Director of Human Resources - SOM

The Director of Human Resources provides strategic and operational leadership for talent management and human resources functions at the Kaiser Permanente Bernard J. Tyson School of Medicine (KPSOM). Serving as a key partner to executive HR leadership, this position leads the development, implementation, and continuous enhancement of talent and workforce strategies, programs, and services that support institutional priorities, organizational effectiveness, and long-term workforce capability.

The Director of Human Resources provides strategic and operational leadership for talent management and human resources functions at the Kaiser Permanente Bernard J. Tyson School of Medicine (KPSOM). Serving as a key partner to executive HR leadership, this position leads the development, implementation, and continuous enhancement of talent and workforce strategies, programs, and services that support institutional priorities, organizational effectiveness, and long-term workforce capability.

The Director oversees talent acquisition, workforce planning, learning and development, employee engagement, HR systems, workforce analytics, and human resources operations. In partnership with executive and departmental leaders, the Director assesses current and future workforce needs, strengthens organizational and leadership capability, advances change initiatives, and drives data-informed decision making to support strategic objectives.

This position is responsible for ensuring the effective delivery of HR programs, services, policies, and practices while fostering a high-performing, engaged, and inclusive workforce. The Director also serves as a strategic advisor to leadership and other HR partners, advancing initiatives that enhance employee experience, organizational performance, and the overall effectiveness of the schools people strategy.

• Develop and execute human resources, talent acquisition and management strategies that align with KPSOMs mission, strategic priorities, and workforce objectives.
• Partner with executive and departmental leaders to assess workforce needs, identify organizational risks and opportunities, and develop solutions that strengthen organizational effectiveness, talent management and workforce capability.
• Serve as a trusted advisor on workforce strategy, organizational design, talent acquisition and management, employee engagement, leadership effectiveness, and organizational change.
• Direct talent management programs, including talent acquisition, workforce planning, succession planning, performance management, leadership development, employee development, recognition, and retention.
• Lead organizational development and change management initiatives that enhance organizational capability, culture, employee engagement, and team effectiveness.
• Oversee the design, delivery, and evaluation of learning and development programs aligned with workforce planning objectives, organizational culture, and business strategy.
• Partner with HR Business Partners and organizational leaders to identify workforce, leadership, and capability gaps and implement targeted solutions to address current and future needs.
• Direct the design, implementation, administration, and continuous improvement of HR programs, processes, systems, and tools to ensure efficient and effective service delivery.
• Provide leadership for day-to-day HR operations, ensuring compliance, operational excellence, customer-focused service, and a positive employee experience.
• Oversee workforce analytics, metrics, dashboards, and reporting to evaluate organizational health, measure HR program effectiveness, and support data-driven decision making.
• Lead continuous improvement efforts to enhance HR operations, service quality, workforce outcomes, and organizational performance.
• Direct organizational design, restructuring, integration, and workforce transition initiatives to ensure alignment with strategic and operational objectives.
• Lead, develop, and mentor HR staff through effective recruitment, performance management, coaching, and professional development practices.
• Represent Human Resources on institutional committees, cross-functional initiatives, and serve as a delegate for HR leadership as assigned.

• Ten (10) years experience in human resources, business operations, or a related field.
• Five (5) years of leadership experience with or without direct reports, including at least two (2) years of formal supervisory…