The posting
Job Description
000555
Job Function Summary:
Involves providing strategic guidance, advising and decision making on behalf of an executive (generally defined as Chancellor, Vice Chancellor, or Vice Provost), relative to strategic academic and resource planning, short and long-range policy development, communications and high level analyses of new program development. In addition to executive advising, may also manage an independent program and / or professional staff engaged in a range of administrative functions.
Generic Scope
Recognized organization-wide expert. Has significant impact and influence on organizational policy and program development. Regularly leads projects of critical importance to the organization; these projects carry substantial consequences of success or failure. Directs programs with organization-wide impact (or may have impact beyond the University) that include formulating strategies and administering policies, processes, and resources. Significant barriers to entry exist at this level.
Custom Scope
Serves as lead strategist and has broad level authority to represent the organization with constituencies such as faculty, senate committee chairs, senior administrators, other UC locations, Office of the President, public agencies and the community. Advisor to senior executive who is responsible for a highly complex or diverse and broad organization, and / or over functions that are mission-critical in nature. Incumbent may hold unique high-level responsibility such as representing the university as a board officer. Provides direct policy and communications expertise, collaborating with senior executives on short- and long-range planning. Participates on committees, task forces responding to a variety of issues and handling sensitive negotiations with little or no precedence, requiring expedient and diplomatic action. Applies breadth and depth of institutional knowledge to develop sound long and short term strategic plans and build relationships with key constituencies and stakeholders. Identifies, formulates and advises on policy development and implementation. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Internal and external contacts often pertain to organizational plans and objectives. Is considered a subject matter expert within the organization and often recognized as an expert externally in the industry.
Responsibilities
Key Responsibilities
%
of time
Essential Function (Yes/No)
Key Responsibilities
(To be completed by Supervisor)
10
Yes
Enterprise & Business Strategy - Serves as a strategic advisor to senior executives and develops a deep understanding of enterprise and business strategy, operating priorities, financial and workforce drivers, and organizational context. Functions as an integral member of senior leadership teams and translates business priorities into workforce implications and strategic action.
15
Yes
Executive Advising & Strategic Influence - Advises senior executives on highly complex and sensitive workforce, organization, leadership, and talent matters with significant organizational impact. Uses business acumen, institutional knowledge, and expert judgment to frame systemic issues, evaluate options and tradeoffs, and influence executive decisions, including matters with limited precedent.
15
Yes
Enterprise Talent & Workforce Strategy - Develops and drives comprehensive, outcomes-based talent and workforce strategies aligned with business and enterprise priorities. Establishes clear actions and measures to optimize talent, organizational structure, leadership capability, workforce processes, and culture, and steers implementation across organizational and HR boundaries.
15
Yes
Strategic Workforce Assessment, Planning & Labor Optimization - Assesses current and future workforce needs, identifies critical talent and capability gaps, and formulates strategies to address them. Partners with senior leadership and analytical functions to identify organization-wide labor optimization opportunities, evaluate workforce scenarios, and improve the value and sustainability of labor investment.
10
Yes
Organization Effectiveness & Change Leadership - Diagnoses complex organization and workforce issues that limit effectiveness and leads development of strategies to improve organizational design, leadership and team performance, ways of working, engagement, and culture. Serves as a change catalyst on significant transformations, anticipating barriers and aligning leaders and stakeholders around implementation.
10
Yes
Analytics, Evidence & Strategic Insight - Integrates HR, workforce, operational, and business data to identify emerging risks and opportunities, generate enterprise-level insights, and provide strategic recommendations. Leads analysis of complex issues involving labor productivity, workforce optimization, organizational health, and mid- to long-range talent strategy, and establishes measures to assess impact.
10
Yes
Integrated HR Strategy & Delivery - Provides strategic direction across HR functional areas to ensure services, programs, policies, and interventions are integrated and aligned with organization-wide priorities. Mobilizes and coordinates expertise across Talent Acquisition, Compensation, Learning and Organization Development, Labor and Employee Relations, and other HR functions to resolve multifaceted challenges and deliver cohesive solutions.
5
Yes
Leadership Capability & Succession - Advises senior leaders on leadership effectiveness, succession, talent movement, and development priorities. Partners with appropriate HR experts to strengthen leadership pipelines and ensure critical roles have the capabilities and succession strategies needed for future organizational requirements.
5
Yes
Enterprise Representation & Critical Initiatives - Represents Human Resources with authority and subject matter expertise on high-level UCSF Health and University committees, task forces, and cross-organizational initiatives. Leads or contributes to initiatives of critical importance where workforce strategy, organizational alignment, sensitive negotiations, or coordinated enterprise action are required.
3
Yes
Policy, Systemic Issues & Organizational Influence - Identifies and frames systemic workforce issues and influences the development, interpretation, and implementation of approaches, practices, and policies with broad organizational impact. Builds alignment among senior stakeholders and provides briefings on current and emerging workforce issues.
2
Yes
Other responsibilities and critical strategic projects as assigned.
100%
(To update total %, enter the amount of time in whole numbers (without the % symbol - e.g., 15, 20) then highlight the total sum (e.g., 1%) at the bottom of the column and press F9. The total sum should add up to 100%.)
Qualifications
Knowledge Skills and Abilities (KSAs)
Please list:
Knowledge Skills and Abilities (KSAs)
Please list:
Knowledge, Skills and Abilities
Req / Pref
Expert knowledge of organizational processes, protocols and procedures, with demonstrated ability to apply institutional knowledge to complex and sensitive workforce matters.
Required
Demonstrated advanced strategic thinking and executive consulting skills, including the ability to frame systemic issues, evaluate complex options and tradeoffs, and guide senior leaders toward workable strategies and solutions.
Required
Expert knowledge of human resources strategy and practices, including talent management, workforce planning, organization effectiveness, employment practices, labor and employee relations, compensation, learning and development, and related workforce programs.
Required
Advanced business acumen and demonstrated ability to connect business, operational and financial priorities to enterprise workforce and talent strategies.
Required
Advanced analytical, problem-solving and evidence-based decision-making skills, including the ability to integrate complex workforce and business data, develop insights, and formulate recommendations with organization-wide impact.
Required
Advanced consulting, relationship-building, negotiation and influencing skills; demonstrated ability to build alignment and achieve solutions among senior stakeholders across complex organizational boundaries.
Required
Highly developed written, verbal and presentation skills for advising executives, communicating complex or sensitive information, and influencing sustained organizational change.
Required
Demonstrated ability to lead highly significant, complex engagements and enterprise initiatives from strategy through implementation, including work with limited precedent and substantial consequences of success or failure.
Required
Highly skilled in navigating complex organizations and operating with a high degree of autonomy, discretion and judgment in difficult, sensitive or volatile situations.
Required
Expert knowledge of HR information systems and related business technology, with the ability to use systems and data to support workforce analysis and strategic decision making.
Required
10+ years of progressively responsible strategic human resources experience, or an equivalent combination of training, experience, and demonstrated success leading complex strategic HR and workforce initiatives.
Required
Strategic human resources experience in a complex healthcare, academic health, higher education, or similarly complex environment.
Preferred
Education, Licenses and Certifications:
Education
Req / Pref
Bachelor's degree in related area and / or equivalent experience / training.
Required
Advanced degree in human resources, business, organizational development, healthcare administration, or related field.
Preferred
Licenses
Req / Pref
N/A
Certifications
Req / Pref
HR Business Partner Certification.
Preferred
Executive Coaching Certification.
Preferred
