http://kpcareers.org/careers/human-resources-and-hris-jobs en
Essential Functions:
-Workforce Information Consulting: Partner with assigned HR Business partners (region or function) to identify the key challenges around workforce information in their particular area of responsibility, analyze the business need and offer holistic solutions, including business process, best practices and guidance around interpretation of information. Works internally with the Workforce Information Data fulfillment and Solutions group to support their assigned HR Business partner(s). Evaluates and studies program wide Workforce metrics and KPI's, collaborates with Workforce Planning team(s); identifies gaps and risks, and brings it to leadership attention. May manage additional Workforce Information consultants in the future, as we expand the partnership program.
-Workforce Information strategy: Supports the development of a workforce information strategy, business process, metrics, tools, and resources. Supports the development of national processes and helps to sustain these processes, tools, and resources across Kaiser Permanente
- Solutions Adoption: Increases user adoption of Workforce Analytics that is in place, and plans for adoption of future functionality. Identifies opportunities for improvement, makes associated recommendations and implements as appropriate. Measures, monitors, and reports on progress of solutions adoption, with the goal of increasing Direct Access to Workforce Information.
-Workforce Information Community Of Practice: Responsible for building and managing partner relationship with the extended Workforce Information community in Regions, National Business Units, and National Functions. In addition participates as a key member and contributor to forums involving Workforce Information at a national level. Acts as deputy leader for an ongoing community practice of workforce information leaders which may include executive leaders across Kaiser Permanente, with the goal of sharing and leveraging best practices across the organization.
-Workforce Information steward: Act as a subject matter expert for matters regarding Workforce Information at Kaiser Permanente. Studies trends for KP's key Workforce metrics, identifies gaps and risks, and brings it to the appropriate leader's attention, enabling them to take action. Identifies industry best practices and best in class companies exhibiting Workforce Analytics and Planning functions, educates KP community and leadership on the findings, and integrates into the overall workforce information strategy.
-5% travel required.

Qualifications:

Basic Qualifications:
- Bachelors Degree or equivalent in Business Administration, Marketing, or other related field.
-8-10 years of direct experience in business strategy consulting, workforce forecasting, operations analysis, data mining and modeling, product management, or related subject matter
-At least 1 year of direct or indirect staff management experience.
-At least 1 year of experience leading and managing project teams.
-Strong consultative and research skills.
-Strong business acumen (KP) and analytical strengths is a key for this role.
-Experience developing and maintaining client / business partner relationships.
-Strong knowledge of HR business processes and technology applications.
-Ability to articulate how key external trends may impact internal direction and programs.
-Strong leadership and interpersonal skills.
-Strong facilitation and influencing skills.
-Excellent communication skills, both written and verbal, including development of strategic presentations. Expertise in a variety of workforce information-related tools and methodology. Must be familiar with using management dashboards to communicate results.

Preferred Qualifications:
-Highly desirable that candidate has strong knowledge and experience working with KP Regions, National Functions and HR Business functions (Benefits, Recruiting, Learning, HRSC, etc.).
- Demonstrated ability to work with supervisory management at the regional and national level of an organization.
-Proficient in using Microsoft Word, Excel, and PowerPoint applications and developing presentations for middle management audiences.
]]> Fri, 18 May 2012 16:00:00 GMT 2439697-Oakland-Human-Resources-and-HRIS Essential Functions:
- Manages the quality and consistency of investigations and resolution of formal and internal charges of discrimination, including appropriate assignment of cases to investigators depending upon severity and sensitivity of allegation(s), complexity of case, case volume and input from legal counsel. Exercise intervention as needed to clear any bottlenecks in the efficient and timely completion of individual investigations.
- Assures appropriate coordination and preparation in dealing with KP's internal Legal Department, external counsel and government agencies such as the Equal Employment Opportunity Commission and the Department of Fair Employment and Housing, as well as Compliance Hotline Liaisons and company HR professionals as dictated by circumstances.
- Implements and manages processes for investigations related to EEO and employee relations issues, whether reported through the company's Compliance Hotline, internally to HR/management or as an external agency charge. Accountable for ensuring that all processes are in compliance with federal and state laws and regulations, provide for effective integration of investigations, minimize the organization's business risk and legal liability and effectively promote problem resolution.
- Builds an effective workteam of technical experts in EEO investigations to support National Functions and the Business Units. Develops and presents specialized programs accordingly. Reviews and updates training material to ensure consistency with organizational policies and current laws and regulations. Ensures that the Investigation Unit staff participates in Human Resource training development as a consultant, presenter and panel expert.
- Heads a centralized regional unit in NCAL but would be expected to work across the KP enterprise.
- Provides daily management to mostly exempt employees.
- Responsible for the people processes of the unit including performance reviews, performance management, resource management, objective setting and alignment and employee development, coaching and training.
- Demonstrated excellence in working collaboratively in a team setting.
- Demonstrates significant business acumen. Ability to articulate a strategic picture by identifying trends and analyzing data. Able to identify training opportunities for HR professional to mitigate organizational risk.
- Researches and stays abreast of regulations and statutes. Determines impact of implementation of new regulations and statutes and required notifications, changes, and training.
- Develops strategies for communicating required changes and executes on plans to implement required changes


Qualifications:

Basic Qualifications:
- Minimum of 10 years of recent experience in EEO or Human Resources, minimum of 3 years of which includes direct responsibility for conducting employment related investigations in a lead or supervisory role, or the equivalent investigatory or case management experience, including the demonstrated ability to manage an investigations unit.
- Bachelor's degree in business administration, human resources, psychology, or relevant field. Relevant HR experience may be substituted for degree.
- Demonstrated excellence in working collaboratively in a team setting.
- Demonstrated experience working on integrated cross-functional and enterprise-wide efforts
Preferred Qualifications:
- Experience in a Union environment preferable.
- Knowledge of health care industry preferred.
]]> Wed, 16 May 2012 16:00:00 GMT 2436953-Walnut-Creek-Human-Resources-and-HRIS
Essential Functions:
- Handles moderately complex to complex & difficult investigations
- Conducts investigations & develops draft responses to external agency EEO discrimination charges for review by legal counsel
- Provides consultative services to investigation specialist HRCs & managers
- Activities may include, but are not limited to:
- Conduct of investigations: W/in scope of position, leads & coordinates investigations requiring multiple investigators
- Reviews & edits draft position statements & investigation reports prepared by junior staff
- Investigates moderately complex to complex/serious workplace complaints of violation of policy or law w/in the National Business Units received through the Kaiser Permanente National Compliance Hotline or through other internal channels
- Nature of investigations will vary in scope & seriousness, & may include, amongst other categories, investigation of complaints of discrimination, harassment, retaliation, inappropriate mgmt practices, hostile work environment, workplace violence, & unfair treatment
- Independently & w/ discretion, formulates plan, processes, & timetables to conduct accurate, complete & thorough investigations w/in specified timeframes & according to specified quality standards
- Identifies, gathers & preserves relevant hard-copy & electronic documents & other evidence for the investigation
- Identifies relevant witnesses, & conducts & documents interviews of those witnesses
- May provide next-level review of investigations conducted by others
- Assessment of evidence: Reviews, interprets, analyzes & evaluates statements, documents & physical evidence collected during the investigation
- Develops & applies knowledge of employment discrimination laws, whistle-blowing laws, rules of evidence (e.g., hearsay, legal privilege) & other laws to investigation plan, investigation & report/response
- Assesses credibility of witnesses & makes determinations regarding violations of law or KP policy
- May provide next-level review of evidence gathered in other investigations
- Development & presentation of investigative findings: Prepares comprehensive & accurate factual & analytical investigative reports to mgmt, human resources, and/or legal counsel
- Systemic corrective action: Identifies & monitors trends of investigative activity by business unit & other parameters, to be determined
- Assume other duties as directed

Qualifications:

Basic Qualifications:
- Five (5) to eight (8) years of experience, with progressive responsibility in Human Resources, to include a minimum of three (3) years direct responsibility conducting employment-related investigations, and other relevant case management and investigation experience
- Bachelor's degree with emphasis in Human Resources or directly related field, OR bachelor's degree with equivalent experience
- Strong working knowledge of applicable state and federal employment laws and regulations
- Demonstrated experience and skill in developing and conducting training programs
- Demonstrated experience and skill in conducting complex employment-related investigations and drafting reports on investigations
- Demonstrated experience and skill in the application of conflict resolution techniques in complaint resolution procedures
- Established ability to identify, analyze and differentiate investigation issues and processes in employee complaints
- Ability to work independently, influence change, and compile analytical data and trend analysis
- Excellent interpersonal skills (i.e., verbal and written communication)
- Must be able to work in a Labor/Management Partnership environment]]> Wed, 16 May 2012 16:00:00 GMT 2436992-Los-Angeles-Human-Resources-and-HRIS
Essential Functions:
- Provides organization effectiveness consulting services for strategic initiatives within assigned function or region.
- Serves as organization strategy and change consultant and content subject matter expert to leadership.
- Develops project structure, approach and work plan.
- Designs, develops, directs, and delivers organization change, organization design, and organization strategy programs.
- Provides coaching to the most senior levels of leadership on organization-related issues.
- Provides change management strategies and tactics to enhance effective implementation of organization initiatives.
- Leads committees and work groups charged with implementing organization, department, or unit level improvement strategies.
- Monitors and measures effectiveness of change programs delivered.
- Works on assignments of the largest scope and complexity, impacting multiple functions and regions.
- Recommends process improvements and/or enhancements.
- Requires very complex planning to coordinate with other departments or resources.
- Provides leadership and mentoring to more junior OE consultants.
- Responsibilities impact the achievement of key functional or regional objectives that have direct and extremely significant business impact.
- Requires a high degree of judgment to make decisions for less defined and complex issues.
- Requires complex decision-making.
- Develops solutions to a diverse range of extremely complex problems, which require creativity and innovation
- Requires in-depth analysis to identify and recommend new solutions for more complex problems.
- Provides professional/ technical guidance to team members.
- Influences others to buy into new concepts and methodologies.
- Engages in matters requiring coordination across all lines of business


