AVPSr Director, HRBP School of Medicine

The Associate Vice President / Senior Director HR Business Partner (AVP/Sr. Director HRBP) for the School of Medicine is the senior human resources leader supporting the academic research and clinical missions of a large highly unionized academic medical center. This role serves as a strategic advisor to the Dean of the School of Medicine Department Chairs Chief Administrative Officers and education leadership while leading a dedicated team of HR Business Partners aligned to the School of Medicine.

This position plays a critical role in shaping workplace culture advancing organizational effectiveness and ensuring HR strategies align with institutional values collective bargaining agreements faculty governance structures accreditation requirements and the needs of a complex and highly specialized workforceincluding faculty house officers/trainees researchers and professional staff.

The AVP/Sr. Director is a visible trusted on-site leader who engages directly with leaders and teams to assess organizational dynamics leadership effectiveness workforce trends and culture. Through close partnership and in-person engagement this role translates institutional and School of Medicine priorities into integrated people strategies that strengthen employee experience operational performance and long-term institutional success.

Strategic HR Leadership (40%)

• Serve as the principal HR advisor to the Dean Department Chairs Chief Administrative Officers and senior academic clinical and research leaders.
• Translate School of Medicine priorities into actionable HR and workforce strategies that support research growth clinical expansion learner experience and academic excellence.
• Provide strategic guidance on organizational design workforce planning leadership effectiveness culture and complex faculty and staff matters.
• Establish HRBP governance frameworks decision rights service standards and escalation pathways aligned with institutional priorities.
• Maintain a strong on-campus presence including rounding across departments centers and institutes to proactively assess needs and workforce dynamics.
• Partner closely with Faculty Affairs Graduate Medical Education research leadership and academic administration to align people strategies across faculty appointments house officers clinical associates research staff and unclassified staff.
• Collaborate with the Deans Office and practice plan leadership on academic compensation structures faculty effort allocation research funding impacts and compensation strategy.
• Support department administrators with workforce budgeting staffing models and operational decision-making.
• Ensure compliance with accreditation standards (including ACGME) faculty governance requirements collective bargaining agreements and employment law.
• Partner with Legal Compliance and other institutional stakeholders to manage complex employee relations matters and institutional investigations.

Union & Labor Relations Leadership (10%)

• Serve as an active in-person participant in relevant collective bargaining sessions.
• Partner closely with Labor Relations to ensure consistent interpretation and application of collective bargaining agreements.
• Coach and train department leaders chairs and administrators on labor contract requirements and best practices for managing represented employees.
• Anticipate and mitigate operational risks related to labor activity; support labor negotiations through impact analysis and operational planning.

HR Business Partner Team Leadership (40%)

• Lead coach and develop a team of HR Business Partners supporting the School of Medicine.
• Establish clear performance expectations consultation standards and service models tailored to a unionized academic health environment.
• Build HRBP capability in areas such as labor relations organizational design workforce planning faculty HR processes academic compensation models and complex case management.
• Ensure appropriate HRBP coverage across departments adjusting assignments based on size complexity and strategic need.
• Foster a high-performing consultative HRBP team that delivers equitable consistent and high-impact HR support.

• Bachelors degree in Human Resources Business Administration or a related field (Masters degree preferred).
• 10-12 years experience in HR or related field with progressively more complex roles
• Demonstrated experience supporting academic medicine healthcare higher education or similarly complex organizations.
• Deep knowledge of labor relations collective bargaining agreements and employee relations.
• Understanding of academic employment models and faculty governance.
• Ability to lead through ambiguity and large-scale change.
• Strong people leadership experience including managing and developing HR teams.
• Strong judgement skills in complex and sensitive matters.
• Executive-level communication and influence skills

• Experience in an academic medical center or large research-intensive institution.
• Masters degree in HR Business Healthcare Administration or related field (e.g. MBA MHA MS HR)
• Familiarity with faculty governance structures academic compensation models and graduate medical education.
• Experience partnering with clinical and academic leadership in matrixed environments.
• Professional HR certification (e.g. SPHR SHRM-SCP).