Description
Penn Medicine is dedicated to our tripartite mission of providing the highest level of care to patients, conducting innovative research, and educating future leaders in the field of medicine. Working for this leading academic medical center means collaboration with top clinical, technical and business professionals across all disciplines.
Today at Penn Medicine, someone will make a breakthrough. Someone will heal a heart, deliver hopeful news, and give comfort and reassurance. Our employees shape our future each day. Are you living your life's work?
- Entity: Corporate
- Department: SVP Administrative Svcs
- Location: Remote/Hybrid. In person meetings as needed. Based out of Perelman Center for Advanced Medicine-3400 Civic Center Blvd
Summary:
The Vice President of HR Strategy & Operational Excellence, reporting to the System Chief Human Resources Officer (CHRO), leads enterprise-wide HR transformation, operational excellence, and service delivery. This role collaborates with the CHRO, HR Leadership Team, and key stakeholders to ensure HR operations, technology, and strategic initiatives align with Penn Medicine's business objectives. As a member of the HR Leadership Team, the incumbent drives transformative change, shaping long-term strategy and implementing scalable, data-driven solutions that enhance the employee experience and operational effectiveness.
Responsibilities:
- HR Transformation: Lead large-scale HR transformation initiatives, identifying, assessing, and prioritizing solutions to address strategic and operational challenges. Design and launch a centralized HR Service Center, implementing case management tools, service delivery protocols, and service level agreements. Spearhead system-level workforce planning efforts with HR Business Partners and operational leaders to anticipate future talent needs and optimize staffing. Define and monitor key performance indicators (KPIs) to capture service levels, feedback, and improvement areas, aligning operational performance with targets. Act as a trusted partner to HR Business Partners, Labor and Employee Relations, Total Rewards, and Talent teams. Engage operational, clinical, and physician leaders to understand workforce needs and ensure HR operations are responsive and aligned with institutional priorities. Oversee the operational execution of the HR strategy, translating it into operational goals and objectives, integrating them into daily operations, ensuring implementation, accountability, and measurement.
- HR Technology, Systems & Integration: Lead the development and execution of a forward-looking HR technology strategy and roadmap, in partnership with IT and business stakeholders. Serve as the senior functional leader for HR systems, partnering with IT and HRIS to ensure system performance and usability. Collaborate on upgrades, system integrations, and reporting enhancements to support efficient operations. Monitor data integrity and drive adoption of digital tools that improve process reliability and the user experience.
- HR Service Delivery & Operations: Ensure HR operations and service delivery comply with federal, state, and local regulations and collective bargaining agreements, maintaining clear, accessible HR policies and practices. Oversee HR people operations, including end-to-end processes across the employee lifecycle (e.g., onboarding, LOA, employee relations) to ensure scalable, efficient, and employee-centered practices. Provide people data and analyses to inform talent discussions and support talent decisions (e.g., requisitions, compensation, recruiting, development, engagement). Support enterprise vendor strategy in partnership with entity CHROs and the System CHRO, providing input on vendor performance, contract alignment, and opportunities for efficiency or improvement. Manage direct reports and overall team members, fostering a high-performance culture. Establish and monitor key performance indicators, leveraging HR data, analytics, and industry benchmarks to measure effectiveness and drive continuous improvement. Oversee and continuously improve core HR processes and employee services across the organization, identifying opportunities to streamline workflows, enhance the employee experience, and reduce administrative burden. Serve as a key liaison with internal compliance, legal, and risk teams to interpret and apply HR policies consistently. Ensure consistency, accuracy, and timeliness of HR transactions and support services across departments and entities. Establish frameworks and governance to accurately capture, organize, and maintain documentation for key processes, workflows, and decisions to ensure organizational knowledge is preserved and accessible.
Credentials:
- SHRM-SCP License (Preferred)
Education or Equivalent Experience:
- Bachelor of Arts or Science in Human Resources, Business Administration, or a related field (Required)
- And 10+ years Progressive HR leadership experience, with a strong track record in HR strategy, operations, and transformation. (Required)
- Master of Arts or Science (Preferred)
- Experience in Healthcare (Preferred)
- Deep understanding of HR systems, compliance, employee lifecycle processes, and regulatory considerations in healthcare or academic medical centers. (Preferred)
- Strong knowledge of employment laws and regulations (e.g., FMLA, FLSA, ADA, etc.) (Preferred)
We believe that the best care for our patients starts with the best care for our employees. Our employee benefits programs help our employees get healthy and stay healthy. We offer a comprehensive compensation and benefits program that includes one of the finest prepaid tuition assistance programs in the region. Penn Medicine employees are actively engaged and committed to our mission. Together we will continue to make medical advances that help people live longer, healthier lives.
Live Your Life's Work
We are an Equal Opportunity employer. Candidates are considered for employment without regard to race, ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, familial status, genetic information, domestic or sexual violence victim status, citizenship status, military status, status as a protected veteran or any other status protected by applicable law.
