Department Overview:

The Vice President, Human Resources for the areas reporting to the Committee of Four—OHSU Health, School of Medicine, Knight Cancer Institute and CFO Areas—called for short the VP/HR-C4, is responsible for ensuring that the departments and functions reporting to the Committee of Four possess the people, skills and capabilities to develop and execute OHSU’s mission and strategy. The VP/HR-C4 is a senior executive at OHSU responsible for articulating human resources strategy for the C4 areas, and accordingly will have access to all HR information for those areas in order to perform their duties. Reporting jointly to the Committee of Four and to the OHSU EVP/Chief People Officer, the incumbent will partner with the mission and business
units that report to the members of the Committee and with other HR teams to align and implement human resources strategies in alignment with the OHSU People Strategy to support OHSU’s objectives. The lead report for the VP/HR-C4 within the Committee of Four will be the CEO of OHSU Health, who has the largest group of non-faculty staff.

The VPHR-C4 will support the Committee of Four in their delegated and aligned authority and responsibility for a thriving OHSU School of Medicine and OHSU Health, including the success of the cancer program. This includes all of the required people actions and outcomes—including full alignment with the University's values and goals on diversity, equity, inclusion, and belonging—across the School of Medicine, OHSU Health, the KCI, and the CFO areas in concert with other University entities.

Accordingly, the VPHR-C4’s job is to support the work and success of the Committee and the units reporting to them, while coordinating relevant actions, initiatives, or other activities related to HR. The Committee will select this HR leader with the EVP for HR & CPO. The new VP/HR-C4 leader will be the touch-point for aligning organizational strategy (for which the Committee is accountable) with people strategy (for which the EVP & CPO is accountable) on items such as career development, change management, market-based compensation levels, org design, retention and engagement issues, addressing HR bottlenecks/processes that aren’t working, etc.

The VP will ensure that all people processes supporting the C4 are compliant with State and Federal laws and regulations and are aligned with OHSU-wide HR best practices. All matters related to allegations of misconduct, findings of misconduct, and discipline will be handled in conformity with legal requirements and OHSU policy, including the role of the Office of Civil Rights Investigations and Compliance, the CPO, the Professional Board and the University President, as set forth in policy. The VPHR-C4 will refer issues related to represented employees to the CPO, partnering with Central HR Labor Relations to support bargaining agreement negotiations and implementation.

To maintain institutional consistency, enhance partnership, and promote high performance, centralized HR services will be governed by signed, bi-directional service level agreements to ensure all HR coordination is collaborative, constructive, and quick on all sides. The VPHR-C4 will be the point person developing and implementing these service level agreements together with the CPO or their designees. All information used (such as external compensation benchmarks and tables) will be shared transparently with the VP/HR-C4 and the Committee of Four. “Faculty Affairs” work related to physicians and other School of Medicine faculty (recruiting, onboarding, compensation, credentialing, privileging, licensing, annual requirements, etc. for faculty) will be headquartered in the School of Medicine in coordination with the Provost’s office and CRO to ensure consistency in application of Faculty across organization.

Function/Duties of Position:

Strategy

Participate in the development of OHSU business strategies, plans and programs with executive leadership with a particular focus on the impact to the organization’s people resources within the C4 areas.
Partner with business unit leaders and HR leaders to develop strategic workforce plans that contribute to business strategy development and key business decisions, within the C4 areas.
Develop human resource planning models to identify competency, knowledge, and talent gaps and develop specific programs for the filling of the gaps to meet future strategic objectives of the C4 areas.
Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development, and retention of the people resources of OHSU, especially within the C4 areas.
Manage specific projects as determined by annual C4 and HR strategic planning process; participate in functional and cross-functional initiatives.

