Oregon Health & Science University

Associate Vice President, Talent Management

Job Locations US-OR-Portland
Requisition ID
2022-16301
Position Category
Human Resources
Position Type
Regular Full-Time
Job Type
Unclassified Administrative
Department
Human Resources
Salary Range
Commensurate with qualifications, experience and internal equity
FTE
1.00
Schedule
Monday-Friday
Hours
Routine hours between 8:00am and 5:00pm, with variability
HR Mission
Central Services
Drug Testable
No

Department Overview

Reporting to the Executive Vice President, Human Resources, the Associate Vice President, Talent Management is responsible for the design, implementation and communication of a talent management strategy that fosters a culture of innovation and continuous improvement at OHSU.  The incumbent plans, implements and manages strategic programs in recruitment and onboarding, benefits, employee records, performance management and learning and organizational development, ensuring that such programs align with OHSU’s core values and competencies.  This role ensures that policies, procedures and practices related to talent management support the overall mission and strategy of OHSU.  The Associate Vice President, Talent Management will partner with HR leaders across all functional areas on projects with institution-wide impacts, and serves as a lead on such projects, as needed.

Function/Duties of Position

Key Responsibilities & Performance Standards

 

Recruitment and Onboarding

  • Develop and lead an organization-wide strategy for sourcing, engaging, hiring, and onboarding a high quality and diverse workforce ensuring that hiring managers have the necessary tools and resources to effectively fill vacancies.
  • Continuously evaluate the OHSU lifecycle recruitment process across all mission groups, including vacancy requisitions and approval processes, candidate sourcing, assessments, interviewing, hiring practices, and all related technical processes identifying opportunities for standardization, integration and optimization.
  • Partner with hiring managers and other internal stakeholders to implement best practices related to candidate experience, equitable hiring decisions, and conveying an appealing employment brand.
  • Develop, evaluate and communicate institution-wide metrics for tracking and evaluating recruitment processes diversity, and quality of hires.
  • Oversee the planning and execution of diversity recruiting activities, including removing barriers in the recruitment process, implementing best practices for a positive candidate experience, the coordination of regular events to increase the diversity candidate pipelines, building relationships with diverse networks across talent pools, and tracking progress towards goals to ensure results.
  • Provide direct and indirect supervision of all staff performing recruitment activities across the OHSU enterprise.
  • Lead digital and other innovative strategies to attract and engage talented candidates.

 

Benefits

  • Oversee the development and administration of progressive and proactive employee benefit programs and policies at OHSU to meet the institution’s business objectives and to foster a highly engaged workforce, including, but not limited to, medical, pharmacy, dental, vision, disability and life insurance programs; retirement, paid time off and leave programs; wellness programs; and the Employee Assistance Program.
  • Assess effectiveness of Benefit programs and facilitate revisions, additions and deletions to programs, as needed, to ensure programs offer value to a diverse workforce.
  • Ensure effective leadership to the Employee Benefits Council.
  • Provide leadership and oversight to the Benefits staff, including prioritizing work projects, ensuring benefits information is clear and accessible to all employees, and serving as an escalation point for critical issues, contacts and requests.
  • Provide executive sponsorship of Spark, OHSU’s Wellness Program, to leverage employee engagement strategies that improve employee wellbeing and increase organizational outcomes.

Learning and Organizational Development

  • Oversee the planning, implementation and resource development for employee learning and development programs in leadership, communication, general business, digital acumen, management, and other organization-wide functional skills.
  • Oversee the Career and Workplace Enhancement Center programs and resourcing, ensuring effective, valuable training to staff in key competency areas.
  • Oversee the planning, implementation and resource development for the leadership development function, ensuring OHSU leaders can demonstrate leadership competencies appropriate for their role and preparing current and emerging leaders to step into more responsible leadership positions.
  • Oversee the planning, implementation and resource development for the organizational development function that implements solutions that enable the people, culture, and structures to meet the changing needs of the organization.
  • Build partnerships with Employee & Labor Relations, Compensation, and embedded talent development and culture-building partners across the organization to share resources and develop a cohesive learning and organizational development strategy.
  • Oversee the planning, implementation and resource development for the Clinical Educations Services department, ensuring effective training and onboarding of new clinical staff.
  • Oversee the planning, implementation and resource development for the Compass team, ensuring appropriate utilization of LMS system, effective user support, including training and troubleshooting, and effective reporting from LMS.
  • Provide leadership and oversight to all Learning and Development staff. 

