Working directly with National Executive Team (NET), the Region Presidents Group (RPG), and the Human Resources Senior Leadership Council (SLC), provides leadership, facilitation and expertise on highly strategic and sensitive talent strategy, and workforce planning and analytics. Responsible for ensuring Kaiser Permanente has the necessary level of organizational capability as Kaiser evolves to meet new business challenges. Leads the development, implementation, and use of strategic talent planning models, tools, methodologies and resources. They will act as the primary consultant to KP National leadership on workforce planning matters and lead an enterprise-wide community of practice to design and embed consistent, strategic solutions across regions and national functions. Scope of duties is enterprise wide; Collaborates with regional talent managed throughout KP. Influences the development and execution of functional KP-wide policies and long-term goals.

Essential Responsibilities:
- Develops and drives optimal Talent Acquisition strategy to support the overarching talent strategy, meeting regulations and delivering on the KP mission. Utilizing workforce analytics and data, develops integrated sourcing strategies (with a focus on critical workforce segments and enablement of KP diversity strategies), and process and policy designs in support of the Talent Acquisition function to ensure a competitive edge in the marketplace and strengthening the KP employment brand. Provides direction to and collaborates with the delivery of Talent Acquisition services KP, helping to ensure the overarching talent strategy is executed against. Develops and drives integrated talent acquisition and workforce strategy for contingent workforce of approximately 30,000 contingent workers and 30,000 affiliates, representing an annual spend of $2-3B. Develops an effective internal talent mobility strategy to strengthen career path opportunities at KP and support and sustain the organization's talent objectives. Participates in key National forums as a leader and decision maker, such as the People Strategy Program Management and Integration Team (PMIT) and HR Investment Portfolio Governance group. Leads through subordinate Directors and Managers.
- Working with Directors and Vice-Presidents across HR, Operations, and Finance, leads the development of a workforce planning strategy, business process, and a core set of workforce analytics, forecasting models, tools, and resources. Establishes a national process and team to embed, operationalize, and sustain these tools and the overarching methodology across KP. Represents the Center of Excellence for workforce planning and analytics in forums at a national level and partners with executive management and labor leaders, speaking on behalf of executive leadership on issues that require resolution. Collaborates with executive leadership to structure undefined issues for resolution, directs research on priority issues, and provide recommendations to the NET and RPG. Develops formal presentations for the NET and RPG as well as papers and public statements as appropriate. Leads an ongoing community practice of diverse workforce planning leaders that may include executive leaders across Kaiser Permanente, with the goal of sharing and leveraging best practices and creating capability across the enterprise.
- Drives and executes all internal planning processes associated with talent planning and priorities. Assists and advises the enterprise in establishing, developing, and leveraging local workforce forecasting and planning staff/capacity, applying market-level requirements to meet business needs. Integrate region and national functions workforce planning and talent management strategies to address core skill gaps and resource shortages that will have significant impact on Kaiser's ability to meet goals. Partner with the Leadership in talent acquisition, human resources, and learning and development to define and execute workforce plans, including internal employee development and succession management strategies.

Basic Qualifications:
Experience
- Minimum fifteen (15) years of directly related experience in talent strategy and/or workforce planning solutions, to include the following combination: 1) a minimum five (5) years working knowledge and experience in recruitment/talent acquisition strategy and/or delivery with a large, complex customer-oriented organization; 2) a minimum five (5) years related management experience, with at least two (2) years in middle to upper middle management; and 3) a minimum five (5) years experience in leading and managing project teams.
Education
- Bachelor's degree in business administration, human resources or organizational effectiveness or equivalent emphasis required.
License, Certification, Registration
- N/A

Additional Requirements:
- Demonstrated ability to work at the most senior levels with impact at the regional and national level of an organization. Expertise in a variety of workforce models, tools and methodology. Must be familiar with using management dashboards to communicate results.
- Strategic thinking, Influencing skills, Patience, Persistence, Business Acumen, Consulting skills, Facilitation skills, Program and Project management, demonstrated ability to manage staff and lead a team.
Preferred Qualifications:
- Over fifteen (15) years of directly related experience in talent strategy and/or workforce planning solutions, to include the following combination: 1) a minimum five (5) years working knowledge and experience in recruitment/talent acquisition strategy and/or delivery with a large, complex customer-oriented organization; 2) up to eight (8) years related middle to upper middle management experience; 3) a minimum of five (5) years of health care industry experience; 4) a minimum of five (5) years experience in leading and managing project teams; and 5) a minimum of five (5) years experience in a highly complex or unionized environment.
- Master's degree in business administration, human resources or organizational effectiveness, or equivalent emphasis.