Qualifications:

Basic Qualifications:
- Twelve (12) to Fifteen (15) years of relevant experience in organization change, organization design, performance improvement, and/or benefits realization.
- Experience leading large program teams (fifty (50) plus people) through complex change programs.
- Working knowledge of/experience with all of the following functional areas: information technology, finance, sales and marketing, and operations.
- Master's degree in business administration, organization development, human resources management, or a related field or equivalent experience.
- Healthcare or health insurance knowledge preferred.
- Demonstrated knowledge of business operations, management practices and principles, and human resources management trends and practices.
- Demonstrated ability to conduct and interpret quantitative/qualitative analysis.
- Demonstrated competency in large group facilitation and project management.
- Ability to analyze and synthesize complex qualitative and quantitative date.
- Demonstrated ability to identify and implement innovative approaches.
- In-depth knowledge of policies, practices and systems.
- Regularly contributes to the development of new concepts, techniques, and standards.
- Frequently contributes to the development of new approaches and methods.
- Employs expertise as a generalist or specialist.
- Expert knowledge of industry practices.
- Broad application of principles, theories, and concepts in applicable discipline, plus working knowledge of all related fields.
- Must be able to skillfully communicate with all Project Team Members, as related to all aspects of the project.
- Demonstrated knowledge of and skill in the following:
- Oral communication, written communication, development of summary-level presentations, strong facilitation skills, coaching of managers, customer service, interpersonal relations, influence/negotiation, creativity/innovation, conflict resolution, assessment and feedback, team building, teamwork, and leadership.]]> Wed, 16 May 2012 16:00:00 GMT 2436915-Oakland-Human-Resources-and-HRIS Essential Functions:
- Manages the quality and consistency of investigations and resolution of formal and internal charges of discrimination, including appropriate assignment of cases to investigators depending upon severity and sensitivity of allegation(s), complexity of case, case volume and input from legal counsel. Exercise intervention as needed to clear any bottlenecks in the efficient and timely completion of individual investigations.
- Assures appropriate coordination and preparation in dealing with KP's internal Legal Department, external counsel and government agencies such as the Equal Employment Opportunity Commission and the Department of Fair Employment and Housing, as well as Compliance Hotline Liaisons and company HR professionals as dictated by circumstances.
- Implements and manages processes for investigations related to EEO and employee relations issues, whether reported through the company's Compliance Hotline, internally to HR/management or as an external agency charge. Accountable for ensuring that all processes are in compliance with federal and state laws and regulations, provide for effective integration of investigations, minimize the organization's business risk and legal liability and effectively promote problem resolution.
- Builds an effective workteam of technical experts in EEO investigations to support National Functions and the Business Units. Develops and presents specialized programs accordingly. Reviews and updates training material to ensure consistency with organizational policies and current laws and regulations. Ensures that the Investigation Unit staff participates in Human Resource training development as a consultant, presenter and panel expert.
- Heads a centralized regional unit in SCAL but would be expected to work across the KP enterprise.
- Provides daily management to mostly exempt employees.
- Responsible for the people processes of the unit including performance reviews, performance management, resource management, objective setting and alignment and employee development, coaching and training.
- Demonstrated excellence in working collaboratively in a team setting.
- Demonstrates significant business acumen. Ability to articulate a strategic picture by identifying trends and analyzing data. Able to identify training opportunities for HR professional to mitigate organizational risk.
- Researches and stays abreast of regulations and statutes. Determines impact of implementation of new regulations and statutes and required notifications, changes, and training.
- Develops strategies for communicating required changes and executes on plans to implement required changes


Qualifications:

Basic Qualifications:
- Minimum of 10 years of recent experience in EEO or Human Resources, minimum of 3 years of which includes direct responsibility for conducting employment related investigations in a lead or supervisory role, or the equivalent investigatory or case management experience, including the demonstrated ability to manage an investigations unit.
- Bachelor's degree in business administration, human resources, psychology, or relevant field. Relevant HR experience may be substituted for degree.
- Demonstrated excellence in working collaboratively in a team setting.
- Demonstrated experience working on integrated cross-functional and enterprise-wide efforts
Preferred Qualifications:
- Experience in a Union environment preferable.
- Knowledge of health care industry preferred.
]]> Wed, 16 May 2012 16:00:00 GMT 2436933-Los-Angeles-Human-Resources-and-HRIS Essential Functions:
- Provide team development consultation and facilitation to UBTs to improve workgroup effectiveness, interpersonal and group communication, and to help resolve intra-group conflict
- Provide performance improvement consultation and facilitation to UBTs to: assess current team performance; educate on the performance improvement cycle; and engage the team in a variety of performance improvement methodologies, such as Rapid Cycle Change
- Provide one-on-one and leadership team coaching to UBT leaders in facilitative leadership practices; meeting effectiveness; data-based decision making; effective communication and team engagement strategies; and conflict management
- Provide consultation and training to UBT reinforcing sponsors to support performance improvement within their UBTs
- Performs other duties as requested
Secondary Functions:
- Identifies UBT leader and team needs and influences their learning and change
- Contracts with UBT leaders and their teams using objectives, scope of work, services provided, resources and timelines
- Makes recommendations of consulting/facilitation interventions
- Routing business expenses such as local travel, business meals, and resources through the UBT reporting structure
- influence UBT leaders to proactively use engagement principles, recognition and reinforcement
- Front-line operational team leaders and their teams function in rapid-fire environments within tightly-prescribed meeting timeframes, so communication and interventions must be planned to occur as efficiently as possible
- Assist UBT leaders to manage different, and at times, conflicting goals of a complex organization and encourage them to surface and address interpersonal conflict within their teams/departments
- Maintain knowledge of change initiatives where UBTs can be a platform for implementing, such as Service Excellence, and integrate into UBT consultation and development
- Maintain perspective of Regional Operating Plan goals while providing service to UBT leaders and their teams, acknowledging their interests but acting to help ensure organizational success
- Maintain high level of trust and credibility with UBT leaders and teams, and their managers throughout the region
- Coordinate, when appropriate, services from other functional areas, to address a wide range or issues and needs
- Balance the goals, needs, values and perspectives of the organizational while promoting effective management and facilitating change
- Deliver UBT interventions such as process improvement; communication skill-building; or interest-based problem-solving, within tightly prescribed timeframes, while promoting effective team development and facilitating change


Qualifications:

Basic Qualifications:
- 5 years experience in providing team development facilitation and consultation to front-line supervisors and front-line teams
- 5 years experience providing process improvement interventions, such as Rapid Cycle Change, to front-line teams
- Post graduate degree or equivalent experience in Adult Education, Training, and Organizational Development, Industrial/Organizational Psychology, Business Administration or other related fields
- Demonstrated ability to provide performance improvement interventions, such as process improvement facilitation and team development interventions, to front-line teams and their leaders
- Demonstrated knowledge and effective facilitation of performance improvement methodologies, such as Rapid Cycle Change (using PDSA)
Preferred Qualifications:
- 5 years post graduate experience as a Performance Improvement-Team Development Consultant in a health care environment
- Post graduate degree in Adult Learning, Organization Development; Behavioral Sciences or equivalent
- Demonstrated Performance Improvement, Team Development, Leadership Development and Management Consulting skills working with front-line supervisors/teams in a KP Region
- Knowledge of and skill in facilitating improvement methodologies such as Rapid Cycle Change (Plan-Do-Study-Act) or Lean
Salary Range:
$77,220 - $105,780]]> Tue, 15 May 2012 16:00:00 GMT 2433475-Portland-Human-Resources-and-HRIS Essential Functions:
- Assists facility leadership w/ the application & interpretation of TPMG Physician Human Resource practices, policies & legal compliance
- Assists w/ the physician recruitment, application, interview, selection, hiring, & physician employment contracts, & on boarding processes
- Participates in & may conduct new physician orientation process
- Ensures that I-9's are secured & maintained
- Accountable for physician employment record keeping process
- Ensures that physician contracts are maintained & are up to date
- Performs local physician worker's compensation tasks
- Acts as liaison w/ the Regional TPMG Worker's Compensation department
- Performs local physician benefit & compensation tasks
- Acts as a liaison w/ the Regional Benefits & Compensation department
- Performs other related Physician Human Resources duties as assigned

Secondary Functions:
Project Management:
- Plans and coordinates activities of project(s) to ensure the goals or objectives are accomplished within prescribed time frame
- Prepares status reports for various phases of projects
- Confers with management and other staff on procedures for accomplishing projects and to resolve problems


Qualifications:

Basic Qualifications:
- Bachelor's degree in Business Administration, Human Resources or related field or equivalent work experience
- Knowledge of HR related laws & regulations, such as FLSA, ADA, etc
- Strong interpersonal & conflict resolution skills
- Effective communication & presentation skills
- Proficient w/ software used within department
- Must be able to work in a Labor/Management Partnership environment
]]> Tue, 15 May 2012 16:00:00 GMT 2433472-Silicon-Valley-Human-Resources-and-HRIS Director, Human Resources to be based at the HRSC in Alameda, CA.

Some of the key responsibilities of this new role include:
- Acting as the strategic HR Business Partner to the HRSC senior leadership
- Leading an integrated Talent Management approach
- Driving change efforts to achieve business results
- Partnering in the development and implementation of a shared services approach for the HRSC
Position Develops & implements HR programs & initiatives (e.g., salary review, workforce planning, & organizational change). Partners w/ senior management in the development of solutions through cultural & process perspective organizational development. Often viewed as a strategic business partner, change agent, & member of the line management staff selects, develops, & evaluates personnel to ensure the efficient operation of the function.

