Senior Medical Director People & Culture and CPMG Compliance Program

Senior Medical Director People & Culture and CPMG Compliance Program

The Senior Medical Director administrative salary will be $415,271 based on a 1.0 FTE or selected candidate’s clinical salary if higher. The total FTE allocated for this role is 0.55 Administrative and 0.45 Clinical FTE. 

This offer is for a three-year leadership term per the CPMG Administrative Role Eligibility Policy. After three years, the leader will have the option to reapply for this position through the standard internal selection process.

Applications will be accepted through 8/21/26.

Please submit a CV and letter of intent.

• 1-2 page letter of intent outlining why you are interested in this position, the strengths you bring, and your vision and opportunities you see in this space. 

• Ensures the development of effective clinician employee relations strategies that align and support a sustainable clinician employee relations program. Develops implementation of action plans and methods for monitoring progress on the strategy.  Applies effective interpersonal and formal presentation skills and builds trust with key stakeholders to influence optimal organizational outcomes.  Guides problem resolution to issues related to clinician employee relations.  Ensure strategies are considered in the context of the changing environment, the workforce and current regional realities.
• Ensure compliance with all medical group bylaws and policies, liaison with PMG Board on ongoing policy development, improvement, and compliance. Serves as HR representative for all medical group policies referencing “HR” or “VP HR”.
• Serves on the Compliance Oversight Committee to monitor, review, and ensure that CPMG adheres to all relevant legal, regulatory, and ethical standards. Acts as an internal governing body that protects CPMG from legal penalties, financial loss, and reputational damage.
• Responsible for clinician talent review and advising PMG Board of Directors on shareholder approval process
• Strategic consultant to care delivery leadership team on matters including clinician and care delivery team change management
• As a leader of a team, demonstrates continuous learning and maintains a highly skilled and engaged workforce by aligning resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating teams; preparing individuals for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs.
• Provides counsel to executive/senior leaders and managers regarding the interpretation and application of compliance requirements of labor and/or regulatory laws.
• Provides consultation, guidance and coaching to executive/senior leaders and managers for complex, sensitive and high-risk clinician employment related matters.
• Directs and/or partners in the oversight of clinician employee relations activities by ensuring team members provide specialized consultation on clinician employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies.
• Directs and/or partners on complex HR investigations involving clinicians based on standard KP or negotiated labor practices by overseeing the collection and analysis of quantitative and qualitative data; conducting interviews on escalated issues; reviewing and evaluating research on key business issues; ensuring the creation of appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations.
• Oversee complex reporting of Company employee information and external benchmarks by reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports.
• Directs activities and initiatives to ensure continued regulatory compliance for multiple business functions by staying abreast of, interpreting, and designing strategy around regulatory changes; determining the impact of changes to the business; providing direction on implementation of changes throughout the business; and providing regulatory input before and during inspections to minimize the risks of future non-compliance.
• Serves as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures by reviewing organizational data and processes to identify impact of trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; partnering with leaders to ensure solutions are aligned with both HR and business objectives; evaluating HR impact in consideration of changing business strategies; and overseeing relationships between HR Centers of Excellence and business stakeholders.
• Ensures human resources support activities are aligned with the overall business strategy by overseeing the execution of support to internal and external stakeholders on diverse HR specialties; reviewing and approving human resources activities; identifying and leveraging additional resources and expertise; and ensuring human resources activities are fully documented.
• Advises on the implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with and communicating change management strategy to internal and external stakeholders and vendors; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees.
• Oversee and manage the CPMG Compliance program, providing regular reports to the CPMG Board of Directors and ensuring full alignment with internal audit functions and external regulatory requirements.
• Partners with Market HR Leadership Team to ensure the delivery of high-quality, timely and responsive services aligned to the goals of the enterprise. Evaluates the effectiveness of services and recommends modifications/changes for areas of responsibility based on client feedback.
• Promotes a culture of integrity, inclusion, and ethical practice across clinician services. Acts as a visible role model for Kaiser Permanente’s Code of Ethical Conduct (Principles of Responsibility) and ensures culturally sensitive HR services are delivered at every level.
• Partners with KFHP to ensure medical staff meets KFHP-CO regulations and external regulatory requirements.
• Supports the KPMF recruiting team as needed with market specific recruiting activities.

Other duties as assigned.

EDUCATION

LICENSES, CERTIFICATIONS OR OTHER ESSENTIAL QUALIFICATIONS

COMPETENCIES

Competencies: Skills, Knowledge & Behaviors that are necessary for performing the job

1. Leading as One: Ability and desire to partner with the Foundation, WPMG, and Health Plan to ensure operational alignment, reductions in waste, and efficient/effective work. 
2. Leading Change: Guidance and encouragement given to a team to successfully navigate change and remain flexible/adaptable. Helping others let go of outdated ways of thinking/acting. Resetting goals and expectations in response to change.  
3. Honesty, Transparency & Courage: Acts in an honest, authentic, and morally responsible way, sharing what they can without sugar-coating. Leans into difficult conversations within and outside of their immediate team. 
4. Accountability & Ownership: Works to create clarity regarding who is on point for any given task or project and sets clear due dates, deliverables, and goals. Holds self and direct reports accountable for performance. Often asks “what more can I do?” Admits mistakes. Does not blame others or make excuses. Follows through with what they say.  
5. Inclusive Leadership: Seeks feedback to improve self and team. Creates an inclusive environment where everyone feels respected and comfortable speaking up, partnering with one another, admitting mistakes, and seeking out different perspectives.   
6. Performance Management: Holds others accountable for behavior and performance. Directs and drives difficult physician, clinician, and staff performance management issues. Provides others with positive and constructive performance feedback on a regular basis. 
7. Communication: Communicates in an authentic, clear, and timely manner even when it is difficult. Fosters a thoughtful give and take that encourages mutual learning/understanding.  
8. Drive for Results: Leverages those doing the work to identify, prioritize, and track performance against the most important metrics. Sets specific and difficult goals with defined incentives for reaching them and celebrates success. Explains the “why” of the work we do and the problems we are trying to solve.  
9. Operational Excellence: Encourages problem solving and continuous improvement mindset, uses systems thinking, builds and encourages others to build standard work and standard processes. Leverages tools like visual boards, huddles, leader standard work, and A3 thinking to empower teams to solve their own problems.   
10.  Enterprise Mindset: thinks holistically about decisions (beyond their individual team, function, and immediate goals). Advocates for KP and KP’s members not just their team.