Leadership

Translate OHSU strategic and tactical business plans into HR strategic and operational plans.
Establish credibility throughout the organization with leaders and employees in order to be an effective listener and problem solver of people issues in C4 areas.
Partner with Central HR Centers of Excellence (COEs) to provide Human Resources leadership in the following areas: performance management, talent acquisition and on-boarding, employee relations, labor relations, compensation, benefits, retirement, employee training and leadership development, organizational design and development, HRIS, HR communications, change management and process improvement for C4 areas.
Introduce, lead and influence change management initiatives with business unit leaders in order to address issues that will enhance overall performance and build the overall talent capability in C4 areas.
Develop and promote feedback mechanisms that engage employees to influence the continuous improvement of OHSU’s culture and HR services and processes in C4 areas.
Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility in C4 areas. Ensure the planning and development of successors for the business units’ key leadership positions in alignment with the system Talent Review and Succession Planning process.
Partner with the Central HR Total Rewards Team to facilitate the development of progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance in C4 areas.
Partner with the Central HR Talent Acquisition Team to facilitate the development of programs that allow OHSU to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees in C4 areas.

HR Operations

Leverage shared services to address and satisfy the strategic and transactional needs of the business and employees. Ensure the business units receive the necessary services, support, and communications from the central and mission Human Resources groups.

Managing

Promotes a collegian, professional, and supportive environment that encourages innovation, creativity, diversity, teamwork, and respectful communications.
Maintains a climate that attracts, retains, and motivates top quality human resources staff members.
Facilitates the development of HR staff members’ skills, professionalism, and scope of expertise.
Designs, supports, and oversees cross-functional teams throughout OHSU, as appropriate. 5
Effectively enables HR staff members so they can take action on behalf of OHSU by:
transmitting OHSU’s values, vision, and direction;
respecting and using the skills, expertise, and insights of others;
providing direction and resources, removing barriers and helping develop people’s skills; articulating expectations, and clarifying roles and relationships;
encouraging people to question organizational assumptions and ask strategic questions; ensuring quality decision-making;
anticipating conflicts and facilitating resolution.

Required Qualifications:

Education:

Bachelor’s degree in a related field

Experience:

8+ years of increasing responsibility in Human Resources Management that provided the opportunity for exposure to and working knowledge of the breadth of Human Resources disciplines, including employment, compensation, benefits, labor, and employee relations.
Expertise required in more than one HR discipline.
Experience working within large, complex organization.
Experience managing an HR function within a unionize environment.

Job Related Knowledge, Skills and Abilities:

Demonstrated commitment to working with shared leadership and in cross-functional teams.
Demonstrated ability to lead in a collaborative, team-centered work environment and provide helpful support in a timely manner.
Proven ability to undertake multiple priorities/projects concurrently, ability to self-prioritize, lead others and to consistently meet due dates and timelines.
Excellent written and verbal communications skills, including the demonstrated ability to express complex information in a clear, concise and understandable fashion.
Demonstrated ability to create a variety of written work products of significant complexity, including but not limited to analysis, proposals, policies and procedures.
Strong creative, strategic, analytical, organizational, and personal sales skills.
Must be a team player, but able to work independently, using initiative and judgment.
Excellent interpersonal skills, including listening skills and ability to manage conflict.
Ability to interface effectively at all levels of the organization.
Demonstrated financial analysis and fiscal management skills
Demonstrated tolerance for ambiguity

Preferred Qualifications:Education:

Master’s degree preferred
CCP, SPHR Certification preferred

Experience:

Senior management experience.
3-5 years concurrent or additional HR experience in a university, healthcare and/or academic medical center environment.
Experience working in an HR function with a strategic business partner model

Additional Details:

Office work schedule associated with leadership in an office setting; i.e. may require long hours to achieve timely completion of work products.
Occasional business travel.
Subject to computer work for several hours, as needed.

All are welcome:

Oregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at 503-494-5148 or aaeo@ohsu.edu.

Job Type: Full-time

Benefits:

401(k)
401(k) matching
Dental insurance
Employee discount
Flexible spending account
Health insurance
Health savings account
Life insurance
Paid time off
Parental leave
Retirement plan
Tuition reimbursement
Vision insurance

Schedule:

Monday to Friday

Work Location: In person

Oregon Health & Science University

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