About this role
Job Summary:
The Assistant Vice President, Human Resources Business Partner (AVP) serves as a lead enterprise workforce strategist and trusted advisor to senior executives responsible for highly complex, diverse, and mission-critical areas of UCSF Health. The AVP provides strategic guidance on the workforce, organization, leadership, and talent implications of business strategy and has broad influence in shaping and advancing solutions to systemic workforce issues with organization-wide impact. The AVP develops and drives comprehensive, business-aligned, outcomes-based talent and workforce strategies that strengthen organizational performance, leadership capability, talent pipelines, workforce productivity, and culture.
The AVP applies expert human resources, talent management, organization effectiveness, workforce planning, and change leadership expertise to advise on highly complex and sensitive matters with substantial organizational consequences. Working with significant autonomy and limited precedent, the AVP integrates data, business context, institutional knowledge, and external trends to identify emerging workforce risks and opportunities, formulate strategies, and influence executive decision making. The AVP represents Human Resources on enterprise initiatives and high-level cross-functional work, leads resolution of complex issues across organizational boundaries, and coordinates HR centers of expertise to deliver integrated solutions aligned with UCSF priorities, culture, and values. The AVP may lead critical enterprise initiatives and provide strategic direction and guidance to other HR professionals.
Department:
The Human Resources Business Partner function resides within the UCSF Health Human Resources Department. The team partners with senior leaders across UCSF Health to translate enterprise and business strategies into proactive workforce and talent strategies that improve organizational performance and workforce outcomes. AVPs operate as strategic advisors to senior leadership and connect business priorities with the full range of HR capabilities.
Each AVP partners closely with HR centers of expertise and functional teams to deliver cohesive, enterprise-oriented solutions across the employee lifecycle. The function uses workforce insights, data, and cross-organizational perspective to anticipate needs, address complex workforce challenges, strengthen leadership and organizational capability, and advance UCSF Health priorities.
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
Required:
- Bachelor's degree in related area and / or equivalent experience / training.
- 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
- Strategic human resources experience in a complex healthcare, academic health, higher education, or similarly complex environment
- Expert knowledge of organizational processes, protocols and procedures, with demonstrated ability to apply institutional knowledge to complex and sensitive workforce matters.
- 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.
- 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.
- Advanced business acumen and demonstrated ability to connect business, operational and financial priorities to enterprise workforce and talent strategies.
- 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.
- Advanced consulting, relationship-building, negotiation and influencing skills; demonstrated ability to build alignment and achieve solutions among senior stakeholders across complex organizational boundaries.
- Highly developed written, verbal and presentation skills for advising executives, communicating complex or sensitive information, and influencing sustained organizational change.
- 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.
- Highly skilled in navigating complex organizations and operating with a high degree of autonomy, discretion and judgment in difficult, sensitive or volatile situations.
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.
Preferred:
- Advanced degree in human resources, business, organizational development, healthcare administration, or related field
- HR Business Partner Certification
- Executive Coaching Certification
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