Essential Functions:
- Manages extremely complex organization(s) that may include multiple lines of business
- Manages the efforts of direct & indirect reports, & collaborates w/, provides guidance to & influences employees, clients & matrix partners
- Responsible for selecting, developing, & deploying staff in the most effective manner to meet assigned objectives
- Responsible for performance management , compensation decisions, & providing on-going, regular performance feedback
- Utilizes compensation principles to ensure that staff is appropriately selected, developed, utilized, evaluated & rewarded
- Proactively engages HR staff, client leaders & matrix partners to actualize change initiatives
- Develops and/or encourages new ideas/approaches
- Establishes procedures & practices which promote the use of available enabling technologies (software, paperless processing, computerized record keeping, etc.)
- Uses efficient & cost-effective approaches to integrate technology into the workplace & improve program effectiveness
- Develops strategies using new technology to enhance decision making
- Understands the impact of technological changes on the organization
- Ensures that effective controls are developed & maintained to ensure the integrity of the organization
- Ensures that performance appraisals are aligned w/ mission, goals & outcomes & are completed w/in established timeframes
- Monitors & evaluates plans; focuses on results & measuring attainment of outcomes
- Formulates effective strategies consistent w/ the business & competitive strategy of the organization and/or functional area
- Examines policy issues & strategic planning w/ a long-term as well as short term perspective
- Determines objectives & sets priorities; anticipates potential threats or opportunities & vets them w/in the HR team & w/ the client as appropriate
- Leads management team to establish strategic plans & objectives for the function; may assist w/ developing some cross-functional oriented objectives
- Has accountability for planning, staffing, budgeting, managing expense priorities, performance requirements, & recommending & implementing changes to methods
- Influences the development & execution of functional KP-wide policies & long-term goals
- Participates in development of methods, techniques & evaluation criteria for projects, programs, & people
- Major impact on objectives & goals for both HR functional area as well as client groups
- Actions & decisions affect many areas of KP
- Responsibilities impact the integrated achievement of functional & KP objectives, that strongly contribute to long-term success or failure
- Erroneous decisions/recommendations would result in failure to achieve the major functional goals & objectives, as well as have a long-term effect on an aspect of KP's success
- Assume other duties as required

This role is an exciting opportunity to affect significant organizational change that will benefit the entire Kaiser Permanente Workforce.

Qualifications:

Basic Qualifications:
- Five (5) - eight (8) years of management experience & twelve (12) + years of human resources experience, and/or equivalency
- Four (4) year degree in human resources or related field OR equivalent experience
- Thorough knowledge of human resources policies, practices & systems
- Regularly contributes to the development of new human resources/ employee relations concepts, techniques, & standards
- Considered expert in field w/in KP
- Frequently contributes to the development of new department human resources/ employee relations methods
- Employs expertise as a generalist or specialist

Preferred Qualifications:
- Experience working in a Call Center environment
- Graduate coursework may be preferred
- SPHR Certification preferred
]]> Thu, 10 May 2012 16:00:00 GMT 2424293-California-Human-Resources-and-HRIS
Provides direction & coaches leaders, implementation teams, & LOE consultants to develop, implement, & sustain large scale change initiatives & strategic activities in the region.
Essential Functions:
- Direct & coordinate the work of LOE team members assigned to regional projects.
- Utilize organizational effectiveness tools to identify & implement methods & techniques that will ensure implementation of large regional projects.
- W/ project sponsor, lead change activities in region by coaching leaders during strategic planning, large scale implementations, & organizational cultural change.
- Provide expertise & coaching support to leaders as they develop & implement their own development plans & to the regional leadership to ensure strong succession planning activities.
- Develop leaders & teams to identify innovative solutions. Use systems thinking to develop solutions to complex business challenges.
- Develop leaders, team members & other employees throughout the organization in problem solving skills, interpersonal capabilities, & change management strategies. Identify skill gaps & develop appropriate training plans to fill these gaps.


Qualifications:

Basic Qualifications:
- 7 years of progressive experience in a health care or management consulting environment required.
- Bachelor's degree in organization development, adult learning, business, management, health care administration or equivalent required.
- Experience as leadership development coach, change leader, organization development consultant required.
- Use organization & personal influence strategies to encourage desired behavior among those involved to reach goals of project.
- Recognize, & work effectively in complex, political, & ambiguous situations. Skill & experience in performance improvement & large scale redesign methodologies
- Experience in working effectively w/ labor constituents in effort to support the KP Labor/Management Partnership, & the needs of our workforce.
- Outstanding communication & interpersonal skills.
- Demonstrated leadership skills.
- Knowledge of health plan insurance processes.
- Knowledge of health care operations.
- Knowledge of health care information management strategies.
Preferred Qualifications:
- Health care experience preferred.
- Master's degree prepared candidate preferred.
]]> Thu, 10 May 2012 16:00:00 GMT 2039170-Rockville-Human-Resources-and-HRIS Alameda, CA

Kaiser Permanente is seeking an energetic,Director for the Contact Center in their National Human Resource Service Center in Alameda, California. The Director for Contact Center Operations will manage a team of employees and managers responsible for providing customer service via the telephone, answering Kaiser Foundation Healthplan and Medical Group employee's and retiree's HR related questions The preferred candidate will have prior experience in Human Resources and Call Center management. The position will report to the Senior Director of Benefits and the position will be located in Alameda.

Essential Functions:
Resource Management: Manages the efforts of direct and indirect reports, and collaborates with, provides guidance to and influences employees, clients and matrix partners. Responsible for selecting, developing, and deploying staff in the most effective manner to meet assigned objectives. Responsible for performance management, compensation decisions, and providing on-going, regular performance feedback. Responsible for satisfying customer service level agreements, implementing continuous improvement initiatives, coaching and developing employees, and supporting training and communication initiatives.

Change Management & Innovation: Proactively engages HRSC staff, client leaders and matrix partners to actualize change initiatives. Develops and/or encourages new ideas/approaches. Establishes procedures and practices which promote the use of available enabling technologies (software, paperless processing, computerized record keeping, etc.). Uses efficient and cost-effective approaches to integrate technology into the workplace and improve program effectiveness. Develops strategies using new technology to enhance decision making. Understands the impact of technological changes on the organization.

Strategic Thinking: Formulates effective strategies consistent with the business and competitive strategy of the organization and/or functional area. Examines policy issues and strategic planning with a long-term as well as short term perspective. Determines objectives and sets priorities; anticipates potential threats or opportunities and vets them within the HR team and with the client as appropriate.


Qualifications:

Basic Qualifications:
- Ten (10) + years of management experience with direct supervision of a minimum of 10 non-exempt employees
- Seven (7) + years of experience in human resources, payroll, call center operations or equivalent experience required
- Previous experience managing a large diverse staff in a highly complex work environment preferred
- Health care industry experience and labor environment preferred
- Demonstrated experience leading large-scale change initiatives preferred
- Experience in strategic planning and analysis preferred
- Experience in the healthcare industry preferred.
- Bachelor's degree in Human Resources, Call Center Operations, Business, Policy and Planning, Health Administration or related field OR equivalent experience required
- Strong general knowledge of the following human resources areas: payroll, compensation, benefits, worker's compensation, and collective bargaining agreements.
- General understanding of Human Resources Information Systems
- General knowledge of state and federal employment law required
- Proven ability to develop customer service strategies for service internal and/or external customers required
- Demonstrated ability to identify key business issues and develop appropriate action plans from multidisciplinary perspectives
- Demonstrated ability to lead professionals and manage others through influence and collaboration
- Demonstrated ability to conduct quantitative and qualitative analysis, and interpret findings
- Must demonstrate an understanding of the operations of Kaiser Permanente, health policy trends and any applicable regulations related to the responsible functional area
- Knowledge of queuing theories, workforce scheduling, and telecommunication preferred]]> Wed, 09 May 2012 16:00:00 GMT 2274124-California-Human-Resources-and-HRIS Alameda, CA

Resource Management:
Manages the efforts of direct and indirect reports, and collaborates with, provides guidance to and influences employees, clients and matrix partners. Responsible for selecting, developing, and deploying staff in the most effective manner to meet assigned objectives. Responsible for performance management, compensation decisions, and providing on-going, regular performance feedback.

Change Management & Innovation:
Proactively engages HRSC staff, client leaders and matrix partners to actualize change initiatives. Develops and/or encourages new ideas/approaches.Establishes procedures and practices which promote the use of available enabling technologies (software, paperless processing, computerized record keeping, etc.).Uses efficient and cost-effective approaches to integrate technology into the workplace and improve program effectiveness. Develops strategies using new technology to enhance decision making. Understands the impact of technological changes on the organization.

Strategic Thinking:
Formulates effective strategies consistent with the business and competitive strategy of the organization and/or functional area. Examines policy issues and strategic planning with a long-term as well as short term perspective.Determines objectives and sets priorities; anticipates potential threats or opportunities and vets them within the HR team and with the client as appropriate.

Essential Funcitons:
Senior Operations Management responsibility of senior management who directs transaction, help desk, and call center services for benefits and HR administration for 160,000 KP employees in eight regions including:
- Benefits Transactions
- HR Transactions
- Leave of Absence Transactions and Administration
- Corporate Records Management
- HR and Payroll Transaction Services Call Center
- HRSSO Help Desk and Support Center
- Responsibilities impact the achievement of integrated functional and/or KP objectives.
- Influences the development of the functional objectives.
- Erroneous decisions or recommendations would normally result in failure to achieve functional and/or KP objectives and negatively affect expenditures and resources
- Involves a high degree of interpretation and analysis of obscure or inconclusive data.
- Requires a high level of judgment and risk taking to make appropriate decisions for diverse, sophisticated, and undefined issues.
- Requires significantly complex decision-making.
- Develops solutions to problems of unusual complexity, which require a high degree of ingenuity and innovation; uses independent judgment to accomplish objectives.
- Requires more complex analysis to develop and implement new and/or unprecedented solutions for more complex problems.
- Requires the exchange of complex information.
- Must gain cooperation and acceptance/approval in resolving problems, and/or negotiating with other parties to arrive at an agreement.
- Assignments are often self-initiated and virtually self-managed.
- Works under consultative direction toward predetermined long-range goals and objectives.
- Review and analysis of key events by management are critical to the completion and attainment of functional objectives and goals.
- Provides on-going coaching, enabling staff to develop and improve skills and capabilities that support the effectiveness of the department/function.
- Serves as a technical/professional mentor to staff.
- Provides performance input and recommendations to staff for development/training plans and/or performance reviews.
- Does have formal supervisory responsibilities.


