Description
The Executive Human Resources Leader provides organization-wide leadership for Northwest Permanente’s (NWP) human resources strategy, operations, and governance in support of a physician-led, integrated medical group. This role serves as the senior-most operational HR leader and a key strategic advisor to clinical and non-clinical leadership.
The Executive Human Resources Leader translates organizational and people strategies into actionable, sustainable solutions that enable clinical excellence, workforce sustainability, and organizational effectiveness within a highly regulated healthcare environment. This role works closely with the Chief People Officer (CPO) to inform, influence, and operationalize people priorities.
Serving as a strategic business partner, the Executive Human Resources Leader provides oversight for all HR functions, including total rewards, payroll, talent acquisition, engagement, inclusion, graduate medical education, HRIS, wellness, HR consulting, training, and professional development. This role leads the long-range people and workforce planning with particular emphasis on clinician workforce sustainability, talent management, employee relations, total rewards, organizational effectiveness, and compliance.
As a new addition to the HR organization, the final title, scope, and reporting structure for this role may be determined based on experience, organizational needs, and alignment with enterprise leadership expectations.
Key Responsibilities -
Strategic HR Leadership & Organizational Alignment
- Lead the design, implementation, and ongoing evolution of NWP’s people strategy in alignment with organizational priorities, operational goals, and long-range business plans.
- Serve as a trusted strategic advisor to the CPO, executive, clinical and non-clinical leadership on workforce, culture, and organizational capability matters.
- Collaborate with regional and national HR partners to ensure consistency with broader Kaiser Permanente or Permanente Medical Group frameworks while meeting Northwest Permanente-specific needs.
- Partner closely with the CPO to prepare organizational people strategy recommendations, executive-level insights, and materials for Executive Council and Board consideration.
- Drive organizational alignment by embedding people strategy into operational planning, decision-making, and change initiatives across the organization.
Human Resources Strategy & Operational Governance
- Establish and leverage HR performance metrics and dashboards that inform executive decision-making, and organizational health.
- Lead talent management strategies, including succession planning, leadership development, performance management, and employee engagement.
- Oversee the design and governance of compensation, benefits, and total rewards programs to ensure market competitiveness, internal equity, and fiscal sustainability.
- Serve as an organizational steward of ethical, inclusive, and legally compliant HR practices, ensuring risk mitigation and regulatory adherence.
- Provide executive oversight of complex employee relations matters, including high-risk investigations and conflict resolution.
- Act with delegated organizational authority on high-impact employment risk and compliance decisions.
Organizational Effectiveness & Change Leadership
- Lead organizational development and change initiatives that strengthen leadership capability, accountability, and culture.
- Support clinician and non-clinician workforce sustainability through strategic workforce planning, engagement, and talent retention initiatives.
- Act as a thought partner to leaders navigating growth, transformation, and changing workforce needs.
Team Leadership
- Direct and optimize HR functions and resources, including budget oversight, leadership of 50+ direct and indirect reports, and alignment of HR structure and programs with organizational priorities.
- Align HR structure, resources, and capabilities with organizational priorities and evolving needs.
- Drive consistent, high-quality internal customer experience across the organization.
- Foster a culture of collaboration, accountability, inclusion, compliance, and continuous improvement within the HR function and across the organization.
Education, Certifications and Related Experience -
Minimum Requirements:
- Bachelor’s degree in Human Resources, Business Administration, or related field required.
- Minimum of 15 years of progressive HR leadership, ideally within a healthcare system or a highly credentialed professional services environment (e.g., law or academia).
- Minimum of 5 years partnering with senior leaders and overseeing enterprise-level people strategies.
- Proven success leading complex, organization-wide HR initiatives, including workforce planning, organizational design, leadership development, and compliance.
- Experience leading multi-functional HR teams, including Talent Acquisition, Total Rewards, HR Consulting, and Learning & Development.
- Deep knowledge of employment law and HR compliance, preferably in healthcare settings.
- Demonstrated sound judgment in complex, high-risk situations, and ambiguous situations.
- Exceptional executive communication, influence, and relationship-building skills.
Preferred Requirements:
- Master’s degree in Human Resources, Business Administration, or related field.
- 10 years of experience partnering with C-suite executive leaders.
- 10 years demonstrated experience serving as a principal HR leader with enterprise-wide authority.
- Senior-level HR certification (e.g., SHRM-SCP, SPHR) preferred.
Company Overview
Northwest Permanente is the largest self-governed, physician-led, multi-specialty group with over 1,500 physicians, surgeons, and clinicians caring for over 600,000 members in Oregon and Southwest Washington. Kaiser Permanente is one of the nation's preeminent health care systems, a benchmark for comprehensive, integrated, value-based, and high-quality care.
Equal Opportunity Employer
Northwest Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.
