bargaining strategies and administration of contracts.
Leads cross functional teams of HR and COE professionals to deliver innovative and value-added HR services to complex issues and programs.
Leads and influences business leaders and key decision makers on business strategy issues related to workforce policies and practices, and labor costs ensuring alignment with program-wide workforce and organization strategies for both employee and contractor populations.
Designs and implements organizational change strategies, including change management and associated communications. Provides guidance on and works with business leaders to drive organizational changes in a way that preserves integrity of business needs and respects individuals impacted by the change.
Coaches and counsel-s leaders on their accountability for creating an Employer of Choice and positive employee relations environment.
Oversees strategic workforce planning and workforce management, managing redeployments and other actions impacting the workforce.
Ensures a highly effective and productive employee relations environment.
Develops business cases to ensure funding for implementation of workforce strategies and specific solutions. Defines and implements workforce planning strategies and processes which achieve short and long-term objectives to improve productivity as well as reduce costs.
Active member of the National Shared Services LMP Council for HPPSA.
- Minimum twelve (12) years of experience in Human Resources leadership roles with cross-functional HR accountabilities and progressive levels of responsibility.
- Bachelor-s degree in human resources, business or related discipline.
License, Certification, Registration
Significant generalist and organization consulting experience supporting senior level business executives and a diverse set of stakeholders in large, geographically dispersed operating models.
Experience supporting clients in a complex union environment.
Accomplished leader with acquiring talent, building large teams, and mentoring others, as well as successfully developing diverse, high-performance teams in highly complex environments.
Experience in leading implementation of HR programs and supporting systems in shared services environment. Proven success supporting highly complex, enterprise-level strategic and operational initiatives on a national or global scale. Significant experience managing and supporting complex organizational business management initiatives.
Strong labor relations experience required in contract administration and interpretation, day to day labor relations administration and experience preparing for and leading union negotiations as the chief company spokesperson. A high degree of labor relations and employment law expertise is required to navigate, consultant and provide the right HR consulting advice to client-s due to the mix of union representation in MSSA and business transformation plans impacting labor through new programs and operational strategies.
Strong business acumen. Ability to navigate complex organizations and understand the operating, financial, and critical success factors of the business. Requires deep understanding of the business environments supported, including business strategies 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.
Strong influence skills and the ability to advise, recommend and persuade at all levels of the organization, especially senior and executive levels.
Superior critical thinking, problem solving, and leadership skills.
Prior experience leading and supporting multiple change initiatives.
Superior client service skills, strong interpersonal skills, and excellent verbal and written communications.
Prior HR experience supporting sales, marketing or service functions preferred.
Master-s degree in related field is preferred.
Specialized training and/or certification in areas of change management and organization effectiveness a plus.
TITLE: Executive Director , Human Resources - MSSA
LOCATION: Oakland, California
External hires must pass a background check/drug screen. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with Federal, state and local laws, including but not limited to the San Francisco Fair Chance Ordinance. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veteran, or disability status.