Chair, Department of Obstetrics and Gynecology

Reporting to the Vice Chancellor for Health Sciences, the Dean of the DGSOM, and the President and CEO of the UCLA Health System via Executive Medical Director, the Chair works collaboratively with clinical, academic, and administrative leaders to establish and execute the strategic vision of the Department of OB/GYN within the greater health system. The Chair is responsible for advancing the Department's mission of excellence in clinical care, education, research, and community engagement through the development of educational programs, research and innovation; oversight of clinical operations, ?nancial management, staffing, performance improvement, faculty recruitment, and strengthening community partnerships. In addition, the Chair cultivates a collegial, inclusive, and multidisciplinary culture consistent with the principles of the DGSOM's Cultural North Star, providing mentorship to faculty members, while also upholding UCLA Health's patient-experience model, CICARE, and promoting clinical quality, safety, and operational distinction.

The Department includes seven clinical divisions, with more than 120 faculty members across a broad network of clinical partners and affiliated programs, including Harbor-UCLA, Olive View Medical Center, Cedars-Sinai, Kern Medical, West Los Angeles VA Medical Center, Kaiser Permanente, and Charles R. Drew University of Medicine and Science. With anticipated clinical expansion in the years ahead, the Department is poised for continued growth in the reach and impact of its programs. This expansive academic and clinical network creates a rich environment for collaboration and discovery by integrating the Department's clinical divisions with expertise across genetics, physiology, molecular, cellular and developmental biology, pediatrics, and other interdepartmental disciplines.

The ideal candidate is a distinguished obstetrician-gynecologist with outstanding accomplishments in leadership, clinical care, research, education and service, as well as a passion for interdepartmental collaboration and growth in a complex and evolving environment. The successful candidate will combine exceptional clinical insight with superb communication skills and emotional intelligence, experience with strategic planning, dedication to mentorship and development of research faculty, with unwavering commitments to fostering an equitable environment with community engagement. All candidates must hold an MD degree or equivalent, have appropriate academic credentials for a faculty appointment within the DGSOM at UCLA at the rank of associate or full professor, hold current board certi?cation in Obstetrics and Gynecology, and be eligible for licensure in California.

Con?dential inquiries, nominations, or submissions of interest (i.e., curriculum vitae, informative personal statement, and response to UCLA's mission statement) are invited and will be considered until an appointment is made:

The posted UC (University of California) salary scales Academic Personnel Programs Compensation PlanTable 5 set the minimum pay determined by rank and step at appointment. See Table 5 accordance with AB 168 and SB 1162, the initial/base salary range for this position is $650,000-750,000. This position includes membership in the health sciences compensation plan, which provides for eligibility for additional compensation. Academic Personnel Programs Health Sciences Compensation Plan

The shared values of the DGSOM are expressed in the Cultural North Star, which was developed by members of our community and a?rms our unswerving commitment to doing what's right, making things better, and being kind. These are the standards to which we hold ourselves, and one another. Please read more about this important DGSOM program at DGSOM UCLA Medical School Cultural North Star Program] (

All aspects of searches are con?dential and all candidates are expected to review and abide by [UC Regents Policy 1111 on Statement on Ethical Values and Standards of Conduct] (

The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, bullying and other demeaning behavior, discrimination, exploitation, or intimidation. With this commitment as well as a commitment to addressing all forms of academic misconduct, UCLA conducts targeted employment reference checks for ?nalists to whom departments or other hiring units would like to extend formal o?ers of appointment into Academic Senate faculty positions. The targeted employment reference checks involve contacting the ?nalists' current and prior places of employment to ask whether there have been substantiated ?ndings of misconduct that would violate the University's Faculty Code of Conduct. To implement this process, UCLA requires all applicants for Academic Senate faculty positions to complete, sign, and upload the form entitled "Authorization to Release Information" into RECRUIT as part of their application. If the applicant does not include the signed authorization to release information with the application materials, the application will be considered incomplete. As with any incomplete application, the application will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, only ?nalists (i.e., those to whom the department or other hiring unit would like to extend a formal o?er) considered for Academic Senate faculty positions will be subject to targeted employment reference checks.

As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.

The University of California is an Equal Opportunity Employer. All quali?ed applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law.

As a condition of employment, the ?nalist will be required to disclose if they are subject to any ?nal administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have ?led an appeal with a previous employer.

"Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as de?ned by the employer.

UC Sexual Violence and Sexual Harassment Policy

UC Anti-Discrimination Policy for Employees, Students and Third Parties

APM - 035: A?rmative Action and Nondiscrimination in Employment

Compensation Information:
$650000.00 / Annually - $750000.00 / Annually