Qualifications:

Basic Qualifications:
- A minimum of 7 years of management experience with direct supervision of a minimum of 10 non-exempt employees.
- A minimum of 7 years of experience in human resources, payroll, call center operations or equivalent experience required.
- Previous experience managing a large diverse staff in a highly complex work environment preferred.
- Health care industry experience and labor environment preferred.
- Bachelor's degree in Human Resources, Call Center Operations, Business, Policy and Planning, Health Administration or related field or equivalent experience required.

]]> Wed, 09 May 2012 16:00:00 GMT 2159313-California-Human-Resources-and-HRIS
In addition, the VP, HR (KP-IT) will manage a team of program and project managers and organizational development staff providing strategic partner services to the IT organization. This includes, but is not limited to, Leadership and Team Development, Employee and Leader Assimilation, Location and Workforce Strategy, Internship Programs, Organization Development, Strategic Talent Management and Diversity Strategies and Plans.

The VP, HR (KP-IT) is a key leader, thought partner and driver of business performance as well as human growth and development. This VP will be an active and contributing member of the IT Executive Committee and the IT Leadership Group, and is responsible for proposing and implementing human resource solutions to enable the IT strategy and business plan.
Essential Functions:
Strategic Partner Services (Lead and Participate)
- Leads, directs and leverages a cross-functional, matrixed team of HR professionals, project and program managers and vendor management staff capable of providing a high level of support, service and sophistication to business leaders and managers.
- Develops, implements and achieves an HR People Strategy for KP-IT encompassing recruitment, retention, leadership development, talent and skills management with the goal of retaining Kaiser Permanente's IT organization's position as a Best Place to Work in IT and a leader in Health IT. Ensures the People Strategy is consistent with and supports KP-IT's business strategy and objectives.
- Ensures the organization has the people capabilities to deliver on business strategies.
- Actively participates as a member and key business partner of the IT Executive Committee. Works collaboratively to shape IT's business strategy and act as a strategic partner to the CIO and IT Executive Committee.
Operational HR Services (Manage and Oversee)
- Provides direction, sets standards, and maintains accountability and oversight for the deliver of high quality, client focused services and programs in all areas of HR including compensation, vendor management, staffing, employee and labor relations, management development and training, HR systems, HR policy creation and implementation, and fundamental HR program administration.
- Develops business cases as needed 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 IT productivity as well as reduce costs. This includes potential solutions such as outsourcing, managed services, offshoring, as well as population/facility growth in new markets.
- Ensures IT reflects our 'best place to work' commitments. Administers annual People Pulse Survey. Leads improvement efforts based on survey results. Drives employee engagement strategies.
- Develops and maintains benchmarks and dashboard of metrics and measures for HR services and performance.


Qualifications:

Basic Qualifications:
- Bachelor's in related field required.
- 12 - 15 years' experience in Human Resources leadership roles with cross-functional HR accountabilities and progressive levels of responsibility. Significant experience supporting senior level business executives.
- Ability to navigate complex organizations and understand the operating, financial, and critical success factors of the business.
- Proven organizational development and change management experience, including communications competence.
- Proven current knowledge of IT-specific workforce solutions and successful implementations
- Strong leadership skills and abilities to directly and indirectly lead all levels of employees throughout the organization; demonstrated ability to deliver HR services in collaboration with a wide range of other HR specialists and partners.
- Strong influence skills and the ability to use them to advise, recommend and persuade at all levels of the organization, especially senior and executive levels
- Proven track record with talent acquisition and building leadership teams especially at senior and executive levels.
- Prior experience leading and supporting multiple change initiatives.
Preferred Qualifications:
- Master's in related field or specialized training and certification in areas of change management, organization effectiveness, preferred.
- Prior experience in technology or IT organizations preferred.]]> Tue, 08 May 2012 16:00:00 GMT 2415038-Oakland-Human-Resources-and-HRIS - Design, implement a project intake, prioritization, governance and reporting process for regional process transformation and innovation investments
- Manage a regional dashboard for tracking and reporting PT and Innovation project performance
- Design and implement a knowledge management infrastructure and process for the region to capture, qualify and disseminate project leanings to Medical Centers.
- Collaborate with academic institutions to publish case studies of successful PT and Innovation projects to promote Kaiser's brand
- Partner with Medical Centers to develop the business case for new Innovation and PT proposals
- As a member of the leadership team, actively participate and contribute to the management of the department, people development and strategic planning


Responsible for guiding clients, including Sr Leaders, in development of project work that addresses the strategic priorities of the organization. Responsible for building on-going relationships & proactively thought partnering w/ key clients across the organization. Provides leadership for complex projects and/or multiple projects, including project scoping & planning, staff mgmt, analysis & issue resolution, & deliverable development & presentation. Proactively recognizes organizational improvement areas & communicates frequently w/ sr leadership. Actively oversees & participates in a broad array of project work, including strategy development, market assessments, operational & process improvement, policy issues, profitability assessments & major implementations. In addition to providing consulting support & project mgmt for the organization, position is also responsible for building a strong departmental culture. Will have direct accountability for staff development & various administrative functions w/in the dept. Will help to foster a professional, results-oriented, collaborative environment, which supports staff growth & development.

Essential Functions:
- Effectively leads large, complex and/or multiple project teams dealing w/ varied content
- Makes significant contributions & provides leadership to highly visible mgmt projects to address issues of strategic importance to the organization
- Manages the work of all project participants, including outside consultants & other dept staff, when used
- Ensures that project related expenditures are reasonable & approp
- Develops & maintains strong relationships w/ key clients throughout the organization to proactively identify improvement opportunities & appropriate project work
- Effectively interfaces w/ key clients, including Sr Leaders, to reach mutually acceptable agreements around project scope, objectives, deliverables, timeframes & outcomes
- Interacts w/ Sr Leaders to provide thought leadership for strategic issues
- Work w/ key clients & stakeholders to achieve desired outcomes, including achieving buy in & acceptance of project scope, plans, timelines & recommendations in highly political environments
- Understands organizational complexity/priorities & incorporates knowledge into project design & mgmt
- Ensures that work addresses root cause issues & structures work accordingly
- Demonstrates insight & creativity & offers options when approaching resolution of issues or problems
- Is proactive in identification & communication of issues or barriers that may impede the project or compromise success & takes approp steps to resolve them
- Creates a team environment that encourages collaboration, ongoing feedback & encourages participation from all staff
- Adapts mgmt style as appropriate to meet needs of a particular situation or team resulting in optimal performance
- Develops clear project plans that result in production of high-quality deliverables & outcomes
- Monitors plan on an ongoing basis & proactively adjusts, as necessary, to resolve barriers and/or issues
- Oversees work to ensure high quality deliverable w/in timeframes & budget
- Provides project oversight & inter-coordination of related projects
- Helps to develop, execute, & monitor dept-wide activities that support the culture & values of the dept
- Ensures that dept plans are in alignment w/ organizational goals & priorities
- Shares project based & general work related knowledge w/ colleagues to enhance departmental performance

Qualifications:

Basic Qualifications:
- Seven (7) years of experience in project management, general management and/or consulting required
- Additional experience preferred
- Healthcare experience in a health plan, medical group or hospital setting preferred
- Direct staff or departmental management experience preferred
- Experience in managing staff, including staff development, coaching/mentoring, performance reviews, and administration of guidelines
- Master's degree or experience in Business Administration, Economics, Operations Research, Public Health, Health Administration or other related field required
- Demonstrated expertise in multiple content areas necessary to the work of the department
- Demonstrated ability to determine the key business issues and develop appropriate action plans from multidisciplinary perspectives
- Demonstrated core consulting skills, including analytics, project management, facilitation, communication and interpersonal skills
- Advanced knowledge of computer applications and knowledge of data systems
- Proven leadership skills in a matrix management environment that includes influencing, efficiency, collaboration, candor, and openness with a focus on results orientation
- Demonstrates an understanding of the operations and/or business of KP, health policy trends, and any applicable regulations related to the responsible practice area
- Demonstrates ability to lead project work involving various partners including Medical Group and/or Labor Partners


Preferred Qualifications:
- Computer skills in Word, Excel, Powerpoint, Project, Social Media and Mobile Technology
-Proven track record of implementing and managing Project Portfolio and Knowledge Management process
-Trained in Process Excellence and Change management
-Minimum of 8 year experience in combination of Healthcare and IT preffered
-Experienced with technology selection and implementation
-Strong consulting, project management, relationship management, communication and analytical skills
-Effective leadership skills

Notes:
- 50 % of travel]]> Tue, 08 May 2012 16:00:00 GMT 2415041-Los-Angeles-Human-Resources-and-HRIS Responsible for guiding clients, including Sr Leaders, in development of project work that addresses the strategic priorities of the organization. Responsible for building on-going relationships & proactively thought partnering w/ key clients across the organization. Provides leadership for complex projects and/or multiple projects, including project scoping & planning, staff mgmt, analysis & issue resolution, & deliverable development & presentation. Proactively recognizes organizational improvement areas & communicates frequently w/ sr leadership. Actively oversees & participates in a broad array of project work, including strategy development, market assessments, operational & process improvement, policy issues, profitability assessments & major implementations. In addition to providing consulting support & project mgmt for the organization, position is also responsible for building a strong departmental culture. Will have direct accountability for staff development & various administrative functions w/in the dept. Will help to foster a professional, results-oriented, collaborative environment, which supports staff growth & development.

