Senior Manager, Physician Human Resources

Candidates must reside in Northern California Region. 100% on-site. Job Summary This senior manager level position is primarily responsible for managing relationships between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures, managing company human resources support activities, and managing and/or partnering on the development and implementation of organizational change efforts. This position manages, leads, and/or partners on efforts to resolve employee and/or labor relations issues, manages and/or partners on HR investigations based on standard KP or negotiated labor practices, conducts and/or manages the reporting of Company employee information and external benchmarks, and manages activities and initiatives to ensure continued regulatory compliance for one or more business functions. Essential Responsibilities Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; hiring, training, and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst departments; strategically evaluating talent for succession planning; setting performance management guidelines and expectations across units; and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement. Manages designated units by translating business plans into tactical action items; communicating goals and objectives; ensuring all policies and procedures are followed; overseeing the completion of work assignments; assuming responsibility for decision making; aligning team efforts; building accountability for and measuring progress in achieving results; incorporating resources, costs, and forecasts into unit plans; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; partnering with key stakeholders and business leaders to ensure products and/or services meet requirements and expectations while aligning with departmental strategies; and influencing units to operate in alignment with business objectives. Manages relationships between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures by partnering with business leaders on strategies and business objectives; evaluating HR impact in consideration of changing business strategies; reviewing organizational data and processes to identify impact of trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; coaching and serving as a strategic partner with executive/senior leaders; and aligning solutions in consideration of both HR and business objectives. Manages company human resources support activities by ensuring team members, including cross‑functional partners, provide support to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; ensuring human resources are properly implemented; and ensuring human resources activities are fully documented. Manages and/or partners on the development and implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with and communicating change management strategy to internal and external stakeholders and vendors; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees. Manages, leads, and/or partners on efforts to resolve employee and/or labor relations issues by providing recommendations on employee relations (e.g., performance management, employee discipline issues); conducting research and providing assistance on employment related regulations both at the State and Federal level; influencing leadership regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee relations concerns; assessing and mitigating risks; managing problem resolution; managing arbitration and negotiation efforts; and escalating issues based on supporting data. Manages and/or partners on HR investigations based on standard KP or negotiated labor practices by managing the collection and analysis of quantitative and qualitative data; leading interviews; researching key business issues; creating appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations. Conducts and/or manages the reporting of Company employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports. Manages activities and initiatives to ensure continued regulatory compliance for one or more business functions by staying abreast of, interpreting, and designing strategy around regulatory changes; determining the impact of changes to the business; providing direction on implementation of changes throughout the organization; and providing regulatory input before and during inspections to minimize the risks of future non‑compliance. Knowledge, Skills and Abilities: (Core) Ambiguity/Uncertainty Management Attention to Detail Business Knowledge Communication Constructive Feedback Critical Thinking Cross-Group Collaboration Decision Making Dependability Diversity, Equity, and Inclusion Support Drives Results Facilitation Skills Health Care Industry Influencing Others Integrity Leadership Learning Agility Organizational Savvy Problem Solving Short- and Long-term Learning & Recall Strategic Thinking Team Building Teamwork Topic-Specific Communication Knowledge, Skills and Abilities: (Functional) Acts with Compassion Applied Data Analysis Business Acumen Business Documentation Business Planning Change Leadership Confidentiality Consulting Employee/Labor Relations Execution Excellence Human Resources Policies & Regulations Human Resources Practices and Programs Human Resources Systems Human Resources & Business Partnership Information Gathering Interpersonal Skills Investigations Key Performance Indicators Maintain Files and Records Managing Complexity Personal Courage Presentation Skills Relationship Building Stakeholder Management Stress Tolerance Trusted Advisor Minimum Qualifications Minimum three (3) years experience in a leadership role with or without direct reports. Bachelor's degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Preferred Qualifications Five (5) years experience working cross‑functionally across departments, functions, or business lines. Five (5) years organizational development experience. 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. #J-18808-Ljbffr Kaiser Permanente