Senior Director, Provider Benefits and Compensation

DescriptionThe Sr. Director, Provider Compensation and Benefits leads the design, oversight, and optimization of compensation, benefits, and leave administration services delivered through the KP Medical Foundation across multiple markets. 0This role is responsible for establishing a scalable operating model that supports affiliated provider groups while respecting the Foundation’s role as a business services organization rather than the direct employer. The position partners closely with Market Leadership and Board subcommittees to develop and refine compensation and benefits strategies based on Market decisions and requirements that support provider and employee attraction, retention, and performance. The Sr. Director provides strategic direction and operational oversight for compensation, benefits, and multi-state leave administration teams, ensuring programs are competitive, compliant, and designed for long-term sustainability and growth as new markets are onboarded. The position reports to the VP, Chief Financial and Business Services Operations Officer.Job Summary:This senior director level position is primarily responsible for developing the strategic direction for the business in support of designated functional HR area and overseeing the design, development, and execution of HR practices, programs, and initiatives.Essential Responsibilities:Models and drives continuous learning and maintains a highly skilled and engaged workforce by aligning cross-functional resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating and empowering teams; building organizational capacity and grooming high potentials for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance and leadership when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs.Oversees the operation of multiple units and departments by identifying customer and operational needs; analyzing resources, costs, and forecasts and incorporating them into business plans; engaging strategic, cross-functional business units to champion and drive support for business plans and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; anticipating and removing obstacles that impact performance; addressing performance gaps and implementing contingency plans accordingly; ensuring products and/or services meet customer requirements and expectations while aligning with organizational strategies; serving as a subject-matter expert and trusted source to executive leadership; and providing influence and consultation in the development of the larger organizational or business strategy.Develops strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals; aligning and integrating HR and business strategies across business lines and shared services; aligning resources; overseeing the execution of strategic action plans; and monitoring performance against SLAs and other key performance indicators.Oversees the design, development, and execution of HR practices, programs, and initiatives by directing the development and implementation of tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across HR functions, project teams, and business partners; monitoring and identifying gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and modifying design and implementation strategies as appropriate to accommodate continuously changing business demands.QualificationsMinimum Qualifications:Minimum six (6) years experience in a leadership role with or without direct reports, including at least 3 years formal supervisory experience.Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum twelve (12) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.Job Field: HR Strategy & DesignJob Type: StandardSchedule: Full-timeJob Level: Director/Senior DirectorTravel: Yes, 10 % of the TimeEmployee Status: Regular