Essential Functions:
- Effectively leads large, complex and/or multiple project teams dealing w/ varied content
- Makes significant contributions & provides leadership to highly visible mgmt projects to address issues of strategic importance to the organization
- Manages the work of all project participants, including outside consultants & other dept staff, when used
- Ensures that project related expenditures are reasonable & approp
- Develops & maintains strong relationships w/ key clients throughout the organization to proactively identify improvement opportunities & appropriate project work
- Effectively interfaces w/ key clients, including Sr Leaders, to reach mutually acceptable agreements around project scope, objectives, deliverables, timeframes & outcomes
- Interacts w/ Sr Leaders to provide thought leadership for strategic issues
- Work w/ key clients & stakeholders to achieve desired outcomes, including achieving buy in & acceptance of project scope, plans, timelines & recommendations in highly political environments
- Understands organizational complexity/priorities & incorporates knowledge into project design & mgmt
- Ensures that work addresses root cause issues & structures work accordingly
- Demonstrates insight & creativity & offers options when approaching resolution of issues or problems
- Is proactive in identification & communication of issues or barriers that may impede the project or compromise success & takes approp steps to resolve them
- Creates a team environment that encourages collaboration, ongoing feedback & encourages participation from all staff
- Adapts mgmt style as appropriate to meet needs of a particular situation or team resulting in optimal performance
- Develops clear project plans that result in production of high-quality deliverables & outcomes
- Monitors plan on an ongoing basis & proactively adjusts, as necessary, to resolve barriers and/or issues
- Oversees work to ensure high quality deliverable w/in timeframes & budget
- Provides project oversight & inter-coordination of related projects
- Helps to develop, execute, & monitor dept-wide activities that support the culture & values of the dept
- Ensures that dept plans are in alignment w/ organizational goals & priorities
- Shares project based & general work related knowledge w/ colleagues to enhance departmental performance

Qualifications:

Basic Qualifications:
- Seven (7) years of experience in project management, general management and/or consulting required
- Additional experience preferred
- Healthcare experience in a health plan, medical group or hospital setting preferred
- Direct staff or departmental management experience preferred
- Experience in managing staff, including staff development, coaching/mentoring, performance reviews, and administration of guidelines
- Master's degree or experience in Business Administration, Economics, Operations Research, Public Health, Health Administration or other related field required
- Demonstrated expertise in multiple content areas necessary to the work of the department
- Demonstrated ability to determine the key business issues and develop appropriate action plans from multidisciplinary perspectives
- Demonstrated core consulting skills, including analytics, project management, facilitation, communication and interpersonal skills
- Advanced knowledge of computer applications and knowledge of data systems
- Proven leadership skills in a matrix management environment that includes influencing, efficiency, collaboration, candor, and openness with a focus on results orientation
- Demonstrates an understanding of the operations and/or business of KP, health policy trends, and any applicable regulations related to the responsible practice area
- Demonstrates ability to lead project work involving various partners including Medical Group and/or Labor Partners

Preferred Qualifications:
-Minimum of 10 years experience in healthcare and consulting preffered
-Proven track record of managing the innovation life cycle from idea generation, proof of concept, to operationalizing the solution with proven results
-Strong analytics, communication and business management skills
-Experience in building strategic alliances with industry to pilot innovative concepts
- Understanding of mobile technology and social media
- Computer skills in Excel, Word, Powerpoint, Project, Social Media and Mobile Technology

Notes:
- 50 % of travel]]> Tue, 08 May 2012 16:00:00 GMT 2415012-Los-Angeles-Human-Resources-and-HRIS
Develops implements and/or maintains employment and other recruiting and sourcing programs.Interviews and screens applicants and conducts reference checks. Coordinates pre-employment travel, relocation, reporting dates, security clearances and employment processing, including visas.Conducts employment advertising campaigns and programs.Maintains college recruiting, affirmative action and career development programs.Conducts research and analyzes data on assigned projects, including agency performance.May work with external resources including temporary agencies, contract search and Internet sourcing tools.Professionals at the higher levels may function as technical specialists, sourcing, recruiting and identifying candidates for highly specialized and difficult-to-attract positions, usually requiring extensive search.

Essential Functions:
- In partnership with clients, develops job postings based on internal job descriptions.
- May identify recruitment advertising needs or marketing plans.
- Builds source pools of candidates through consultative staffing approaches and networking to ensure a strong pipeline of qualified candidates.
- Screens rsums to identify potential candidates.
- Conducts interviews with candidates, capturing feedback for discussion with more senior recruiters or the client.
- Advises clients in candidate selection based upon candidates presented to client for interviews.
- Negotiates offers with candidates; coordinates with client department on developing employment offers.
- Helps to develop recruitment action plans.
- May work with agencies, recruiting contractors, and/or Internet website representatives in the course of identify candidates.
- Documents candidate evaluation and interview process.
- May specialize in technical recruiting and/or highly specialized executive searches.
- Works on assignments of diverse and complex scope.
- Interprets less defined guidelines to make recommendations for process improvements and/or enhancements.
- Requires complex planning to coordinate with other departments or resources.
- Responsibilities impact the achievement of key functional and/or KP objectives that have direct and significant business impact.
- Contributes to the development of the department's objectives.
- Erroneous decisions or recommendations would normally result in the inability to reach functional objectives and negatively affect expenditures and resources.
- Involves interpreting and analyzing established concepts and trends.
- Exercises considerable judgment to make decisions for less defined and complex issues.
- Requires complex decision-making.
- Develops solutions to a diverse range of complex problems, which require creativity and innovation within broadly defined policies and practices.
- Requires in-depth analysis to identify and recommend new solutions for more complex problems.
- Provides professional/technical guidance to team members.
- Influences others to buy into new concepts and methodologies.
- Engages in matters requiring coordination across functional lines.
- Exercises considerable latitude in determining objectives and approaches to assignment.
- Work is accomplished without considerable direction.
- Work is evaluated upon completion to ensure objectives and performance requirements have been met.
- Provides on-going coaching, enabling team members to develop and improve skills and capabilities that support the effectiveness of the department and/or function.
- Serves as a technical/professional mentor to team members.
- Provides performance input and recommendations to management for development/training plans and/or performance reviews.

Qualifications:

Basic Qualifications:
- 8 years of recruiting experience, preferably with IT or technical type positions
- Develops contacts/leads strategy by identifying professional associations, networking opportunities prior to meeting with manager.
- Works with candidates/applicants to ensure job expectations match qualifications, work requirements for positions of interest.
- Demonstrates through interactions with a diverse group of individuals, sensitivity to cultural differences in values, beliefs, etc.
- Collaborates with hiring manager to determine job requirements, competencies, and selection criteria for open positions.
- Demonstrates knowledge of job market and effect of current economic trends, and available candidate pool on employment strategies for specific positions.
- 4-year degree in human resources or related field or equivalent experience

]]> Tue, 08 May 2012 16:00:00 GMT 2415037-San-Francisco-Human-Resources-and-HRIS Provides analytical support to Area Medical Director, Medical Group Administrator, AAMDs and AMGAs as needed.
Essential Functions:
- Administers & implements pay practices approved by the Medical Group BOD
- Ensures appropriate interpretation of pay practices & BOD rules
- Assists w/ the operation & enhancement of the physician personnel systems
- Works w/ area payroll coordinator(s) to ensure personnel actions are documented & entered correctly
- Maintains the physician HR/payroll database
- Monitors integrity of data
- Reviews audit/kick-out/exception reports for accuracy
- Makes necessary corrections on system
- May produce management reports
- Researches issues, questions using historical files & makes recommendations based on analysis
- Responds to physician inquiries regarding salaries, deductions, overtime pay, etc
- Researches & reconciles discrepancies on physician paychecks & direct deposits
- Participates in the development & implementation of new systems & databases relating to physician compensation
- Resolves data processing problems; works w/ IT for programming support
- Interprets, documents, & communicates physician payroll policies to physicians & management
- Recommends clarification of policy problems
- Performs compensation functions such as: implementing/administration of physician compensation programs, assembling of compensation packages, participating in salary surveys & analyzing survey data, providing analytic support on compensation projects
- Applies knowledge of BOD rules in making recommendations on salary determination issues such as starting salaries, promotional increases, transfers, & other base pay-related issues
- Acts as an expert resource to area payroll coordinators & compensation support staff regarding Board approved policies, pay practices, & system issues

Qualifications:

Basic Qualifications:
- Three (3) - five (5) years of progressive experience in compensation/ personnel/ payroll areas
- Bachelor's degree or equivalent experience, in Business Administration or related field
- Knowledge of compensation, payroll tax and related government regulations preferred
- Knowledge of generally accepted accounting principles and internal control concepts preferred
- Proficiency with in-house mainframe or PC payroll system and a variety of software applications
- Effective communication skills
Preferred Qualifications:
- Good working knowledge of PeopleSoft and/or other HRIS applications/systems
- A tech-savvy individual possessing the ability to learn new applications/systems quickly
- The ability to communicate well with all levels of professional staff
- A strong work ethic and a service-oriented work demeanor
- Good working knowledge of MS Office, specifically Excel (pivot tables, worksheet manipulation, reporting tools) and familiarity with Access
- Experience working in a healthcare environment and in dealing with physicians, associates, partners, per diems and other non-physician healthcare leaders
Notes:
- Work location is 9985 Sierra Ave, Fontana CA
- Will include travel between Fontana Medical Center & Ontario Medical Center]]> Thu, 03 May 2012 16:00:00 GMT 2404034-Fontana-Human-Resources-and-HRIS Kaiser Permanente
Oakland, CA

The Principal Management Development Consultant is responsible for leadership development consulting for assigned regions or NLT client groups. Developes and implements appropriate straetgies, tools, and process to identify and develop executive talent to meet business needs. Provides expertise executive development to build leadership capability, depth, and diversity. Contributes to, and may lead the design of tools, processes, and programs to support talent assessment, development, and succession management for the program.

