HR Manager providing managerial and administrative support in a law firm. Overseeing recruiting, compliance, and employee relations with a focus on improving HR practices.
About the role
- Vice President, HR Business Partner at Sutter Health leading people strategies across Central Coast & Central Valley Divisions. Influencing change and operational excellence in complex healthcare environments.
Responsibilities
- Serve as the senior HR strategic partner to executives in the Central Coast and Central Valley, shaping the people, organization, engagement plan to achieve business outcomes
- Act as a trusted advisor to business leaders, while translating business strategies into organization design, workforce planning/effectiveness, and culture priorities
- Develop HR strategies that represent the business needs of the divisions, while championing an enterprise‑first mindset
- Lead strategic workforce planning, organizational capability building, and operating model evolution required to support growth, access, and operational performance
- Assess market trends, workforce challenges, regulatory changes, and demographic shifts to inform strategic HR decisions
- Play a key role in the transformation of the Human Resources Model within your divisions, while contributing more broadly to the overall transformation
- Lead organizational design, integration efforts, and productivity improvement initiatives that enhance effectiveness and streamline operations
- Drive engagement and change leadership strategies to support major transformations, mergers, organization changes, or expansion
- Promote enterprise‑aligned practices while accommodating division‑specific operational needs
- Act as a change agent, driving alignment, accountability, and measurable progress across complex, matrixed environments
- Build and strengthen leadership pipeline through rigorous succession planning and talent assessment / leadership development in the Central Coast and Central Valley divisions
- Evaluate and grow leadership capability, including executive coaching, performance guidance, and transition support
- Coach and develop leaders to enhance effectiveness in current role and prepare for roles of broader scale / scope
- Drive sustained business outcomes through strong talent plans
- Develop proactive, preventative strategies and plans that contribute to a positive work environment
- Play an active role, in partnership with centers of expertise and key stakeholders in labor relations, collective bargaining activities, and issue resolution
- Partner closely with employee relations center of expertise, once established
- Provide leadership and guidance on highly complex, sensitive and/or senior leadership matters and climate opportunities
- Ensure consistent, proactive HR approaches to employee relations issues, conflict resolution, investigations, and workforce engagement
- Coach senior leaders on complex matters
- Maintain deep understanding of federal, state (especially CA), and regional regulatory requirements
- Serve as the primary business partner to senior leaders, driving strong collaboration and alignment across HR disciplines to ensure coordinated strategy execution as OneHR
- Foster strong partnership with HR Centers of Expertise and key partners —including Talent Acquisition, Total Rewards, Learning, Disability / Leave Management, Labor Relations, Employee Relations, and HRIS—to deliver cohesive, scalable HR programs and outcomes
- Ensure alignment of HR policies, practices, and programs across all sites within the divisions
- Drive consistent use of enterprise resources, standardized processes, and tools to enhance service delivery and efficiency
- Drive innovative solutions and key simplification initiatives to impact ease of work and employee experience
- Strengthen relationships with community partners, local healthcare leaders, and industry organizations to enhance workforce pipelines and regional reputation
- Promote a culture of belonging, respect, and performance aligned with Sutter Health’s values and mission
- Provide executive leadership to high-performing HR team across the Central Coast and Central Valley divisions, ensuring clarity of priorities, development, and accountability
- Foster a culture of trust, collaboration, belonging, and enterprise-first thinking with the team
- Model operational excellence, strategic thinking, interpersonal effectiveness to elevate the HR team reputation and influence
- Ensure team succession through deep proactive talent development, mentoring and growth experiences
- Lead large-scale, complex strategic system initiatives to drive business impact
- Contribute insights from markets to shape policies, future workforce models, talent planning, and engagement strategies
- Serve or lead systemwide HR councils, steering groups, or enterprise project teams to ensure division perspectives inform enterprise decisions
Requirements
- Bachelor’s degree required
- Master’s degree in HR, Business Administration, Industrial Relations, Organizational Psychology, or related field preferred
- 15+ years of progressive HR leadership experience, including leading HR teams and serving as a senior HRBP or HR executive
- Demonstrated success partnering with executive leadership in a large, complex, matrixed healthcare environment (5,000+ employees strongly preferred)
- Experience in talent planning, engagement strategies, organizational design, culture transformation, workforce effectiveness strategies, and change leadership
- Expertise across core HR disciplines including employee relations, labor relations, talent management, compensation, and organizational development
- Proven experience leading HR strategy across multiple sites or regions; multi‑division experience strongly preferred
- Demonstrated people leadership experience, including developing high-performing teams, building succession depth, designing role clarity, and driving leadership accountability
- Experience leading HR teams through transformation, capability building, and operating model evolution
- Strong working knowledge of California employment law, labor regulations, and healthcare industry trends
- Deep expertise in talent assessment, succession planning, engagement, preventative strategies, workforce effectiveness, and leadership development
- Enterprise‑first mindset with the ability to balance division‑specific needs and system priorities
- Strategic influence and executive presence; capable of challenging, coaching, and advising senior leaders
- Exceptional communication skills—written, verbal, and interpersonal
- Strong analytical and business acumen with a focus on organizational health and workforce ROI
- Ability to navigate ambiguity while driving clarity, alignment, and accountability
- Strong people leadership capabilities
Benefits
- Yes
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