HR Systems and Data Management

  • Lead the implementation, and administration of HR systems that provide strategic insights, maintain accurate records, and meet user needs.
  • Oversee the HR Employee Records function, driving continuous improvement, increased accuracy and operational effectiveness.
  • Oversee the Learning Management System, including development of functionality, expanded utilization, and maintenance of current system to ensure compliance, access and effectiveness for supporting learning and development of all OHSU members.
  • Oversee the Applicant Tracking System, including development, implementation and maintenance of system to ensure optimal recruiting and onboarding processes and insights.
  • Partner with ITG and HRIS teams to facilitate system changes that provide integrated solutions and automation, as available, to enhance operational efficiencies.
  • Coordinate utilization of OHSU HR systems with OHSU Partners, as appropriate.

Labor Relations

  • Act as resource and support to Human Resources colleagues in areas of specialized knowledge and skill related to the collective bargaining agreements with OHSU’s 5 unions.

Human Resources Policy

  • Participate and provide thought leadership as part of the OHSU Policy Advisory Committee.
  • Develop and revise, as necessary, OHSU’s Human Resources policies, collaborating with other institutional departments (i.e. Legal, Risk Management, Central Financial Services, Public Safety) to ensure policies are clear, aligned with OHSU’s values, equitable, and support positive employee relations.
  • Ensure institutional compliance with human resources related laws and regulations.

Performance and Competency Management

  • Partner with technical resources, HR Mission Leaders and senior OHSU leadership to ensure a system of effective performance reviews for all OHSU employees, linking individual performance to organization outcomes, values and competencies.
  • Ensure 360 feedback tools are available to all OHSU departments.
  • Develop appropriate metrics and tracking mechanisms to drive accountability, measure results and optimize the impact of the talent management function.
  • Ensure the performance management framework is reinforced by the learning and organizational development strategy, linked to job descriptions, and based on key behaviors and outcomes that relate to organizational effectiveness.

Required Qualifications

  • Bachelor’s degree in Human Resources, Business Administration or related field.
  • 10 years of Human Resources or related experience with emphasis in developing and deploying a talent management strategy.
  • 8 years progressively more responsible leadership roles.
  • Experience working within a large, matrixed organization.
  • Demonstrated commitment to working with shared leadership and in cross-functional teams.
  • Excellent organizational, coaching, and leadership skills, including ability to lead and support diverse teams.
  • Excellent people management skills, including the ability to foster collaboration and inclusion, provide individualized support to employees, build relationships with remote team members, and foster a team culture of engagement and accountability.
  • Experience identifying opportunities and taking action to build inclusion and equity into organizational strategy, culture, employee engagement, and employee relations.
  • Proven ability to undertake multiple priorities/projects concurrently, ability to self-prioritize, lead others and to consistently meet due dates and timelines.
  • Excellent written and verbal communications skills, including the demonstrated ability to express complex information in a clear, concise and understandable fashion.
  • Expert-level experience using HR data to inform equitable policy development, decision-making, and program implementation. 
  • Strong creative, strategic, analytical and organizational skills.
  • Must be a team player, but able to work independently, using initiative and judgment.
  • Emotionally intelligent and culturally aware verbal and written communication skills, especially in the following settings: addressing conflict, sensitive employee relations situations, implementing organizational change, influencing decisions, and building trust with the workforce.
  • Strong interpersonal and persuasion skills and the ability to build partnerships with senior leaders and across missions. 
  • Expertise in change management and promoting adoption of new processes, systems, or policies.
  • Demonstrated financial analysis and fiscal management skills.
  • Demonstrated tolerance for ambiguity.

 

Preferred Qualifications

Master’s degree in related field.

All are welcome

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


As an organization devoted to the health and well-being of people in Oregon and beyond, OHSU requires its employees to be fully vaccinated against COVID-19.

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