Essential Functions:
-Develop and implement a succession management & executive development strategy for assigned client group(s) that supports the business requirements, including leadership development goals and timeline, of the group. Client groups generally consist of National Leadership Team areas or larger regions within Kaiser Permanente.
-Refine, manage and execute a consistent leadership review and succession planning process that supports the talent planning and development needs of the business.
-Work with senior leaders to forecast succession planning requirements, create robust pipelines of high potential leaders, identify critical development activities and ensure follow-up/sponsorship of development work.
-Consult with executives on the assessment and development of their direct reports explicitly linking talent development to business objectives.
-Assure the development needs of high potential leaders are systematically met through related work experiences and projects, internal and external development programs and other appropriate approaches.
-Actions and decisions will impact the quality and supply of executive talent.
-Exercises considerable judgment in dealing with complex issues and organizational structures. Requires the adaptation of national leadership development approaches to meet the needs of the assigned client group(s).
Regularly interacts with senior executives, HR business partners, and leadership development resources across the organization. Success requires the ability to influence all of these stakeholders on a range of issues including development philosophy, timely and consistent execution of work, and the effective assessment and development oftalent.
-Requires verbal and written presentation of material to senior executive groups to build understanding and/or commitment to a specific direction or recommendation. The ability to partner with others and create win-win solutions is critical to successful execution.

Qualifications:

Basic Qualifications:
- Minimum ten (10) plus years of experience in leadership development and/or organizational development in large, complex environments of which five (5) years should be directly related to talent assessment, development planning, succession planning, and coaching.
- Twelve (12) plus years of experience in leadership development and/or organizational development in large, complex organizations of which six (6) years should be directly related to talent assessment, development planning, succession planning, and coaching.
- Experience in health care delivery and experience in other industries highly desired.
- Minimum of a master's degree in a related field (Organizational Development, Psychology, Human Resources).
- PhD desirable but not required.
- Highest level of expertise in talent assessment, job analysis, consulting, competency modeling and behavioral interviewing.
- Demonstrated ability to translate business drivers into talent requirements.
- Ability to create, implement and enhance management processes and experience using technology to support talent processes highly desirable.
- Understanding of large, complex organizations.
- Clear understanding of business concepts, tools and functions.]]> Thu, 19 Apr 2012 16:00:00 GMT 2365368-Oakland-Human-Resources-and-HRIS Essential Functions:
- Administers & implements pay practices approved by the Medical Group BOD
- Ensures appropriate interpretation of pay practices & BOD rules
- Assists w/ the operation & enhancement of the physician personnel systems
- Works w/ area payroll coordinator(s) to ensure personnel actions are documented & entered correctly
- Maintains the physician HR/payroll database
- Monitors integrity of data
- Reviews audit/kick-out/exception reports for accuracy
- Makes necessary corrections on system
- May produce management reports
- Researches issues, questions using historical files & makes recommendations based on analysis
- Responds to physician inquiries regarding salaries, deductions, overtime pay, etc
- Researches & reconciles discrepancies on physician paychecks & direct deposits
- Participates in the development & implementation of new systems & databases relating to physician compensation
- Resolves data processing problems; works w/ IT for programming support
- Interprets, documents, & communicates physician payroll policies to physicians & management
- Recommends clarification of policy problems
- Performs compensation functions such as: implementing/administration of physician compensation programs, assembling of compensation packages, participating in salary surveys & analyzing survey data, providing analytic support on compensation projects
- Applies knowledge of BOD rules in making recommendations on salary determination issues such as starting salaries, promotional increases, transfers, & other base pay-related issues
- Acts as an expert resource to area payroll coordinators & compensation support staff regarding Board approved policies, pay practices, & system issues

Qualifications:

Basic Qualifications:
- Three (3) - five (5) years of progressive experience in compensation/ personnel/ payroll areas
- Bachelor's degree or equivalent experience, in Business Administration or related field
- Knowledge of compensation, payroll tax and related government regulations preferred
- Knowledge of generally accepted accounting principles and internal control concepts preferred
- Proficiency with in-house mainframe or PC payroll system and a variety of software applications
- Effective communication skills]]> Mon, 16 Apr 2012 16:00:00 GMT 2355418-Los-Angeles-Human-Resources-and-HRIS Kaiser Permanente
WalnutCreek,CA

In support to Human Resources, investigates workplace complaints of violation of policy or law received through the Kaiser Permanente National Compliance Hotline, outside agencies or through other internal channels.. Nature of investigations will vary in scope and seriousness, such that failure to investigate might subject the organization to serious legal and financial risk. Complaints to be investigated will primarily include Equal Employment Opportunity (EEO) discrimination, harassment and retaliation complaints. Assesses, analyzes and draws conclusions from investigative evidence. Develops and presents investigative findings to HR Partners. Provides consultative services to investigation specialist HRCs. Serves as Human Resources subject matter expert on EEO investigative practices. Travel (within NCAL region or throughout Program) is required.

The Investigations Specialist II handles moderately complex to complex and difficult investigations. Conducts investigations, prepares investigation reports and develops draft responses for external agencies for EEO discrimination charges for review by legal counsel. Activities may include, but are not limited to:

Conduct of investigations
Investigates moderately complex to complex/serious EEO discrimination, harassment, retaliation and workplace complaints of violation of policy or law within the National Business Units received through the Kaiser Permanente National Compliance Hotline, internal channels or outside agencies. Independently and with discretion, formulates plan, processes, and timetables to conduct accurate, complete and thorough investigations within specified timeframes and according to specified quality standards.

Assessment of evidence
Identifies, gathers & preserves relevant hard-copy & electronic documents & other evidence for the investigation Reviews, interprets, analyzes and evaluates statements, documents and physical evidence collected during theinvestigation. Assesses credibility of witnesses and makes determinations regarding violations of law or KP policy. Develops & applies knowledge of employment discrimination laws, rules of evidence (e.g., hearsay, legal privilege) & other laws to investigation plan, investigation & report/response. Assesses credibility of witnesses & makes determinations regarding violations of law or KP policy

Development and presentation of investigative findings
Prepares comprehensive and accurate factual and analytical investigative reports to management, human resources, and/or legal counsel. Prepares develops draft responses for external agencies for EEO discrimination charges for review by legal counsel.

Systemic corrective action
Identifies and monitors trends of investigative activity by business unit and other parameters, to be determined.

Subject matter expertise and education
Evaluates & identifies KP training needs on an ongoing basis & partners w/ HR Consulting & Legal to develop & provide training to supervisors, managers & employees on sexual harassment and other employment law training as necessary. Assume other duties as assigned


Qualifications:

MINIMUM JOB REQUIREMENTS

Five to eight years experience, with progressive responsibility in Human Resources, to include a minimum of three years direct responsibility conducting employment-related investigations, and other relevant case management and investigation experience. Three years experience conducting EEO internal and agency charges is highly preferred.
Strong working knowledge of applicable state and federal employment laws and regulations.
Demonstrated experience and skill in developing and conducting training programs.
Demonstrated experience and skill in conducting complex employment-related investigations, preparing comprehensive and quality internal reports and drafting agency charges for legal.
Established ability to identify, analyze and differentiate investigation issues and processes in employee complaints.
Ability to work independently and compile analytical data and trend analysis.
Excellent interpersonal skills (i.e., verbal and written communication).
Must be able to work in a Labor/Management Partnership environment.


Preferred Candidate will possess the following:
Strong working knowledge of Equal Employment Opportunity (EEO)
Experience conducting EEO complaints (internal and agency complaints)
Excellent written skills. Case reports are written and can be lengthy.
Excellent time management and organizational skills (multiple cases are being handled at once, with specific, non negotiable deadlines)
Experience working in a union environment
Travel within NCAL region or throughout Program is required
Former law enforcement a plus]]> Sun, 15 Apr 2012 16:00:00 GMT 2351497-Walnut-Creek-Human-Resources-and-HRIS
Essential Functions:
- Overall organizational design, effectiveness, and change management
- Partner with senior leaders to develop and execute an engagement strategy
- Secure talent that meets the organization's current and future needs including attention to workforce diversity
- Leadership development and succession planning
- Professional development, including enhancing physician communication skills
- Foster a healthy organizational culture
- Retention strategies, including programs to promote physician well-being
- Monitor and analyze human capital data and trends to identify opportunities, needs, and issues; develop plans to amplify strengths and mitigate challenges
- Oversee credentialing processes to meet NCQA standards
- Recognition and reward programs
- Employer relations
- Communication strategies
- Manage the budget and other financial measures of the human capital department


Qualifications:

Basic Qualifications:
- Minimum of 15 years of experience in the human resources field
- Experience working with physicians and in health care organizations
- Demonstrated strong leadership in a human resources function
- Previously reported to an executive management team/ C-Level
- Professional experience should be varied within human resources

Preferred Qualifications:
- Kaiser Permanente experience preferred]]> Thu, 12 Apr 2012 16:00:00 GMT 2270894-Denver-Human-Resources-and-HRIS Kaiser Permanente
Oakland, CA

Responsible for leadership development consulting for assigned regions or NLT client groups.Develops and implements appropriate strategies, tools, and process to identify and develop executive talent to meet business needs.Provides expertise executive development to build leadership capability, depth, and diversity.Contributes to, and may lead the design of tools, processes, and programs to support talent assessment, development, and succession management for the program.

