Senior Director, HR Strategy Design, Learning and Development at Kaiser Permanente

Oakland, California, United States -

Full Time

Start Date

Immediate

Expiry Date

06 Jul, 26

Salary

0.0

Posted On

07 Apr, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Learning and development, HR strategy, Workforce planning, Leadership, Performance management, Strategic planning, Stakeholder management, Talent development, Business operations, Change management, Data analysis, Project management, Organizational design, Learning technologies, Consultation

Industry

Medical Practices

Description

Job Summary: In addition to the responsibilities listed below, this position is responsible for overseeing the effective and efficient delivery of learning and development opportunities across KP to support our business strategy and workforce planning initiatives. Additionally, this position is responsible for leveraging existing local and national learning practices, programs, and resources to ensure efficient and effective delivery of services, ensuring that the design and delivery of learning and development programs are aligned with organizational culture strategy and reinforce organizational objectives, building and maintaining relationships with key stakeholders, and partnering with executive Human Resources and business leadership to align programs to overall Human Resources and business strategy. Essential Responsibilities: Models and drives continuous learning and maintains a highly skilled and engaged workforce by aligning cross-functional resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating and empowering teams; building organizational capacity and grooming high potentials for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance and leadership when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs. Oversees the operation of multiple units and departments by identifying customer and operational needs; analyzing resources, costs, and forecasts and incorporating them into business plans; engaging strategic, cross-functional business units to champion and drive support for business plans and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; anticipating and removing obstacles that impact performance; addressing performance gaps and implementing contingency plans accordingly; ensuring products and/or services meet customer requirements and expectations while aligning with organizational strategies; serving as a subject-matter expert and trusted source to executive leadership; and providing influence and consultation in the development of the larger organizational or business strategy. Develops strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals; aligning and integrating HR and business strategies across business lines and shared services; aligning resources; overseeing the execution of strategic action plans; and monitoring performance against SLAs and other key performance indicators. Oversees the design, development, and execution of HR practices, programs, and initiatives by directing the development and implementation of tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across HR functions, project teams, and business partners; monitoring and identifying gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and modifying design and implementation strategies as appropriate to accommodate continuously changing business demands. Minimum Qualifications: Minimum six (6) years experience in learning and development including learning technologies and designing learning tools Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum twelve (12) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Minimum six (6) years experience in a leadership role with or without direct reports, including at least 3 years formal supervisory experience.

Responsibilities

The Senior Director oversees the design and delivery of learning and development programs to support business strategy and workforce planning. They are responsible for building relationships with executive leadership and ensuring HR practices align with organizational objectives.