AVP, HRBP- Academic Enterprise in Winston Salem, NC

WHO WE ARE: Advocate Health is the nation’s third largest, nonprofit healthcare enterprise. In December of 2022, four mission driven health systems came together to do more, be better, and go faster to provide equitable care for all in North Carolina, South Carolina, Alabama, Georgia, Illinois, and Wisconsin:

• Atrium Health
• Advocate Health Care
• Aurora Health Care
• Wake Forest University School of Medicine

Together, we operate 69 hospitals and over 1K ambulatory centers. We support the careers of 155K team members, 42K nurses, 21K physicians who care for 6M patients annually. Our combined $6B in community benefits enables us to foster healthier communities.

We are seeking an executive level AVP, HRBP - Academic Enterprise for our Wake Forest University School of Medicine. The AVP, HR Business Partner, Academic Enterprise is a crucial role supporting Wake Forest University School of Medicine, the academic core of Advocate Health, located in Winston-Salem, North Carolina. As one of the largest academic medical centers in the region, the School of Medicine is renowned for its cutting-edge research, commitment to medical education, and innovative patient care. The school drives advancements in clinical care, education, and biomedical research, contributing significantly to Advocate Health's mission. This onsite role is responsible for aligning human resource strategies with business objectives, acting as an executive-level trusted advisor to leadership.

The AVP, HRBP - Academic Enterprise works closely with business unit goals, processes, and strategies, driving change by anticipating human capital needs, developing integrated solutions, and fostering partnerships across the enterprise to deliver valuable, results-driven services.

**Must have academia experience for this role**

Who You Are:

• Responsible for ensuring HR collaboration and alignment across Wake Forest University School of Medicine and the Advocate Health enterprise.
• Has high-level experience in the HR profession, or in a healthcare role with demonstrated HR responsibility
• Serves as an executive-level strategic leader and experienced consultant
• Maintains a strategically important & complex client portfolio, including multiple programs or lines of business
• Seen by their clients as a member of the executive team for their line of business.
• Leads, and is accountable and responsible, for strategic projects & initiatives.

What You'll Do:

• Serves as an advisor to senior business leaders, providing guidance, counsel, and human capital strategic direction.
• Works with senior business leaders to anticipate opportunities to influence and lead change that will improve individual, team and enterprise talent performance.
• Maintains an effective level of business acumen about the organization’s goals, culture and competition, and particularly in for assigned client groups.
• Consults with senior business leaders as a key partner in the identification of solutions relating to human capital programs and services, workforce productivity and engagement, organizational design and performance, talent management, teammate retention, and diversity and inclusion.
• Provides guidance and input on organizational structures, workforce planning, succession planning.
• Identifies and manages talent risks and the specific business area supported.
• Builds trusting relationships with data-based insights, business acumen, best practices, and industry trends.
• Analyzes data trends and metrics in partnership with HR Centers of Excellence to develop solutions, programs and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of teammates, reducing legal risks and ensuring regulatory compliance.
• Consults with business unit leadership on compensation support including salary planning, promotions and job re-leveling.
• Provides day-to-day performance management guidance to management.
• Works closely with management and teammates to improve work relationships, build morale, increase productivity and retention. Supports employee engagement efforts.
• Acts as a proactive change agent, assesses and anticipates HR related needs, communicating needs proactively between the HR department and management to develop integrated solutions
• Identifies training needs for department and individual leadership needs.
• Participates in evaluation and monitoring of success of training programs.
• Participates in labor-management committees.
• Conduit to HR Centers of Expertise/Excellence for the successful development of progressive workforce programs, analytics and solutions.

Education, Experience and Certifications: 

Competencies:

• Proficient business literacy (e.g., profit/loss statements, balance sheets, etc. and related technology)
• Business, finance and operations leadership acumen
• Awareness of healthcare trends, impact to current state and future state considerations
• Excellent consultative mindset with an ability to build strong relationships grounded in trust
• Outstanding interpersonal and communications skills
• Self-directed, with excellent time management and detail orientation
• Broad experience and specific knowledge of human resource concepts, including employee relations, workforce management and the development of performance appraisal systems.
• Strong EQ with an ability to effectively manage conflict

Qualifications:

• Masters’ degree in a related field required
• Minimum 8 years business experience with progressive responsibilities and demonstrated organization strategy activity; minimum 5 years in a leadership position
• Preferred experience working in an academic learning health system.
• Experience working directly with senior business executives in an advisory capacity
• Working knowledge of multiple human resource disciplines, including compensation practices, organization development, change management, employee relations, diversity, etc.
• Experience leading major cross-functional projects that included creating project plans and timelines, managing resource plans and monitoring/reporting performance to plan.
• Demonstrated knowledge of change management methodologies to solve big problems within a complex business environment.
• PHR, SPHR preferred