Essential Functions:
- Consults and collaborates with leadership development resources in the Regions and Functions to plan, support and conduct leadership review and succession management activities.
- Partners with Regional and Functional leadership development resources to develop Regional and Functional leadership development plans to meet national leadership development and succession management goals and timelines.
- Develops, implements and manages program-wide leadership development processes, tools, and programs.
- Provides support to create development plans appropriate to the needs and potential of individual leaders.
- Trains, consults with, and supports leadership development resources in the Regions and Functions on leadership development & succession management processes and tools.
- Must influence others to buy into and support new concepts, tools, and approaches. Often works closely with HR Business Partners and at times with senior executives.
- Encounters a range of complex problems. Must use knowledge, expertise and collaborative approach to achieve results in variable situations. Development of new programs requires definition of need, research of best practices, and creation of highly practical and effective solutions.
- Exercises sound judgment. Must decide when to maintain process and when to seek additional senior input and support.

Qualifications:

Basic Qualifications:
- Minimum of 5 years of experience in leadership development and/or organizational development in large, complex environments of which 3 years should be directly related to talent assessment, development planning, succession planning and coaching.
- Demonstrated expertisein talent assessment, job analysis, consulting, competency modeling and behavioral interviewing.
- Understanding of large, complex organizations.
- Minimum of a Master's degree in a related field (Organizational Development, Psychology, Human Resources).

Preferred Qualifications:
- 5 years of experience in leadership development and/or organizational development in large, complex organizations of which 4 years should be directly related to talent assessment, development planning, succession planning and coaching.
- Experience in health care delivery and experience in other industries highly desired.
- PhD desirable but not required.]]> Mon, 09 Apr 2012 16:00:00 GMT 2334633-Oakland-Human-Resources-and-HRIS
Essential Functions:
- Handles most complexand difficult investigations
- Conducts investigations and develops draft responses to external agency EEO discrimination charges for review by legal counsel
- Provides consultative services to investigation specialist HRCs and managers
- Conduct of investigations: Strategies w/ Legal and HR business partners on investigation
- Leads and coordinates investigations requiring multiple investigators
- Reviews and edits draft position statements and investigation reports prepared by subordinate staff
- Investigates the most complex/serious workplace complaints of violation of policy or law w/in the National Business Units received through the KP National Compliance Hotline or through other internal channels
- Nature of investigations will vary in scopeand seriousness,and may include, amongst other categories, investigation of complaints of discrimination, harassment, retaliation, inappropriate mgmt practices, hostile work environment, workplace violence,and unfair treatment
- Independentlyand w/ discretion, formulates plan, processes,and timetables to conduct accurate, completeand thorough investigations w/in specified timeframesand according to specified quality standards
- Identifies, gathersand preserves relevant hard-copyand electronic documentsand other evidence for the investigation
- Assessment of evidence: Reviews, interprets, analyzesand evaluates statements, documentsand physical evidence collected during the investigation
- Developsand applies knowledge of employment discrimination laws, whistle-blowing laws, rules of evidence (e.g., hearsay, legal privilege)and other laws to investigation plan, investigationand report/response
- Assesses credibility of witnessesand makes determinations regarding violations of law or KP policy
- Developmentand presentation of investigative findings: Prepares comprehensiveand accurate factualand analytical investigative reports to management, human resources, and/or legal counsel
- Partners w/ Human Resourcesand legal counsel to Influence senior mgmt, regarding appropriate corrective action resulting from investigative findings
- Subject matter expertiseand education: Evaluatesand identifies KP training needs on an ongoing basisand partners w/ HR Consultingand Legal to developand provide training for supervisors, managersand employees on conflict resolution, effective navigationand management of workplace environment issues,and investigative process
- Assume other duties as assigned

Qualifications:

Basic Qualifications:
- Minimum eight (8) years of experience with progressive responsibility in Human Resources, to include a minimum of three (3) years direct responsibility conducting employment-related investigations, and other relevant case management and investigation experience
- Bachelor's degree with emphasis in Human Resources or directly related field, OR bachelor's degree with equivalent experience
- Expert working knowledge of applicable state and federal employment laws and regulations
- Demonstrated experience and skill in developing and conducting training programs
- Demonstrated experience and skill in conducting complex employment-related investigations and drafting reports on investigations
- Demonstrated experience and skill in the application of conflict resolution techniques in complaint resolution procedures
- Established ability to identify, analyze and differentiate investigation issues and processes in employee complaints
- Ability to work independently, influence change, and compile analytical data and trend analysis
- Excellent interpersonal skills (i.e., verbal and written communication)
- Must be able to work in a Labor/Management Partnership environment]]> Mon, 09 Apr 2012 16:00:00 GMT 2334610-Oakland-Human-Resources-and-HRIS
- Functions as key point of contact for senior TPMG, KFH/HP, and local labor leadership to provide expert consultation in the delivery of local HR services.
- With expertise in strategy, integration, planning, training and communications, provides broad scale expert consultation, direction and guidance to executives and their senior leadership teams.
- Leads and coaches local HR staff, including locally deployed staff that report to regional HR functions, to optimize resources and build efficiencies.
- Leads complex local HR strategic planning initiatives; provides expert consultation, direction and guidance to executives and their leadership teams.
- Develops and implements long-term people strategies, policies and practices that reflect the vision of the local medical center, regional HR and Kaiser Permanente. In alignment with regional Human Resource's vision, creates and leads HR strategies and solutions that support achievement of business goals, optimize performance and drive transformational organizational change and effectiveness.
- Establishes procedures and practices which promote consistent interpretation and application of HR policies, statutory regulations and programs. Uses efficient and cost effective approaches to integrate technology into the workplace and improve business processes.
- Proactively engages with senior leaders in shaping HR consulting accountability outcomes. Examines policy issues and strategic plans with both short-term and long-term perspectives. Anticipates potential risks and opportunities; vets them with senior leadership as appropriate.
- Contributes to HR initiatives across the region and Kaiser Permanente. Provides perspective on impact of initiatives on local operations. Provides leadership on employee wellness, employee satisfaction survey, and other critical business initiatives.
- Ensures compliance on HR matters to include accountability for outcomes of HR-related surveys, and audits by regulatory agencies or compliance functions.
- Consults on HR issues, including, but not limited to, advising/educating leaders on: understanding of labor agreements and working in a Labor/Management Partnership environment; effective performance management of staff, HR risk assessment and mitigation plans; leaves of absence management and associated legal requirements; workforce planning and recruitment strategies; employee compensation and benefit programs, and leadership development programs and talent review processes.
- Collaborates with regional HR leaders for subject matter expertise consistent with local and regional requirements and practices.
- Must have ability to operate effectively in a complex matrix organization.

Qualifications:

Basic Qualifications:
-10 - 12 years experience in strategic planning and human resources management or business management.
-BA or BS in Business Administration, Public Health, Psychology, Human Resources or other related field required.
-Masters in Business Administration, Psychology, Human Resources or related field. Certified SPHR, Six Sigma, executive coaching, and/or Project Management Professional preferred.
-Expert knowledge of human resources laws and regulations.
-Excellent communication, presentation, and consulting skills.
-Demonstrated ability to lead professionals and manage others through influence and collaboration.
-Expert team building, conflict resolution, group interaction, and interpersonal skills.
-Proficient in project and budget management.
-Demonstrated ability to determine the key issues in a particular operational situation, involve the appropriate individuals, and develop appropriate plans of action from multi-disciplinary perspectives.
-Must have ability to collaborate and work effectively in a complex highly matrixed organization.
-Prior experience working with organized labor.
-Must be able to work in a Labor/Management Partnership environment.]]> Tue, 28 Feb 2012 14:00:00 GMT 1721233-San-Francisco-Human-Resources-and-HRIS
- Functions as key point of contact for senior TPMG, KFH/HP, and local labor leadership to provide expert consultation in the delivery of local HR services.
- With expertise in strategy, integration, planning, training and communications, provides broad scale expert consultation, direction and guidance to executives and their senior leadership teams.
- Leads and coaches local HR staff, including locally deployed staff that report to regional HR functions, to optimize resources and build efficiencies.
- Leads complex local HR strategic planning initiatives; provides expert consultation, direction and guidance to executives and their leadership teams.
- Develops and implements long-term people strategies, policies and practices that reflect the vision of the local medical center, regional HR and Kaiser Permanente. In alignment with regional Human Resource's vision, creates and leads HR strategies and solutions that support achievement of business goals, optimize performance and drive transformational organizational change and effectiveness.
- Establishes procedures and practices which promote consistent interpretation and application of HR policies, statutory regulations and programs. Uses efficient and cost effective approaches to integrate technology into the workplace and improve business processes.
- Proactively engages with senior leaders in shaping HR consulting accountability outcomes. Examines policy issues and strategic plans with both short-term and long-term perspectives. Anticipates potential risks and opportunities; vets them with senior leadership as appropriate.
- Contributes to HR initiatives across the region and Kaiser Permanente. Provides perspective on impact of initiatives on local operations. Provides leadership on employee wellness, employee satisfaction survey, and other critical business initiatives.
- Ensures compliance on HR matters to include accountability for outcomes of HR-related surveys, and audits by regulatory agencies or compliance functions.
- Consults on HR issues, including, but not limited to, advising/educating leaders on: understanding of labor agreements and working in a Labor/Management Partnership environment; effective performance management of staff, HR risk assessment and mitigation plans; leaves of absence management and associated legal requirements; workforce planning and recruitment strategies; employee compensation and benefit programs, and leadership development programs and talent review processes.
- Collaborates with regional HR leaders for subject matter expertise consistent with local and regional requirements and practices.
- Must have ability to operate effectively in a complex matrix organization.

