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RESPONSIBILITIES

The starting salary displayed above may be higher commensurate with experience

I. JOB SUMMARY:

The role of the Executive Vice President & Chief People Strategy Officer is to lead the organization to fulfill the intent and mission of its founders, Queen Emma and King Kamehameha IV. In doing so, The Executive Vice President & Chief People Strategy Officer leads with the value of its founders and commits to preserve and honor The Queen’s Health Systems’ (QHS) unique heritage.

It is the responsibility of the Executive Vice President & Chief People Strategy Officer to provide leadership and strategic oversight for overseeing the development and execution of a value-added human capital strategy in support of QHS’s mission, vision, business strategy, and core values. The EVP & Chief People Strategy Officer must be a strategic and transformational leader for the organization and must drive organization-wide change within a complex, rapidly changing health care environment with intense cost and human resource pressures. The EVP & Chief People Strategy Officer plays an integral role in delivering on the Strategic Priorities and Performance Measures and in particular is responsible for leading the organization in becoming a Great Place to Work and Practice which delivers compassionate and quality health care.

The Executive Vice President & Chief People Strategy Officer is responsible for Community Relations that align with employee development, employee recruitment and other key partnerships that advance the Queen’s mission. This position serves as a key liaison with outside entities and advises broadly with a particular emphasis on enhancing communication, collaboration and improvement of the health of our community. Other areas of responsibility and organizational wide initiatives and programs may be assigned to the Executive Vice President & Chief People Strategy Officer.

As a key member of the QHS executive leadership team, the Executive Vice President & Chief People Strategy Officer is responsible for establishing the strategy, direction and culture of the organization consistent with its mission and values; develops and achieves corporate goals and objectives; implements procedures that adequately safeguards the assets of QHS; and provides leadership and direction in the implementation of innovative initiatives to further the mission of The Queen’s Health Systems and its affiliates.

II. TYPICAL PHYSICAL DEMANDS:

A. ESSENTIAL FUNCTIONS:

• Seeing, Hearing, Speaking, Finger dexterity

B. MANUAL MATERIAL HANDLING:

• Infrequent: N/A

• Occasional: Lift waist to shoulder between 0-5 lbs. Carry between 0-5 lbs.

• Frequent: N/A

• Constant: N/A

C. NON-MANUAL MATERIAL HANDLING:

• Infrequent: N/A

• Occasional: Stand. Walk. Stoop/Bend. Climb: Stairs/Ladder. Reach: shoulder level.

• Frequent: Sit.

• Constant: N/A

III. TYPICAL WORKING CONDITIONS:

• Not substantially subjected to adverse environmental conditions.

IV. MINIMUM QUALIFICATIONS:

A. EDUCATION:

• Graduate degree required.

B. CERTIFICATION AND LICENSURE:

• No certification and/or licensure requirement.

C. EXPERIENCE:

• Minimum ten (10) years of experience gained through increasingly responsible management positions within Human Resources, with a minimum of five (5) years of recent experience as the top Human Resources executive in an institution preferably comparable in size as The Queen’s Health Systems.

• Healthcare experience is preferred, particularly in a complex, integrated healthcare delivery system.

• Knowledge of advanced principles, techniques, and theory in organizational change management.

• Deep experience in succession planning, leadership development, management training and performance management systems. Successful track record in high potential employee identification, development, and succession management.

• Experience developing a highly effective, cost-effective human resources infrastructure and a progressive human resources model.

• Strong business acumen particularly in human resources, finance, systems, strategic planning, and communications.

• Demonstrated experience in cultural integration/transformations, workforce optimization strategies, organizational design and planning, and change leadership.

• Excellent strategic planning and operational management skills, with the ability to translate vision and strategy into clear actionable goals.

• Demonstrated transformational leadership skills (inspiring, problem solving, and communication) to champion achieving the vision within a complex organization.

• A proven track record of building a diverse workforce within the HR team as well as across the broader organization.

Equal Opportunity Employer/Disability/Vet