Assistant Vice President, Strategic Human Resources

Job Summary

The Assistant Vice President, Strategic Human Resources (AVP) serves as the lead Human Resources Business Partner for an assigned hospital campus. The AVP provides strategic and operational HR leadership to campus executives, managers, and employees, ensuring that local people strategies and operational priorities are aligned with TUHS’s system-wide goals.

This position integrates the full spectrum of HR business partnership—including workforce planning, employee relations, talent acquisition, performance management, engagement, and organizational development—with enterprise-wide initiatives such as leadership development, succession planning, and culture transformation.

The AVP acts as the primary liaison between campus leadership and the HR Centers of Excellence (COEs)—Talent Acquisition, Learning & Development, Compensation, and Employee & Labor Relations—to ensure effective coordination, communication, and execution of HR programs and services that drive both campus and system success.

Education

• Bachelor’s Degree in Human Resources, Business Administration, or related field (Required)
• Master’s Degree (Preferred)

Experience

• 10 years of progressive Human Resources experience with increasing leadership responsibility (Required)
• Experience serving as a strategic HR business partner or senior HR leader within a complex, matrixed organization (Required)
• Demonstrated ability to advise and influence senior management on organizational, cultural, and workforce issues (Required)
• Experience leading large-scale HR and organizational initiatives (Required)
• Proven ability to align people strategy with business objectives and deliver measurable outcomes (Required)

Required Skills

• Strong consultative and influencing skills with senior leaders
• Excellent interpersonal, written, and verbal communication skills
• Demonstrated project management and change management capability
• Customer service orientation and ability to build trusted relationships
• Proficiency in Microsoft Office Suite (Excel, PowerPoint, Word)
• Strong analytical and organizational skills

Core Responsibilities

Strategic HR Business Partnership

• Serve as the primary HR partner and advisor to campus executive and operational leadership teams.
• Build and maintain strong relationships with leaders, supervisors, and staff to understand business priorities, workforce challenges, and engagement needs.
• Provide proactive consultation on organization design, workforce planning, performance management, and employee engagement.
• Coordinate activities and programs with HR Centers of Excellence—including Talent Acquisition, Learning & Development, Compensation, and Employee & Labor Relations—to ensure cohesive and effective HR service delivery across the campus.
• Translate enterprise initiatives into actionable local plans that advance organizational effectiveness and strengthen culture.
• Monitor workforce trends, engagement survey results, and turnover data to identify and address issues impacting employee experience and operational performance.

Talent, Leadership, and Culture

• Lead the campus performance management, goal-setting, and succession planning processes, ensuring alignment with system objectives.
• Partner with leaders to identify and develop high-potential employees and emerging leaders.
• Champion a culture of accountability, engagement, and continuous improvement; facilitate interventions that improve team effectiveness and leader capability.
• Collaborate with Learning & Development to design and implement leadership development programs that address current and future talent needs.

Employee and Labor Relations

• Partner closely with Employee and Labor Relations COEs to ensure timely, fair, and consistent handling of employee relations matters.
• Provide guidance to managers on policy interpretation, employment practices, and contract compliance.
• Support initiatives that strengthen employee relations, enhance communication, and reinforce TUHS’s core values of respect, integrity, and service.
• Ensure adherence to applicable laws, regulations, and collective bargaining agreements.

Operational Excellence

• Partner with Finance, Operations, and HR Shared Services to ensure workforce plans, staffing models, and cost structures support patient care and financial goals.
• Support local labor cost management, position control, and organizational restructuring efforts as needed.
• Ensure HR processes, communications, and metrics are executed efficiently and in compliance with system standards.

Change and Communication

• Act as a change leader for system initiatives—translating strategy into clear, actionable campus communications.
• Provide coaching to leaders and teams to navigate organizational change effectively.

Maintain open, transparent communication across the campus, ensuring employees understand priorities, goals, and progress.