Qualifications:

Basic Qualifications:
-10 - 12 years experience in strategic planning and human resources management or business management.
-BA or BS in Business Administration, Public Health, Psychology, Human Resources or other related field required.
-Masters in Business Administration, Psychology, Human Resources or related field. Certified SPHR, Six Sigma, executive coaching, and/or Project Management Professional preferred.
-Expert knowledge of human resources laws and regulations.
-Excellent communication, presentation, and consulting skills.
-Demonstrated ability to lead professionals and manage others through influence and collaboration.
-Expert team building, conflict resolution, group interaction, and interpersonal skills.
-Proficient in project and budget management.
-Demonstrated ability to determine the key issues in a particular operational situation, involve the appropriate individuals, and develop appropriate plans of action from multi-disciplinary perspectives.
-Must have ability to collaborate and work effectively in a complex highly matrixed organization.
-Prior experience working with organized labor.
-Must be able to work in a Labor/Management Partnership environment.]]> Thu, 19 Jan 2012 14:00:00 GMT 1721241-California-Human-Resources-and-HRIS
Essential Functions:
- Consults with management to provide expertise and guidance in strategy development as well as facilitation, planning and execution of employee relations, labor relations and equal employment opportunity/affirmative action related matters
- Works collaboratively with other areas of human resources to ensure consistent application/interpretation of employee relations, labor relations, and eeo/aa policies, practices, contracts and strategies
- Serves as a resource on applicable state and federal laws, regulatory requirements, collective bargaining agreements, and organizational policies, principles, practices and methodologies and ensures human resources practices are in compliance with such
- Investigates grievances, disputes, and employee complaints/concerns; determines substance of concerns or allegations; documents and reports findings. facilitates resolution of labor grievances, disputes, and employee complaints/concerns; investigates and coordinates arbitrations, mediations and litigations; documents and reports findings and end results
- Additional essential functions as listed in the complete job description

Qualifications:

Basic Qualifications:
- Four years progressive professional human resources experience, with emphasis on employee relations, labor relations, collective bargaining, EEO, alternative dispute resolution and/or human resources compliance
- Bachelor's degree in Business Administration with emphasis in human resources, labor relations, or related field
- Working knowledge of relevant employment and labor laws and regulations
- Demonstrated knowledge of and skill conflict resolution, decision making, influence, interpersonal relations, oral communication, problem solving, results orientation, systems thinking, written communication, self-motivated, initiative, detail-oriented, multi-tasking, prioritize, group presentations, group process facilitation, and project management
- Demonstrated knowledge of and skill in word processing, spreadsheet, and database PC applications
- Talking to co-workers, customers, outside vendors, and on the telephone
- Reading, writing, speaking and understanding English
- Training/giving and receiving instructions
- Mathematical ability, attention to detail (e.g. organization, prioritization, proofing), concentration and alertness

Preferred Qualifications:
- Experience in collective bargaining agreement administration, including negotiation, arbitration, mediation and grievance
- Two years management experience or two years leadership experience obtained through high level consultative, program administration and/or project management/facilitation accountabilities
- Related experience in healthcare industry
- Master's degree in Business Administration, with emphasis in human resources, labor relations, or related field]]> Tue, 15 Nov 2011 14:00:00 GMT 1968755-Honolulu-Human-Resources-and-HRIS As a critical leader in the National Employee Benefits organization, the Executive Director, Health and Welfare Benefit Plans provides trusted health and welfare expertise to the development and execution of Kaiser Permanente's benefits strategy. The executive director leads a team of six benefits professionals in coordinating the design, planning, and implementation of Kaiser Permanente's health and welfare benefit programs.

Essential Functions:
- Serve in the lead role for health and welfare plans for Kaiser Permanente's employees, with overall end-to-end responsibility for managing vendor relationships and compliance for Kaiser Permanente's health and welfare benefits, comprised of numerous employee benefit plans, including medical, dental, life, accident, disability, and flexible spending accounts for employees and retirees
- Provide leadership and participate in the development of plan design and strategy for Kaiser Permanente's health and welfare plans, consistent with Kaiser Permanente's business strategy
- Partner with other Kaiser Permanente teams to develop a multi-year strategy to incorporate wellness initiatives into Kaiser Permanente's health and welfare benefit plans
- Review the plan design elements and structure of Kaiser Permanente's health and welfare plans to determine the feasibility of cost-efficient alternatives, while providing high quality benefits to Kaiser Permanente employees
- Proactively review and evaluate the current health and welfare plans to continually support the design of new and next generation benefit programs, policies and tools for Kaiser Permanente
- Develop and present health and welfare plan recommendations to senior leaders and labor leaders for consideration
- Respond and resolve a variety of escalated health and welfare issues by participants
- Responsible for the oversight and periodic reporting to leadership of the costs of Kaiser Permanente's health and welfare benefit plans
- Evaluate the impact of new legislation and regulations, as well as industry trends and best practices, that may affect Kaiser Permanente's health and welfare benefit plans
- Manage new and ongoing projects involving the design and delivery of health and welfare benefit programs, including providing leadership and oversight in the execution of health and welfare benefit solutions for Kaiser Permanente employees
- Provide leadership and support for the annual open enrollment process
- Drive process improvements within National Employee Benefits as well as in collaboration with other Kaiser Permanente teams
- Proactively serve as a liaison with regional leaders to ensure the broadest appropriate interaction is reflected in the design of Kaiser Permanente's health and welfare plans
- While benefit administration for Kaiser Permanente's health and welfare benefits is provided by other Kaiser Permanente teams, the Executive Director will work closely with the other teams (including labor relations) to ensure the smooth administration of Kaiser Permanente's health and welfare benefit programs
- Partner with other National Employee Benefits and other HR leaders in health and welfare plan compliance, communications, and other areas

Qualifications:

Basic Qualifications:
- Bachelor's degree
- Minimum of 10 years of health and welfare benefit plan experience
- Minimum of 5 years of management experience required, with managerial experience in positions of increasing levels of responsibility, planning, organizing, problem-solving and managing a significant budget
- Fully knowledgeable of ERISA, Code Section 125, HIPAA, COBRA, SOX, and other relevant rules, regulations and knowledge affecting employee health and welfare benefit plans
- Significant experience with the development and design of health and welfare benefit programs
- Experienced change agent who has successfully developed and implemented cost efficient, legally compliant, and employee focused health and welfare plans
- Experience in managing multiple health and welfare vendors in an outsourced and insourced environment
- Leadership experience in a large organization that provided services to multiple constituents
- Demonstrated track record in providing health and welfare benefit plan leadership in a complex environment with multiple complex benefit plans.
- Demonstrated ability to influence decisions and implement change
- Must be able to work independently and work well on internal and external teams
- Must be self-directed and able to handle large, concurrent projects with minimal supervision
- Knowledge and experience in benefit administration systems
- Experience with disability management programs
- Experience in design and administration of health and welfare benefit plans in a labor environment

Preferred Qualifications:
- Master's degree in business, human resources or finance preferred
- CEBS certification preferred
- Labor experience preferred, preferably interest-based negotiations
- PeopleSoft a plus - benefits administration systems

]]> Tue, 08 Nov 2011 14:00:00 GMT 1921190-Oakland-Human-Resources-and-HRIS
Essential Functions:
- Functions as a key point of contact for the most Sr. TPMG, KFH/HP, & local labor leadership to provide the highest level of expert consultation in the delivery of local HR services
- Responsible for providing consistent, excellent, efficient, & seamless services to local leadership, managers & employees through matrixed HR staff
- Leads, manages & directs local HR staff, including locally deployed staff that report to regional HR functions, to optimize resources & build efficiencies
- Leads the most complex local HR strategic planning initiatives & provides broad scale expert consultation, direction & guidance to executives & their leadership teams
- Engages & influences local sr. leaders to develop & implement long term people strategies, policies & practices that reflect the vision of the local medical center, regional HR & KP
- Develops & implements HR strategies & solutions that support achievement of business goals, optimize performance & drive transformational org change & effectiveness
- Establishes procedures & practices which promote consistent interpretation & application of HR policies, statutory regulations & programs
- Uses efficient & cost effective approaches to integrate technology into the workplace & to improve business processes
- Proactively engages with sr. leaders in shaping HR consulting accountability outcomes
- Examines policy issues & strategic plans with a long term as well as short term perspective
- Anticipates potential risks & opportunities & vets them with sr. leadership & regional HR, as appropriate
- As a key member of regional HR leadership team, contributes to HR initiatives across the region & KP
- Provides perspective on impact of initiatives on local operations to include integration with other competing priorities & plans
- Responsible for local implementation of HR programs, policies & procedures
- Co-leads with regional HR leaders, employee wellness, employee satisfaction survey, & other critical business initiatives
- Ensures compliance on all HR matters to include accountability for the outcomes of HR-related external & internal surveys, & audits by regulatory agencies or compliance functions
- Consults on all HR issues. This includes, but is not limited to advising & educating leaders on: understanding of union contractual agreements & working in a LMP environment; effective performance mgmt of staff, HR risk mgmt assessment & mitigation plans; mgmt of LOA's & associated legal requirements; workforce planning & recruitment strategies & plans; employee comp & benefit programs & leadership & mgmt development programs & talent review processes
- Engages with regional HR functional experts on the most complex issues
- Must have ability to collaborate & work effectively in a complex highly matrixed organization

Qualifications:

Basic Qualifications:
- Extensive (12+ years) experience in strategic planning and human resources management or business management
- Prior experience working with organized labor
- BA or BS in Business Administration, Public Health, Psychology, Human Resources or other related field, or equivalent work experience required
- Masters in Business Administration, Psychology or Human Resources related fields.
- Certified SPHR, Six Sigma, executive coaching, and/or Project Management Professional preferred
- Extensive knowledge of human resources laws and regulations
- Excellent communication, presentation, and consulting skills
- Demonstrated ability to lead professionals and manage others through influence and collaboration
- Excellent team building, conflict resolution, group interaction, and interpersonal skills
- Proficient in project and budget management
- Demonstrated ability to determine the key issues in a particular operational situation, involve the appropriate individuals, and develop appropriate plan of action from multi-disciplinary perspectives
- Must be able to work in a Labor/Management Partnership environment]]> Mon, 19 Sep 2011 16:00:00 GMT 1494501-California-Human-Resources-and-HRIS