Vice President, Human Resources

HealthPartners is currently hiring for a Vice President, Human Resources. The vice president is a key member of the HealthPartners human resources executive leadership team and reports directly to the Chief People Officer.

In support of the HealthPartners' enterprise, and specifically its' health plan, institute, and shared services operations; the vice president provides strategic leadership for multiple people functions that enhance organizational performance, the colleague experience, and HealthPartners business strategies. It is responsible for designing and leading competitive, enterprise-wide Centers of Excellence (COEs), and serves as the strategic human resources business partner with key senior executive leaders.

The vice president must be an involved leader, who can build trust and influence a wide variety of stakeholder groups. Critical to this role's success will be this leader's ability to build relationships across all levels of individual contributors and leadership. This is a new opportunity available within the HealthPartners HR family with a team of approximately five (5) direct reports and total accountability of approximately twenty to thirty (20-30) staff members.

Required Qualifications:

• Bachelor's degree in human resources, business administration, or related field
• Minimum of ten (10) years of progressive human resources experience with minimum of five (5) years in strategic human resources leadership roles collaborating directly with executive leaders
• Five (5) years successfully leading and developing senior HR professionals, including HR leaders in Centers of Excellence and/or HR Business Partner roles.
• Proven experience leading large-scale, complex change transformation within the HR or similar function.
• Successful history building and delivering scaled people programs.
• Equivalent combination of education and/or experience
• Strategic thinking and visionary skills to develop and activate HR initiatives in alignment with business goals.
• Expertise in designing and leading enterprise-wide HR COEs
• Ability to drive strategic projects for the organization, with executive presence and impact that spans across the enterprise and business divisions.
• Proven leadership skills with the ability to build, inspire, and motivate teams toward a common vision and goal, navigating ambiguity, adapting to change, and thriving in a dynamic work environment.
• Skilled at building collaborative working relationships with all levels of colleagues and leaders.
• Effective critical thinking skills and analytical mindset with ability to understand complex business challenges and develop data-informed solutions.
• Strong verbal and written communication skills, with the ability to translate data and concepts into actionable insights and present to senior level executives.
• Strong understanding of HR processes, systems, and employee lifecycle best practices

Preferred Qualifications:

• Master's degree in related field
• Previous experience working in health care and/or health plan operations.
• Previous experience working in a labor union environment.
• Active Human Resources certification, such as SHRM-SCP or SPHR
• Project management and change management capabilities with managing large, complex projects.

Hours/Location:

• M-F; Days
• Position is housed out of the HealthPartners corporate office in Bloomington, Minnesota.

Responsibilities:

• (40%) Strategic leadership:
  
  
  
  • Develop and implement HR strategies that align with the long-term business strategy, enabling organizational success and a healthy, high performing team.
  • Provide visionary and directional leadership for HR Business Partnering, Colleague Experience & Engagement, and Talent Acquisition functions to deliver on business strategies and priorities.
  • Collaborate with operational leaders to understand and address their business needs with innovative HR solutions.
  • Serve as a trusted strategic advisor to executive leaders on complex HR matters.
  • Lead, sponsor, and support change initiatives and projects as assigned to accomplish organizational goals and people objectives.
  
  
• (20%) HR business partnering:
  
  
  
  • Oversee HR leaders to manage and support a team of HR Business Partners (HRBPs) to deliver strategic HR partnership with executive leaders across enterprise-wide shared services, institute, and health plan divisions.
  • Collaborate with business leaders to determine current and future business needs, assess performance gaps, and establish bench strength in key positions.
  • Continuously grow the capabilities of the HRBP team to be a valued strategic consultant and partner to operational leaders and other human resources colleagues
  • Ensure HR policies and procedures are consistently applied and comply with legal and regulatory requirements, as well as using an equity framework.
  
  
• (20%) Talent management, organizational effectiveness, and engagement
  
  
  
  • Oversee director level leadership to manage and support a team of internal consultants that design, develop and implement initiatives to improve colleague engagement and experience, retention, and development.
  • Cultivate a lifecycle approach to talent management focused on workforce and succession planning, engagement, and retention.
  
  
• (20%) Talent acquisition:
  
  
  
  • Develop and coach talent acquisition leaders to define workforce strategies and plans, design, build, manage, continuously grow, and support the talent acquisition team in attracting and hiring top talent for the enterprise.
  • Ensure recruitment and pipeline strategies and processes are built, scaled, and aligned with the organization's people strategies, diversity, equity, inclusion, and belonging goals.
  • Collaborate with internal marketing and communication leaders to develop aligned employment branding initiatives to enhance the organization's reputation as an employer of choice.